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Equipping Managers with an HR Skillset


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As your organization grows larger, you need to rely on your managers to serve as your "HR frontline." Well-trained managers can be an extension of your HR department for solving employee relations issues, dealing with disciplinary situations and serving as mentors to junior supervisors. Equipping managers in this way frees up your time to focus on larger, more strategic talent management initiatives.

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Equipping Managers with an HR Skillset

  1. 1. Equipping Managers with an HR Skill SetStacey Carroll, SPHR, CCPDirector of Professional Services & EducationPayScale, Inc.
  2. 2. PayScale is a market leader in global online compensation data. With the worlds largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of the job market.7,000 Positions. Our patent-pending, real-time profiling system indexes custom employee attributes (such as industry-specific certifications) and50 Major Industries. specific job titles for every industry.11 Countries. Our secure, on-demand business solutions, PayScale MarketRate and PayScale Insight, provide employers with accurate, reliable compensation detail never before available.
  3. 3. Agenda Why it’s important “Big Bang” areas  Recruiting  Performance Improvement  Employee Relations How to execute  Expectations  Training  Reward Q&A
  4. 4. Why it’s important  The HR job has changed  The risks have changed  It’s necessary for growth for employees & the company  It creates a better company culture  It elevates the position of HR in the organization
  5. 5. Recruiting Adopt a process  Multiple reviewers  Demonstrations  Realistic job preview Behavioral Interviewing  What is a behavioral interview? Behavioral based interviewing is interviewing based on discovering how the interviewee acted in specific employment-related situations. The logic is that how you behaved in the past will predict how you will behave in the future i.e. past performance predicts future performance.  Good video Salary Negotiations Reference Check  Timing  Ask hard questions
  6. 6. Performance Improvement Teach managers how to have difficult conversations  Webinar  3 basic steps  Provide factual feedback  Describe Impact on self or others  Ask employee for improvement plan Provide resources & templates  Written warning samples  Management forum
  7. 7. Employee Relations• Lead by Example • Take an executive to lunch • Ask for feedback • Give feedback• Ask Senior leader to support employee relations • Budget • Leading by example • Follow-up• Teach Managers the basics • Blog post • 2012 ER challenge
  8. 8. How to execute Set expectations  Clearly identify employee management in job responsibilities  Evaluate managers on management abilities  360 reviews  Exit interview statistics Provide Training & Resources  Brown bag training (quick & actionable)  Use internal expertise  New management training  Provide an intranet with information Reward good management  HR awarded management star  Track & report on management metric
  9. 9. PayScale Delivers Where Other Compensation Providers Fall ShortPayScale operates the largest online salary database in the world. We allow organizations to price their jobs according totheir industry, location, and the employee skill sets which make their workforce unique. PayScale goes beyond supplyingthe accurate data you need - we also give you the tools to efficiently manage your compensation projects, and theknowledge to stay up-to-date.Visit our blog: our Group on LinkedIN: Compensation Today: HR Best PracticesStacey Carroll, M.B.A, SPHR, CCPDirector of Professional Services & EducationPayScale, Inc.Connect with me on LinkedIN: