Marguerite Orane provides quidance to small businesses (less than 50 employees) who cry "I need help with HR"

1. “WE NEED HELP WITH OUR HR”
Marguerite Orane & Associates
Some considerations in
“managing” HR when you are
too small to afford an HR
Department
Marguerite Orane & Associates
www.margueriteorane.com

2. CHALLENGE WITH SMALL,
RAPIDLY GROWING FIRMS:
 Everyone focused on growth
 Staff size growing rapidly
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 People are “managed” haphazardly and ad hoc
NB: People are a long term commitment
 Getting the wrong person can be disastrous due
to the small size of the firm
 Need to make sure the right people remain
“right”

3. Marguerite Orane & Associates
MANAGING PEOPLE IS THE
FUNCTION OF LINE MANAGERS –
NOT HR DEPARTMENT

4. Basic function of HR – NOT to “manage” the
people (HR) but to:
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 Make sure people policies and procedures are
aligned with Vision, Mission, Strategy and
Culture
 SUPPORT line managers in building effective
and high performing teams

5.  Don’teven think about a full time HR
professional until you are over 50 or so
employees.
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However, you need to:
 Put HR functions in place early
 Have someone to carry them out on an
administrative basis

6. KEY HR FUNCTIONS:
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Align HR policies with Strategy
Recruit the Right people
Keep the Right People

7. ALIGN HR POLICIES WITH STRATEGY
 Determine positions, responsibilities in
Organization Structure
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 Define Job Descriptions and Job Specifications
 Grade positions to establish relative
remuneration scales
 Determine competitive salary and benefits
 Budgetary requirements for HR (not just
remuneration – other HR costs)

8. RECRUIT THE RIGHT PEOPLE
 Locate, screen and right people for each job
 Rigourous and comprehensive orientation to the
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firm and the job
 General conditions of employment – employment
contract

9. KEEP THE RIGHT PEOPLE
 Performance evaluation system
 Training program
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 Recordkeeping – personal files, vacation leave,
sick leave

10. Marguerite Orane & Associates
SOME FUNCTIONS THAT WE
CONSIDER HR ARE REALLY LINE
MANAGEMENT FUNCTIONS

11.  Alignment with Corporate Values -
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Communication of values; feedback to ensure
individual alignment
 Motivating team members
 Discipline; separation
 Set performance targets
 Performance Evaluation
 Coaching and giving feedback
 Professional development

12. BUT HR DEPT. DOES PLAY A ROLE:
FUNCTION HR ROLE
Alignment with
Corporate Values
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Motivation
Discipline Provide guidelines; procedural advice
Performance targeras Maintain records of individual peformance
targters
Performance Provide guidelines; monitor deadlines;
Evaluation maintain records
Coaching Training for Managers in Coaching
Professional Logistical support; recordkeeping
development

13. SO IF I CAN’T AFFORD HR, HOW
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DO I GET IT DONE?
By outsourcing one-off
design tasks and keeping
core inhouse

14. OPTIONS:
FUNCTIONS FREQUENCY INHOUSE OUTSOURCE
Organization One-off YES
Structure Design
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Restructuring One-off YES YES
implementation
Job Descriptions One-off for new YES
and Job positions
Specifications
Grade positions One-off YES
salary and One-off YES
benefits
HR Budget Annual – after YES
annual strategy
review

15. OPTIONS:
FUNCTIONS FREQUENCY INHOUSE OUTSOURCE
Locate As needed YES YES
candidates
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Interview, As needed YES
select
Orientation As soon as YES
candidate hired
Employment As needed YES YES (one-off
contract design)

16. OPTIONS:
FUNCTIONS FREQUENCY INHOUSE OUTSOURCE
Performance One-off – YES
evaluation MUST be
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system design aligned to
corporate and
Strategic
Objectives
Performance Quarterly YES
Evaluation (recommended)
Training Annual YES – design
program and delivery
Recordkeeping Weekly/ YES
monthly/
Annually

17. Marguerite Orane
Consultant, Speaker, Coach
Marguerite Orane & Associates
If you are committed to having your team
perform at their peak, contact Marguerite now:
marguerite@margueriteorane.com
www.margueriteorane.com
http://ca.linkedin.com/in/margueriteorane