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HRM Strategy Presentation Development
- 1. HRM Strategy PresentationDevelopment LaTrice S. Ford Professor, Leslie Willis HRM 530 – Strategic Human Resource Management December 16, 2012
- 2. What is HumanResource Management? Human resource management is a process that focus on organizations, companies and the people that are working in workplaces. Satisfied employees are the reason for productivity increases and growth that are motivated by management practices and strategies.
- 3. Describe the typeof organization for which you are designing the HRM program The organization that I work for is an education based company that teaches children from ages 5 -18. There are also a number of campus within our district that house many other employees. These children are able to learn from such curriculum as: 1. English/Writing 2. Mathematics 3. Social Studied/Government 4. Science
- 4. The individuals thatwe have been working with in this organization are dedicated to ensuring that our students have the best possible education. We also have a number of support staff members that are available to help our teachers receive all the information needed such as student records, grades and other special types of needed information and to help them complete tasks that are unable to finish in the classroom setting.
- 5. Support Staff Members Principals/Assistant Principals ----To ensure the campus runs correctly and without incident. Counselors ---- give students counsel on academics Instructional Specialist ---- facilitate state tests and special instruction for the curriculum Registrars, Attendance and Discipline Clerks ----to input information and gather data for teachers
- 6. The proposal Iam putting forth is going to be very aggressive and forthcoming to encourage and redesign a program for the organizations talent management strategy concerning policies and procedures that should include performance, retention, labor relations, compensation and benefits.
- 7. Proposal Objectives Aggressiveand straightforward Focus on talent management strategy. Policies and Procedures Performance Retention Labor Relations Compensation and Benefits
- 8. Create a HRMstrategy outline that will support your proposal. Organization 1. Organizational Objective 2. Career Development 3. Individual Development Retention 1. Employee Motivation 2. Proper Training/Hiring Within 3. Better Career Opportunities Policies and Procedures 1. Assessments on Policies and Procedures 2. More Training Sessions 3. Assign a Support Team to aid employees
- 9. HRM Strategy Cont’ed Performance 1. Performance evaluation every six weeks 2. Internal Audits 3. Appraisal Forms at the end of every semester Labor Relations 1. Assessing the current strategy 2. Implement a that will accomplish the goals and mission of the organization 3. Implement a program to encourage labor relations Benefits and Compensation 1. Offering more benefits to employees 2. More benefits for working mothers 3. Implement a plan to get employees better retirement plans
- 10. Address each ofthe criteria (performance, retention, labor relations, compensation, and benefits) with a proposed policy and procedure
- 11. Performance Policy Implement appraisal/assessment programs Rewards system Procedure Provide assessmentsto employees every six weeks to ensure that job performance is at the highest levels To Test employee abilities, skills and talents Award employees for good performance
- 12. Retention Policy Seek frequent opportunitiesto develop and grow employee careers Procedure value employees while encouraging growth opportunities within your organization. Make work a challenge but friendly place to come.
- 13. Labor Relation Policy OpenDoor Employee Policy Procedure To have open communication between management and employee to have better workplace relations
- 14. Compensation Policy provide a compensation thatis competitive with the labor market Procedure salary ranges are set at or above specified levels in the designated labor markets
- 15. Benefits Policy Employee Assist Program Procedure At no cost offer medical and health benefits for individual employees
- 16. Justify each ofyour HRM selections by aligning it with your HRM Strategy HRM Selection 1. Performance 2. Retention 3. Labor Relations 4. Compensation 5. Benefits Alignment with HRM Strategy 1. Performance aligns with HRM strategy because it helps achieve and support organizational goals. 2. ensure that their existing employees remain with them, and discourage them from seeking prospects elsewhere. 3. articulate how it can improve processes, people and relations between employee and employer. 4. Ensure employee satisfaction and job security and future growth 5. Ensure employee satisfaction, career growth, and job satisfaction
- 17. Support your premiseswith data you have collected from three(3) similar organizations in order to convince your upper management that you have prepared well and your plan should be adopted. ________________________________________________ We have been in contact and visited with different school districts in and around Texas. We have tried to learn what procedures and policies work better for them and what makes them as successful as they are. Visited School Districts _________________________________________________ 1. Spring ISD Houston, Texas 2. Allen ISD Allen, Texas 3. Connally ISD Waco, Texas
- 18. SPRING ISD Havea website that encourages new hires Gives information on employee benefits Gives information on salaries and wages Competitive benefits and compensation Has numerous positions for new hires Encourages employee advancement.
- 19. ALLEN ISD Hasa website that encourages new hires Has an active job posting Encourages open door policy and active communication with employees Provides the highest quality of employees Is able to provide competitive salaries and benefits for employees Is able to provide continuous support for employees and applicants
- 20. CONNALLY ISD Hasan interactive website for new hires to apply Encourages job openings Has workshops that help develop employee skills and talents Has compensation and benefits that help employees in their future careers and with retirement.
- 21. References www.allenisd.org/site www.springisd.org Stewart, G., & Brown, K. (2011). Human resource management (2nd ed.). Hoboken, NJ: John Wiley & Sons.
Editor's Notes
- #3 *a human resource department has policies that govern employee behavior and the behavior of the company toward its employees. *employee recruitment and retention, exit interviews, motivation, assignment selection, labor laws, employee performance reviews, training, professional development and mediation.
- #4 This organization is also responsible for special education students, bilingual and English proficient students. As well as individuals who are over the age of 18 with special circumstances up to the age of 23. We also have students who are labeled as “at risk” students who have abnormal family issues, have been retained and are at risk of not completeing their required schools years as graduates.
- #5 The individuals that we have been working with in this organization are dedicated to ensuring that our students have the best possible education. We also have a number of support staff members that are available to help our teachers receive all the information needed such as student records, grades and other special types of needed information and to help them complete tasks that are unable to finish in the classroom setting.
- #6 *The staff members are able to work together as a unite to ensure that policies and procedures are being carried out.
- #7 Proposals are important because they present a plan that organizations can choose to follow or not. The proposal I am putting forth is going to be very aggressive and forthcoming to encourage and redesign a program for the organizations talent management strategy concerning policies and procedures that should include performance, retention, labor relations, compensation and benefits.
- #8 The proposal objectives are essential to the development of the organizations polices and procedures. The also help with organization and structure with the strategies and plans that management wants to implement.
- #9 Organization Organizational Objective Career Development Individual Development Retention Employee Motivation Proper Training/Hiring Within Better Career Opportunities Policies and Procedures Assessments on Policies and Procedures More Training Sessions Assign a Support Team to aid employees
- #10 Performance Performance evaluation every six weeks Internal Audits Appraisal Forms at the end of every semester Labor Relations 1. Assessing the current strategy 2. Implement a that will accomplish the goals and mission of the organization 3. Implement a program to encourage labor relations Benefits and Compensation Offering more benefits to employees More benefits for working mothers Implement a plan to get employees better retirement plans
- #12 Rewards Program/Motivating Employees Set a criteria for rewards Reward those who meet the criteria Recognize those going beyond their duties Set individual awards Team awards Being respectful and showing appreciation to all employees
- #13 It steps to know about retaining employees: (1). Make their jobs challenging for them and worthwhile. (2). Pay your employees for the jobs they perform. Such as with raises and bonuses. (3). Do not micromanage employees, allow them to work comfortably and with this confident will ensue. (4). Make sure the work environment is not tense but comfortable and friendly. (5). Make sure that employees are getting something out of their job.
- #17 HRM Selection Performance Retention Labor Relations Compensation Benefits Alignment with HRM Strategy Performance aligns with HRM strategy because it helps achieve and support organizational goals. ensure that their existing employees remain with them, and discourage them from seeking prospects elsewhere. articulate how it can improve processes, people and relations between employee and employer. Ensure employee satisfaction and job security and future growth Ensure employee satisfaction, career growth, and job satisfaction
- #18 ________________________________________________ We have been in contact and visited with different school districts in and around Texas. We have tried to learn what procedures and policies work better for them and what makes them as successful as they are. Visited School Districts _________________________________________________ Spring ISD Houston, Texas Allen ISD Allen, Texas Connally ISD Waco, Texas
- #19 *Have a website that encourages new hires *Gives information on employee benefits *Gives information on salaries and wages *Competitive benefits and compensation *Has numerous positions for new hires *Encourages employee advancement.
- #20 *Has a website that encourages new hires *Has an active job posting *Encourages open door policy and active communication with employees *Provides the highest quality of employees *Is able to provide competitive salaries and benefits for employees *Is able to provide continuous support for employees and applicants
- #21 *Has an interactive website for new hires to apply *Encourages job openings *Has workshops that help develop employee skills and talents *Has compensation and benefits that help employees in their future careers and with retirement.