This document provides contact and background information for Richard B. Russell, an HR management consultant. It summarizes his experience including over 30 years working in HR roles for large companies. It also outlines the types of HR consulting services he provides, such as recruiting, compensation, and compliance. Sample client industries include manufacturing, mining, transportation and utilities. The document promotes Russell's expertise in all areas of HR and availability for both long-term and short-term consulting projects.
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
Employee Management and development
How to set up an effective development plan
whose responsibility is employee development
Managerial work in India
categories of management characteristics
Succession planning
Introduction of Human Resource Management
Outline:::
Introduction
What is HRM?
The Challenges
(Environmental, Organizational & individual)
Planning and Implementing
Strategic Policies
The HR Department and Manager
Organizational Capacity-Building Series - Session 10: Human Resources ManagementINGENAES
This session describes key issues during recruitment and employment. These presentations are are part of a workshop series that was implemented in Nepal and 2016 as part of the INGENAES initiative.
Training Slides of Human Resource Management : The Importance of Effective Strategy and Planning, discussing the importance of Human Resource Management.
For further information regarding the course, please contact:
info@asia-masters.com
www.asia-masters.com
Madonna Riley covers strategies that will help you retain the best people to ensure the long term success of your company, by discussing trends that drive the competition, reasons why employees leave, the value of an effective on-boarding process and various retention strategies and best practices.
Employee Management and development
How to set up an effective development plan
whose responsibility is employee development
Managerial work in India
categories of management characteristics
Succession planning
Introduction of Human Resource Management
Outline:::
Introduction
What is HRM?
The Challenges
(Environmental, Organizational & individual)
Planning and Implementing
Strategic Policies
The HR Department and Manager
Organizational Capacity-Building Series - Session 10: Human Resources ManagementINGENAES
This session describes key issues during recruitment and employment. These presentations are are part of a workshop series that was implemented in Nepal and 2016 as part of the INGENAES initiative.
Training Slides of Human Resource Management : The Importance of Effective Strategy and Planning, discussing the importance of Human Resource Management.
For further information regarding the course, please contact:
info@asia-masters.com
www.asia-masters.com
Madonna Riley covers strategies that will help you retain the best people to ensure the long term success of your company, by discussing trends that drive the competition, reasons why employees leave, the value of an effective on-boarding process and various retention strategies and best practices.
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
General Session: Successful Culture Development & Integration in an Active M&...WorkforceNEXT
Presented by Marty Kunz - VP of HR at C&J Energy, Roger Mosby - VP of HR at Kinder Morgan, Laura Ramey - VP of HR at Crestwood Midstream. WorkforceNEXT Summit. September 30, 2014.
A full-time position in Management where I can demonstrate my relevant skills to become a valuable human resource for the organization and to excel my expertise for worthy contribution to the company.
PP on human capital managment.
HCM is business practices that integrate strategy with EBPS and employe experience
Everything that goes into the employee life cycle we touch
We address the process that go into attracting, growing and keeping talent
HR operations to CEO coaching
We believe change starts at the top also know its lonely leaders need support
2. Contact Information:
Management Solutions
Richard B. Russell, SPHR & MBA
ManagementConsultant-Human Resources
140 Southwind Circle
Greeneville,TN 37743
Primary C: 423-620-7813
Alternate C: 423--327-1070
P: 423-638-1502
E-Mail: richardb.russell@comcast.net
3. Why Outsource?The Business Case
• Minimally Staffed or No HR Department
• UnexpectedVacancies
• Recruit / Hire Assignment--- Hourly to C-
Suite
• Special Projects Requiring Focus / Drive
• Medical / FMLAVacancies
• Audit HR Processes / Compliance
• Different Skill Sets Required
• Major Expansion / Downsizing
• Specialized Expertise
• Deadlines / Goals--- Not Staffed to Meet
• Interim During Search / Backfill
• StrategicAdvisor
• Staffing Flexibility
• ObjectiveView---Outside
• Willing to Flex Days,Weeks, Hours,
Shifts,Overtime
• Avoid Legal / Compliance Issues
• Deal with Significant Change / Conflict
• Address Difficult Problems---DirtyWork
• Off-Boarding / Severance Situations
• Extensive Travel Requirements
• Serve Purpose---Assignment / Cost
Ends
4. Employment & Client Backgrounds
by Industries, Products and/or Processes
• Light truck and passenger car components / heavy truck & off highway
equipment, precision machining, fast paced assembly,
electrical/electronics, power centers / transformers, air filtration & oil
filtration equipment, lawn and garden consumer products, coal and hard
rock mining, design / build/install, construction, elastic/rubber, chemicals,
public utilities, transportation / trucking, battery components , logistics,
warehousing, and heavy truck sales & repairs
6. Areas of Responsibilities & Service
• TRW---HR, Safety,Training, Industrial Engineering, Major Growth Initiatives
• John Deere---Start-up, HR, Safety, Plant Engineering, Maintenance,
Systems, Payroll, Plant Management (Coverage Basis), Major Growth
Initiatives
• Deere & Co.---Project Management
• Tuck Management---Management Consulting-full service HR
• Donaldson/Electro-Mechanical---HR
• Management Solutions---Management Consulting-full service HR
7. ServingYour Human Capital Needs
Examples of Experience / Service Areas
Start-ups---Recruiting---Hiring---Onboarding
Compensation---Benefits---Compliance---State & Federal
Regs---Organizational Development---Training---Performance
Management & Goal Setting---Surveys---Union Avoidance---
HR Audits---Handbooks---Work Teams---Flexible Staffing---Talent
Management---Safety and Ergonomics---Incentives and Bonus
Plans---Outsourcing---Strategic Planning---Cost Management/CI--
-Project Management---Interim Assignments---
College Recruiting---Job Fairs--HR Research---
Off-boarding/Severance---
Succession/Replacement Planning
9. Senior Professional in Human Resources (SPHR)
Certification
Six Key HR Functional Areas---HR Buckets
of Expertise as Defined by
Society of Human Resources Management
Strategic Management Process---Workforce
Planning and Employment---Human
Resource Development---Compensation
and Benefits; Employee and
Labor Relations--- Risk Management
+ Safety and Security
10. Experience Areas (cont.)
• Business Start-ups & Expansions
• Recruiting---Hourly to C-Suite
• Short to Mid-term Interim
Assignments
• Union Free Management
• Performance Review &
Management
• Strategic Planning
• Market Based Compensation
• Variable Compensation and
Incentives
• Benefits Design & Administration
• Manager and SupervisorTraining
• Succession and Replacement
Planning
• Self-Directed WorkTeams
• Safety & Ergonomics---VPP
• Behavioral Interviews/Targeted
Selection
• Job Banding---Job Grading
• All Salaried Workforce
11. Experience Areas (c0nt.)
• Organizational Development
• Change Management
• EEO/AAP & Diversity
• Teams &Team Building
• College Recruiting & College
Relations
• Compliance ---State & Federal
Laws
• Risk Management
• Worker’s Comp
• Transitional Duty
• Flexible Staffing,
• Employee Relations
• Metrics
• Baldrige Process
• Career Planning
• Talent Management
• On-boarding / Orientation
12. Experience Areas (cont.)
• EmployeeTesting, Profiles, &
Assessments
• Coaching and Mentoring
• Counseling & Progressive
Discipline
• Discipline Without Punishment
(positive discipline)
• Employee Surveys
• Employee Empowerment and
Engagement.
• HR Research
13. Training & Development
SampleTopics
• Interpersonal Skills
• Union Free Management
• Time Management
• Meeting Management
• Coaching and Mentoring
• Employee Engagement
• Leadership and Influence
• Supervising Others-1st Level
• Teams andTeam Building
• Civility In the Workplace
• Safety & HealthTopics
• Drugs in theWorkplace (Today’s--Policies,
Testing, Supv.Training, etc.)
• Middle Manager
• Manager Management
• Performance Management
• Emotional Intelligence (
Training, Profiling/Assessments)
• Goal Setting and GettingThings Done
• Change Management
• Train-the-Trainer
• Positive Discipline
• Behavioral Interviewing
• LegalAspect of Interviewing
• HRTraining
14. Methods of Learning & Materials
forTraining
• Stated learning objectives---each program
• Pre-work for most learning sessions
• Discussion---participative learning
• Instructor / facilitator directed
• Role playing---activity based---handouts
• Small group / team---activity based---handouts
• Review questions---end of sections
15. Methods of Learning & Materials (Cont.)
• Slide presentations (30 to 60 per meeting)---visual learning
• Provide Quick Reference Job Aid---refresher
• Participant training manual---highlights and self review later
• Pre-work---self directed learning---investment in programming
• Recognition---Certificate of Completion
• Types of learning
1. Auditory Learners: Hear
2. Visual Learners: Understand
3. Tactile (Kinesthetic kin′es·thet′ic (-thĕt′ĭk)) Learners:Touch---Hands-on;
doers
• Typically use all three methods for major training events---we all do not learn the
same way
16. Services / Potential Materials/
Training
• Customization to meet client needs /specifications
• Combining of subject matter
• Topical outlines
• Participant manuals
• Copies of slides to participants
• Handouts
• Certificates of completion
17. Autobiography/Personal Background
• Born and raised on a farm in southwestVA, Lee County, the most western VA County about
30 miles from Cumberland Gap---LeeCounty is wedged between KY andTN with the
Northeastern part predominantly mining and theWestern portion made up of farming
communities.
• Attended college @VATech and EastTennessee State University (ETSU) majoring in
Business Management and graduated with honors in 1976---returned to ETSU on part-time
basis and completed an MBA in 1987---have been professionally certified for a number of
years as a PHR and at SPHR level for approximately 10 years.
• As an employee was fortunate to work for two excellent decentralized Fortune 1oo
companies the first 28 years of my career with both providing significant learning and
development opportunities that furthered my skill, knowledge base and experience across
most facets of HR.
• Gwen, my wife, and I have elected to make our home in scenic and historic Greeneville,TN,
since 1988. Greeneville is located an hour east of Knoxville, an hour north of Asheville, NC,
and about 40 minutes from theTri-Cities area (Kingsport, JohnsonCity and Bristol).. We
have two grown children and four grandchildren. Gwen and I are both golfers and enjoy
watching, following, as well as playing. We are both avid readers and enjoy time with our
family.