This document outlines an agenda for a presentation on human resources consulting. It discusses the consulting company's methodology, which includes policy reviews, employee and management surveys, and compiling solutions. It also covers how corporate and HR needs must be balanced, including career progression, diversity, and productivity. The main part of the presentation focuses on employee development and the performance improvement plan (PIP) as an instrument to address issues like litigation, lack of diversity, and training requirements. The consulting company's solution includes creating a policy roadmap, implementing PIPs for non-management and management staff, and analyzing solutions and remedies. It concludes by opening the floor for questions.

1. PeopleWorksHuman Resources Consulting
Charles James
HRM 531 –Lisa Stalford
June 10, 2013

2. Overview
Our Methodology
Corporate Balance and Human Resources
Employee Development –The Nuts and Bolts
Our Solution
Questions / Comments
Agenda

3. Overview

4. Overview
Our Methodology
Corporate Balance and Human Resources
Employee Development –The Nuts and Bolts
Our Solution
Questions / Comments
Agenda

5. Our methodology
Policy Reviews
Employee Surveys
Management Surveys
Compilation
Solutions and Remedies

6. Overview
Our Methodology
Corporate Balance and Human Resources
Employee Development –The Nuts and Bolts
Our Solution
Questions / Comments
Agenda

7. Corporate Balance and Human Resources
Corporate Needs
HR Needs
Career progression
Diversity
Skill improvement and progression
Productivity
ROI
Positive Public Appearance

8. Overview
Our Methodology
Corporate Balance and Human Resources
Employee Development –The Nuts and Bolts
Our Solution
Questions / Comments
Agenda

9. Why is it needed?
Litigation control
Lack of Diversity
Training Requirements
Instruments that can be used?
Performance Improvement Plan (PIP)
Employee Development –The Nuts and Bolts
CONTINUED

10. Employee Development – The Nuts and Bolts
Performance Improvement Plan
Note: This template is provided as an example. Districts or professional groups may choose other preferred
templates. A Performance Appraisal and Development Plan should have been completed prior to a Performance
Improvement Program in most circumstances.
Participants:
Employee Name Position
Manager/Supervisor’s Name Position
Senior Manager’s Name Position
Work Area:
Review Period:
 Performance Improvement Period: _____/______/______________ To _____/______/_____________
 Performance will be reviewed on _____/______/______________
 Review will be documented in a performance improvement report completed by senior supervisor.
 Final performance improvement review will be conducted on _____/______/______________
Employee Responsibilities Manager/ Supervisor
Responsibilities
Senior Manager
Responsibilities
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Performance Improvement Plan Template

11. The PIP is:
Flexible
Non-weighted
Adapted for multiple points of input
Able to become a peer-review instrument as the need arises
PIP results are available in different formats:
Online reports
Printed reports
Internally warehoused reports within your HR office
Employee Development –The Nuts and Bolts
CONTINUED

12. Overview
Our Methodology
Corporate Balance and Human Resources
Employee Development –The Nuts and Bolts
Our Solution
Questions / Comments
Agenda

13. Our Solution
Policy Roadmap
•Meet with HR
•Meet with Management
PIP
•Non-management FTE
•Management FTE
Solutions & Remedies (S&R)
•Compile all PIP
•Organizational ΔAnalysis

14. S&R Analysis and Beyond.
Our Solution
CONTINUED

15. Overview
Our Methodology
Corporate Balance and Human Resources
Employee Development –The Nuts and Bolts
Our Solution
Questions / Comments
Agenda

16. Questions / Comments