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SMEs number one challenge is talent.; even before finances. Learn how to build a successful human resource program without going broke
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Human Resources
Human Resources for SMEs Grooming Enterprise Leaders
During this session, you will learn the
tools of :
Employees Handbooks/Manual
Recruitment and Selection
Performance Coaching
Termination
Why Do We Have Employees ?
Value Of Staff Everyday your most important asset leaves the building at 5pm.
Human Resource Policies
Employee Manual/Handbook
The Importance of HR Policy Manual
Ensures consistency and equity
Informs staff of company
expectations and staff obligations
Avoids misinterpretations
Avoids serious legal costs
Labor Laws http://www.nigeria-law.org/LabourAct.htm
You should know:
Employee should receive an offer/employment letter within 90 days of employment
Employee contract for more than 3 month, the notice for termination should shall be in writing depending upon the contract from one week to one month
Employee should be given a pre-stipulated rest time if working more than 6 hours with full pay
Employee working for more than 12 months is entitled to a minimum of 6 days leave
Maternity leave for female staff who have worked at least 6 months with a minimum of 50% salary paid
Crafting Your Own Policies
Business in box (http://www.biztree.com)
SME ToolKit (http://nigeria.smetoolkit.org/)
SBA (http://www.sba.gov/content/employee-handbooks)
Recruitment and Selection
When Do You Recruit?
Write a Job Description Job Title
Job Summary
Education
Work Experience
Working Conditions
Salary Range
Benefits
Hunt For Talent All The Time
Where Do You Look For Talent?
Recruitment Agency
On Line Job Boards
Social Media
Professional Organizations
Place of Worship
Referrals
Newspaper
Interview – Dos and Don’ts Do
Have prepared questions Have a list of qualities you are looking for Talk less, listen more Reply all candidates interviewed
Don’t Conduct the interview alone Ask standard questions Answer your phone Tell the runner-up “No” until you have a firm “Yes”
Performance Coaching
Coaching For Performance
People who feel appreciated are more
positive about themselves and their ability
to contribute.
People with positive self-esteem are
potentially your best employees.
People repeat actions and behaviors that are
reinforced
Benefits
Top Motivators For Employees 1.Praise
2. Convenience
3. Fun
4. Money
5. Importance
6. Success
7. Advancement
Your Role As Coach
To help others see the need for change
To continue to enable and facilitate success for others
To build on strengths and neutralize weaknesses
To encourage others to stretch and take calculated risks
To facilitate growth and develop competency
To more closely match intent with impact when under pressure/stress
Coaching Employee Performance Build on employee strength
Identify areas for improvement
Set specific goals
Be candid, open and specific
Clarify likely outcomes of accomplishing or
not accomplishing the plan
Envision the future –don’t promise what
you can’t guarantee
Coaching Employee Poor Performance
Be specific about the behavior
Consider special circumstances
Remember behavior not personality
Allow feedback from the employee
Coaching Employee Performance
Coaching is a process; not an event
Look for good
Plan for the next meeting
Scenario
Sam has been an excellent employee since he started work two years ago. However, in the last few weeks, he has not been performing up to standards: He has been late three times. His production goals have been below standard on many occasions.
Two of his coworkers have reported that he seems to be extremely agitated most of the time and in a "very cranky mood." (You checked this out with some other employees and found it to be true.)
Today he was late for the fourth time. You have called him into your office for a performance counseling meeting.
Terminations
Terminating An Employee
Ask yourself :
Have I given the employee clear indication of what is expected from him or her?
Have I warned the employee in successive and dated memos which clearly described degrading performance ?
Have I had meetings formal and/or informal to discuss performance concerns with employee?
Do I have documentation of a performance improvement plan?
Is employee showing any improvement in their performance area?
Has employee completed their probationary period?
Preparing For The Termination
Handle the
termination, promptly
Prepare a letter of termination to the
employee
Determine the company property
they may be in employee’s possession
Consider the best time for termination
Determine security personnel that
should be alerted
Organize final salary, benefits or unused
holiday pay or reimbursements
Maintaining Dignity In Terminations
Thank employees for the good they have
done.
Give the reason for the meeting.
Advise of the last work day and how to
obtain final salary
Offer words of encouragement and
confidence in the future career of the
employee