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Human Resources WEBINAR SPONSORED THROUGH THE CDFI FUND CAPACITY BUILDING INITIATIVE

Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

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Page 1: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Human Resources

W E B I N A R S P O N S O R E D T H R O U G H T H E C D F I F U N D C A P A C I T Y B U I L D I N G I N I T I A T I V E

Page 2: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Delivered by:

NeighborWorks® AmericaNeighborWorks® America (NeighborWorks®) is a national nonprofit organization chartered by Congress in 1978. Its mission is tocreate opportunities for Americans to live in affordable homes, improve their lives, and strengthen their communities.NeighborWorks® has over 25 years of experience providing training and is recognized as the premier provider of training in theaffordable housing and community development industry.

Seven Sisters Community Development Group, LLCSeven Sisters Community Development Group, LLC is a woman- and majority Native American-owned national consulting firm,which offers culturally relevant and innovative strategies, services, and products that create systemic change. Its team of communitydevelopment experts works with low-wealth and diverse communities across the country, with a particular focus on NativeCommunities. The team brings a broad range of experience with tribal governments and communities as well as national and local nonprofits, foundations, corporate organizations, and governmental entities.

Shannon Mick, MBA, CCP, will be the Trainer/Facilitator. As Senior Consultant she has been involved with all Human Resources projects and training since starting with Valliant 2006. Previous to working with Valliant Shannon’s experience include designing the strategic vision, development and direction of human resources and compensation for Presbyterian Healthcare Services. At the University of New Mexico, she was responsible for the design, development and implementation of a new market based classification system for all staff employees. Valliant’s approach is to structure the webinar so that new skills and ideas are presented in a relaxed environment. It is designed to be interactive with much discussion facilitated by the trainer.

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Page 3: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

A Little Bit About Me…

Valliant Consulting Native-owned organization

Focus on native organizations and enterprises around the county

Shannon Mick, Senior Consultant MBA Executive Leadership, BA Human Resources,

CCP Senior Executive 20+ Years in Human Resources

and Management

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Page 4: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

A Little Bit About You…

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Share with the group: Name, Title Organization Biggest HR challenge

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Page 5: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

A Little Bit About You From Survey…

8 CDFI’s Participated

25.0%

75.0%

Does your CDFI have a staff person dedicated to working through human resources issues?

YesNo

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Page 6: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Agenda Overview

What is HR? Performance Management Training & Development Staffing Employee Handbook Compensation Job Descriptions

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Page 7: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Historic Roles of HR

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Page 8: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Current HR Roles

Strategic

• Global, long-term perspective• Focuses on building the right culture and organization

Operational

• Day-to-Day perspective• Focuses on running the organization

Administrative• Focuses on compliance issues and record keeping

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Page 9: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

HR Activity Poll

What do you think are the important activities in a good Human Resource program?

Raise your hand or type in the chat box

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Page 10: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Major Activities of HR

HR

Planning & Analysis

Staffing

Compensation & Benefits

Training & Development

Performance Management

Employee Relations

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Page 11: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Top HR Issues

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

90.00%

100.00%

Performance Management Training & Development Recruitment & Hiring

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Page 12: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Performance Management Poll

Is Performance Management more than just the annual review in your organization? Yes No

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Page 13: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Performance Management Model

Reward Performance

Planning Performance

Coaching Performance

Improve Performance

PerformanceAppraisal

Review Performance

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Page 14: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Continuous Feedback/Coaching vs. Performance Appraisal

Feedback Appraisal

Provides information Provides a annual evaluation

Immediate, ongoing activity Retrospective and event-based; usually occurs at designated intervals and is often linked to pay or other rewards

Usually verbal Written

Perceived as neutral May cause fear and other emotional reactions

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Page 15: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Types of Appraisals

Self Evaluation

Traditional

Multi Rater

Supervisor Employee

Employee

Self Supervisor

Customer Peers

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Page 16: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Be Prepared

No Surprises

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Page 17: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

EDP Poll

Do you utilize an Employee Development Plan for employees? Yes No

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Page 18: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

EDP

Create Employee Development Plan Training needs Prepare for new position Correct any issues or problems Monitor throughout the year

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Page 19: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Staffing Poll

Do you hire? A players Best of the Pool Warm Body

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Page 20: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Staffing

Three Prong Staffing ApproachSt

affin

g Recruitment

Staf

fing Selection

Staf

fing Retention

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Page 21: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Staffing

Spend time on the FRONT end in the selection process, or on the BACK end with a wrong hire

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Page 22: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Staffing

If in doubt……………..Walk away!!!

Don’t hire someone when your gut says something is not right

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Page 23: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Retention

Don’t neglect once hired Provide orientation Check in to ensure success Create welcome environment

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Page 24: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Orientation/Onboarding

First impressions Immediate Ongoing

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Page 25: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Survey

75.0%

25.0%

Do you currently have an employee handbook?

Yes

No

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Page 26: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Components of Handbook

Employment

IntroductionWelcomeMissionVisionValues

StaffingCode of Conduct

Conflict of InterestOutside Employment

Employment Status

Access to FilesReference Checks

Introductory Period

Job DescriptionsPerformance Management

Salary Administration

Benefits

Health & WellnessLeaves

Retirement

Other BenefitsEAP

Educational Assistance

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Page 27: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Components of Handbook

Payroll

TimekeepingPaydays

AdvancesDeductions

Pay Corrections

Working Conditions

SchedulesSmokingOvertime

Break & Meal Periods

Emergency ClosingComputers

Email UsageSocial Media

Employee ConductEmployee ConductCorrective Action

Drug & Alcohol Use

HarassmentAttendance & PunctualityDress Code

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Page 28: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Policy Poll

Do you policies match your practices? Yes No

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Page 29: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Compensation System

Direct Pay Indirect Pay Incentives

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Page 30: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Compensation Programs

Survey

57.1%28.6%

14.3%

Do you set employees salaries using:

Market pricing

Point value/Internal value

Incentive pay or bonus plans

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Page 31: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Job Descriptions

100% of you use job descriptions Should not be a “laundry list” of ALL duties

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Page 32: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

National CDFI Market Data

Data Cut Base Market Pay

CEO Under 5.8 Million $85,000

0-5 Employees $88,100

5.1-10 Employees $100,000

Rural Area $77,100

Loan Officer Under 5.8 Million $36,000

0-5 Employees $36,000

5.1-10 Employees $49,000

Rural Area $50,000

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Page 33: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Compensation Poll

Is your salary for the CEO/Executive Director and Loan Officer aligned with the market rate? Yes No

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Page 34: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

Human Resources

Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace environment Lower Turnover Higher employee engagement Allows you to focus on 80% rather than the 20%

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Page 35: Human Resources Program Management31) Human...Human Resources Spend time proactively Communicate, Communicate, Communicate When all areas are in alignment HR is proactive Better workplace

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