MANAGING THE EMPLOYEE LIFECYCLE

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MANAGING THE EMPLOYEE MANAGING THE EMPLOYEE

LIFECYCLE

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Jose Laurel Jose Laurel

Experience & Expertise

• 16 years experience in management, operations, marketing and international commerce

• Prior to G&A, served as country manager in Latin America for a multinational corporation

• Served as partner in mid-sized professional services group

• Served as senior manager for publicly traded PEO

• Areas of expertise include designing, implementing and measuring growth strategies.

Current Position

• Director at G&A Partners and Principal of affiliated CPA firm, Grijalva & Allen, P.C.

• Oversees client advisory and consulting services Education

• Received B.S. Marketing from University of Texas and University of Houston

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Table of Contents Table of Contents

• Applicant Tracking System (ATS)

• Onboarding

• Workforce Optimization

• Performance Management

• Training & Development

• Compensation and Reward

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Employee Lifecycle

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Applicant Tracking System Applicant Tracking System

(ATS)

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Design a process

G&A Partners Hiring Process

ManagerHuman Resources

Identify staffing need

Define and write job description

Send job recquisition forms

to HR

Regular Hire?

Temp Agency

Hiring Process Job posted

internally

Examine existing resumes on file and submittals Suitable

candidates found?

Recruitment process Gather and review

resumes Resume

qualified?

Conduct phone interview

Passed phone interview?

Conduct SOSII assessment test

Passed SOSII? Conduct

preliminary face to face interview

Rejection letter sent and resume filed. Follow FCRA

requirements.

Passed on to manager?

Conduct main interview

Candidate best choice?

Select candidate and check references and

background

Determine pay range and make

offer

Results OK? Candidate

accepts?

Hire candidate No

Yes

No Yes

Rejection letter sent and resume

filed No Yes

No

Yes

No

Yes Yes

No

Yes Yes

Yes No

Applicant Tracking System

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Customized Process

• Hosted seamless integration online

• Candidate application or resume profile

• Advanced job search capabilities

• EEO and OFCCP data collection

• Internal portal for employee transfer requests

• Advanced resume search

Applicant Tracking System

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Automate administrative process

• Multiple levels of requisition approval online

• Multiple positions per requisition

• Auto tracking of approval status

• Auto communications with candidates and applicants

• Auto scheduling of interviews

• Online pre-employment screening and assessment

• Templates to store frequently used jobs and requisitions

Applicant Tracking System

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Track & Report for Performance

• Supports EEO and OFCCP compliance

• Tracks recruiter performance, cost per hire and time to hire

• Determine ROI on different advertising media

• Develop custom reports with ad-hoc database access

Streamline Hiring Process

• Online interface with other solutions such as assessment, testing, vendor management and background checking

• Integrates with your HRIS/HRMS/ERP

Applicant Tracking System

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Why your organization needs it:

• Reduce time-to-hire by 66 percent or more, and cost-per-hire by 40 percent or more!

• Build applicant bank and historical candidate data

• Requires very little training and can be quickly implemented

• Improve the effectiveness of recruiting and screening

Applicant Tracking System

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Onboarding

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Promote (EEE) –

Early Employee Engagement:

• Personalize part of the onboarding experience and assign mentors and implement the “buddy system”

• Automate the paper process, complete necessary forms electronically, have all employee materials ready, (i.e. employee handbook). Utilize the ATS

• The first 60-90 days of an the employee’s

lifecycle determines the length of tenure with the company

• New hire orientation reflects and supports the company's culture, mission and vision

Onboarding

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Accelerate time to productivity:

• Understand the employee’s expectations about their new position

• Management should clearly communicate the departmental and corporate goals

• Explain how important the employee contributions are to the overall success of the company

• Uncover his or her desired management style for the most effective communication

• Provide the required tools, resources and developmental road map

Onboarding

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Talent intelligence gathering:

• A successful onboarding promotes continuous recruiting: ask new hires to refer qualified

individuals who would make good candidates

• Take the opportunity to ask new hires about the best practices of their last firm

• Use the new employee’s feedback to gain a new and fresh perspective on the business landscape

• Get insight about how other organizations may onboard new hires differently in order to develop a continuous improvement practice

Onboarding

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Why your company needs this:

• Onboarding solutions help companies accelerate time to productivity as well as improve the

company brand.

• Smooth onboarding makes employees feel more engaged and connected to the organization.

• A positive experience after joining the organization makes a new employee a “fan of the firm.”

• A formal onboarding process promotes positive socialization and quicker adoption of the firm’s culture, mission and vision.

• Best-in-class companies using a formal

onboarding process experienced an increase of 20 percent in retention and productivity.

Onboarding

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Workforce Optimization

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Employee Talent and Skills Inventory:

• Create an intelligent, searchable database of key skills for each employee and their position

• Capture information about the employee’s

experience and assess the match with current position.

• Determine your employees’ preferences such as job, location, travel and other career-related

preferences

• Build project teams based on skills, experiences and preferences

Workforce Optimization

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Individual Career Mapping:

• Allow employees to enter preferences and develop one or more personal career

progression plans

• Work closely with employees to track their career progress

• Develop a comprehensive plan for achieving workforce transition goals with “what-if”

scenarios, cost analysis and voluntary or involuntary event classification

Workforce Optimization

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Succession Planning

• Develop career profiles and plans for key positions

• Identify, groom and develop high potential employees as successors for key positions

• Quickly identify individual developmental needs

• Develop a comprehensive plan for achieving workforce transition goals with “what-if”

scenarios, cost analysis and voluntary or involuntary event classification.

Workforce Optimization

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Technology & Process

• Streamline your HR business processes to reduce operational costs and increase efficiencies

• Automate common administrative tasks and leverage industry best practices

• Utilize a Time and Attendance Software, where applicable

• Align your workforce with corporate goals and objectives

• Deploy employee and manager self-service to

increase efficiencies, reduce costs and a create a paperless environment

Workforce Optimization

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Why your organization needs it:

• Increase productivity

• Improve employee experience and morale

• Build talent pipeline and effective work teams for future growth

• Improve agility, customer service and innovation

• Consolidate cross-company systems and processes

Workforce Optimization

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Performance Management

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Performance Management System:

• Align organizational goals with staff goals

• Design a continuous feedback system between employees and managers to help further

employee development

• Complete employee performance appraisals in a timely and secure manner while ensuring uniform compliance

• Automate and fully document the appraisal process

• Identify, address and track development needs in a timely manner

• Establish HR and management control over the process with tracking, oversight and reporting

Performance Management

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The Administrative Process:

• Automate and fully document the appraisal process

• Identify, address and track developmental needs in a timely manner

• HR and management should have control over the process with tracking, oversight and reporting

• Integrates with your HRIS/HRMS/ERP

• Provide reminders of review and assessment due dates, actions and follow-ups.

Performance Management

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Managing the Goals and Expectations

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• Set effective ground rules

• Effectively manage the tracking and follow up

• Summarize discussion, emphasize the positive and review overall expectations

• Build on strengths, not weaknesses

• Ensure that an employee understands the goals, expectations and targeted standards

• Shoot straight, be direct and honest

• Performance management is ongoing. Don't consider this a one-time experiment

Performance Management

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Why your organization needs this:

• Save time, standardize a process and increase productivity

• Establish a centralized, secure administration and performance history archive

• Ensure appraisals are objective and fair, make compensation related decisions more accurate

• Create a powerful tool for company management

• Align performance factors and goals with the company strategy.

• Minimize the risks of discrimination, equal pay, and wrongful discharge claims.

Performance Management

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Training & Development

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Create a Strategic Learning Organization:

• Allow employees to create personalized learning plans with automatic reminders and monitoring

• Effectively budget training by matching the right courses to the right employees

• Create training paths for employees

• Ensure that appropriate learning programs are in place and that courses are completed as required

• Identify individual skills deficiencies and provide easy access for improvement

Training & Development

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Training Resources Management:

• Incorporate online and offline courses and

materials from your choice of content providers

• Organize courses by topic and create curriculums for different areas

• Manage training resources such as training rooms, instructors, equipment and documents/materials

• Interface where possible with other Talent

Management Applications and HRIS/HRMS/ERP

• Implement a Blended Learning Solution (instructor led and online, etc.)

Training & Development

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Reduce Administrative Overhead:

• Enable employees to take training courses from office and/or home

• Provide online testing and training verification

• Generate rich reports to ensure continuous organizational and process improvement

• Track all activities automatically and provide extensive online training and help

• Create and manage a detailed online catalog of training courses easily

Training & Development

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Why your organization needs this:

• Aligns learning with corporate objectives.

• Prepares employees for strategic changes in the organization

• Serves as a "benchmark" in measuring performance improvement efforts

• Increases job satisfaction and morale among employees

• Increases efficiencies in processes, resulting in

financial gain, customer satisfaction and increased productivity

• Increases innovation in strategies and products necessary to maintain competitive edge.

Training & Development

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Compensation & Reward

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Compensation planning (issues to consider)

• Understand that compensation goes beyond straight salary. It also includes benefits, perks, stock options and other elements.

• Realize that compensation planning solutions must align rewards with performance

• Measure compensation levels against other employees in the company and against other employees in related industries

• Ensure your plan complies with government

regulations regarding discrimination, contractor versus employee determinations and union or other contractual obligations

Compensation & Reward

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Winning Compensation Models:

• Centralize and automate your processes

• Standardize your pay practices throughout your business

• Provide guidance and training to management staff

• Always meet compliance requirements

• Incorporate market data when formulating compensation plans

• Consult budgets to determine appropriate allocation of salary dollars

Compensation & Reward

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Analytics and Tracking:

• Keep compensation history for all positions

• Generate compensation reports to measure against budgets and industry standards

• Create your own customized workforce study to measure enterprise-wide impact of your

compensation programs and policies

Compensation & Reward

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Workforce Rewards:

• Identify the design parameters for the reward components prior to employee onboarding

• Conform rewards to the overall organization's compensation strategy to ensure continuity

• Provide a competitive benefits package, such as retirement plans, insurance, healthcare, etc.

• Develop financial incentives and performance pay metrics

• Establish non-monetary recognition and praise for key contributions in and outside the office

Compensation & Reward

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Why your organization needs this:

• Attract the best available talent

• Retain key employees and build stability in your workforce while reducing turnover expense

• Ensure that the employee delivers a positive experience to your clients and the community

• Create a competitive advantage by building

intellectual capital and a powerful knowledge base

• Become the employer of choice in you market space

Compensation & Reward

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Employee Lifecycle

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HR Assessment HR Assessment

• Open to all attendees of this webinar

• Contact Hillary Wallis

– [email protected]

– 713.235.8276

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