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Welcome to Managing Your Human Resources

What You Need to Know

M.Naseem Ullah (naseem.ullah@gmail.com)

AGENDA
• Your Human Resource Management Plan

Retention

Retention linked to Recruitment Compensation Training & Development

• Discussion
M.Naseem Ullah (naseem.ullah@gmail.com)

Your Human Resource Management Plan
Your organization’s human resource strategies, initiatives and activities should all be included in your Human Resource Management Plan. It is this plan that will help you focus and prioritize your HR activities.

M.Naseem Ullah (naseem.ullah@gmail.com)

Your Human Resource Management Plan
 Is unique to the specific needs of your organization  Is directly aligned with your strategy / mission, and reflects your organization’s values  Is focused on your key priorities  Builds on and connects each initiative  Is consistent with available resources  Is multi-year
M.Naseem Ullah (naseem.ullah@gmail.com)

ORGANIZATION STRATEGIC PLAN
Your HR Plan must build on your values and support your strategic plan

ORGANIZATION VALUES
M.Naseem Ullah (naseem.ullah@gmail.com)

Human Resource Management Plan

The Holistic Approach:
Each component of your HR plan must fit with all other components, employees, the organization and the community, in order to be effective.

Your priorities will be M.Naseem Ullah unique to YOUR organization (naseem.ullah@gmail.com)

Fitting the Components Together

Retention

M.Naseem Ullah (naseem.ullah@gmail.com)

Recruitment & Retention
Retention Starts With Recruitment  Does the job description accurately reflect job expectations? Are these reasonable?  Is total compensation consistent with market? With the position expectations? Are there opportunities for development, training & career advancement?  Will the employee be supported in the role? Offered mentoring? Are organization values reflected in the recruitment process? (i.e. Merit principle, Internal promotion, etc.)
M.Naseem Ullah (naseem.ullah@gmail.com)

Recruitment & Retention
 Is your process getting the results you want? Does it attract desirable candidates?  Are you retaining new hires? The secret to a successful recruitment is knowing exactly what the position’s key success factors are… And planning & designing the interview process accordingly. M.Naseem Ullah No Surprises! (naseem.ullah@gmail.com)

Key Success Factors
• Education and Experience • Specific skills or training • Behavioural competencies • Job fit
M.Naseem Ullah (naseem.ullah@gmail.com)

Key Success Factors
Education and Experience The extent to which the candidate’s education and experience are related to the position requirements

The education and experience should be relevant to the level of the job
M.Naseem Ullah (naseem.ullah@gmail.com)

Key Success Factors
Specific skills or training The skills or training needed to carry out the job responsibilities successfully Examples Welder’s certificate Presentation skills MS Office training
M.Naseem Ullah (naseem.ullah@gmail.com)

Key Success Factors
Behavioural competencies are those critical to success in the role
Examples • Leadership • Judgement • People • Flexibility Management • Interpersonal Skills • Initiative • Creativity • Commitment • Problem Solving • Teamwork M.Naseem Ullah
(naseem.ullah@gmail.com)

Key Success Factors
Job fit is the extent to which the work and environment is satisfying to the candidate
• Is it busy or quiet? Frequent interruptions? Require overtime? Travel? Shift work? A car? Is it outdoors?

A common pitfall is assuming that the candidate has the same understanding about the job as you do…
M.Naseem Ullah (naseem.ullah@gmail.com)

Understanding these Key Success Factors will help you…
• Connect the success factors to the entire interview process

• Develop interview questions that will obtain the information you need
• Make an informed assessment
M.Naseem Ullah (naseem.ullah@gmail.com)

White Wolf First Nation
White Wolf First Nation is a progressive and well-managed First Nation community.

JOB PROFILE
POSITION TITLE: Financial Controller REPORTS TO: Chief & Council

POSITION OVERVIEW:
The Financial Controller is responsible for all bookkeeping and accounting duties for the First Nation, and all associated entities. The Financial Controller manages the Finance department and supervises 8 finance employees. This is an important leadership role in the community and the Financial Controller must work as part of the senior management team.

RESPONSIBILITIES:
Either directly, or through the finance department employees, the Financial Controller:
·

· · · · ·

Prepares all financial reports, including financial statements, management reports and all reporting required as a result of funding agency contractual obligations for the community and the associated entities under the authority of the First Nation; Coordinates and develops the annual operating budget; Maintains accurate financial records, consistent with all legal and accounting standards; Makes recommendations on improvements to accounting systems and processes, and once approved, implements these recommendations; Motivates, leads and develops the department’s employees; Acts as a leader in the community, demonstratingUllah M.Naseem the highest level of personal and professional integrity. (naseem.ullah@gmail.com)

Behaviour Based Interview Questions
This type of questioning technique is designed to:
• Obtain past behavioural information that can be used to accurately predict future behaviour • Focus on the bona fide job requirements

• Eliminate hypothetical questions which generate hypothetical answers
M.Naseem Ullah (naseem.ullah@gmail.com)

Behaviour Based Interview Questions
Sample question starters… • Tell us about a time that you…. What was the situation, your role and the result… • Give us an example of a time when you… • Describe a situation where you… • Tell us about your role in a situation that required you to… • Using a specific example, tell us how you..
M.Naseem Ullah (naseem.ullah@gmail.com)

The Interview
The exchange of sufficient information so that each party can make an informed decision

M.Naseem Ullah (naseem.ullah@gmail.com)

Building Rapport
Attending a job interview is listed as one of the top stresses in life.

It is the job of the interviewer to establish rapport & create a relaxed environment that will support the open & candid exchange M.Naseem Ullah of (naseem.ullah@gmail.com) information

White Wolf First Nation
White Wolf First Nation is a progressive and well-managed First Nation community. ACTIVITY 2 – SELECTING BEHAVIOUR BASED INTERVIEW QUESTIONS SELECT THE BEHAVIOUR BASED INTERVIEW QUESTIONS THAT WILL BE USED IN THE JOB INTERVIEW FOR THE POSITION OF FINANCIAL CONTROLLER:

Key Success Factors
Behavioural Competencies: Leadership- The extent to which the individual inspires people to achieve challenging goals by earning trust, fostering collaboration and articulating a vision of the future. 1. 2. 3. 4. 5.

Interview Questions

What is your strongest leadership skill and how will it assist you for this job? Provide us with an example of your leadership ability. What have you done to develop your leadership skills? What is the difference between a leader and a manager? Discuss the different styles of leadership you use in accomplishing your management role. 6. What motivational techniques do you use with your work unit? 7. What can a supervisor do to enhance an employee’s job and the employee’s motivation?

Teamwork: The extent to which the individual creates an environment that fosters collaboration while making a positive contribution and sharing credit freely with the team.

1. Tell us about an unsuccessful team of which you were a member. What was your role, and what, if anything, could you have done differently? 2. Tell us about a successful team of which you were a member. What was the most outstanding characteristic of that team? What did you contribute? 3. What qualities do you have that make you an effective team player? 4. Do you work better by yourself or as part of a team? Give us an example of each. 5. Using an example, tell us what factors you have considered in assembling a project team. 6. Give us examples where you introduced ideas or processes that have made a team become more productive? 7. What actions can a supervisor take to establish teamwork in the organization?

Accountability: The extent to which an individual accepts responsibility, follows through on commitments and can be relied on.

M.Naseem Ullah (naseem.ullah@gmail.com)

1. Tell us about a time when despite careful planning, things got out of hand or did not work out. What was your role, and what did you do? 2. Tell us about an occasion when you chose, for whatever reason, not to finish a particular task. 3. Tell us about a time your supervisor was absent and you had to make a tough decision in his or her place. 4. What steps have you taken to enable you to become more effective as a member of a team? 5. What have you done to become more effective in your career? 6. Give us some examples demonstrating how you reacted to short deadlines or pressure situations. 7. Tell us about a time when your performance did not live up to your expectations and what you did about it.

Compensation: Pay & Benefits
Effective total compensation practices are critical to your retention strategies:

 Is salary consistent with job expectations?  Is the process for salary increases well understood & communicated?  Are bonuses or incentives appropriate for the role?  Are benefits offered? Are they traditional or non-traditional?
M.Naseem Ullah (naseem.ullah@gmail.com)

Compensation: Pay & Benefits
 Traditional benefits include life insurance, AD&D, medical, dental, vision, retirement, vacation, sick time, etc. These are part of total compensation and typically have a monetary value.

M.Naseem Ullah (naseem.ullah@gmail.com)

Compensation: Pay & Benefits
 Are non-traditional benefits appropriate as part of total compensation? Computer purchase plans, flex time, smoking cessation plans, personal time off, sabbatical, casual dress, ‘Get out of Work Free coupons”, gym memberships, free coffee/drinks, etc.
M.Naseem Ullah (naseem.ullah@gmail.com)

Compensation: Pay & Benefits
Other motivators:

Control over own Work Schedule (Work/ Life Balance) Exposure to DecisionMakers Increased Responsibility On-site Day Care
M.Naseem Ullah (naseem.ullah@gmail.com)

Training & Development
 In today’s world, if training and development opportunities are not made available to your employees, you will lose them. Access to training and development has become a fundamental expectation of today’s workforce.
M.Naseem Ullah (naseem.ullah@gmail.com)

Training & Development
 Learning agility, the ability to rapidly learn and acquire new skills, then effectively apply those skills in different settings, is the hottest commodity your employee can offer you.
The Aboriginal community has a significant advantage in this area, given the relative youth of its growing workforce. M.Naseem Ullah
(naseem.ullah@gmail.com)

Training & Development
 Train for the current role while developing for the next.  Use structured mentorship programs to ensure skill transfer occurs.  Develop, develop, develop.
M.Naseem Ullah (naseem.ullah@gmail.com)