All-4-HR & Business Solutions, LLC

The Benefits of

Virtual Human Resource Managers

for Small- Medium- Size Enterprises

HR Management Services

Legal Compliance
Employee Relations Labor Relations Compliance Employee Retention Talent Management Execution of HR Key Metrics Best Practices Implementation and Execution Effective HR Policies and Procedures Aligning HR Strategies w/Finance, Marketing strategies

Human Capital Management

Human capital management is a competitive differentiator. Utilization of time-to-hire, cost-of-hire, and quality-of-hire are key recruiting metrics. Costs must be measured throughout the process and optimized with the right technology at the right location.

Benefits of effective recruiting

Minimizes hard costs Minimizes missed opportunity costs of not having a position filled Improves productivity and longevity Drives organizational improvements, productivity, and results

Recruiting process overview

Candidates

Need definition Candidate generation Response management

Clients Vendors

Screen & select

Hire

Recruiter (Team)

Recruiting process bottlenecks

Recruiting process are conceptualized to organizational needs

input

output

High volume Hard to search Cumbersome online forms

Candidate generation

Many formats

Manage Responses

Screen & Select

Non-resumes

Hard to exchange

Stigmas of Small Business HR

Small businesses .We have Our Own Policies NO need for HR Managers/Departments. NO need for Employee Handbooks NO need to adhere to recruiting process NO need for job descriptions NO need for employee training/development HR Audits do not happen small businesses What is ROI?

Stigmas about HR Tools/Metrics

[CONTINUED]

The ROI models are theoretical. Models are too complex and take too long to complete. Models do not use real client data. Models fail to address the critical business issues of executives in client organizations.

Key metrics to monitor and track

[Time-to-hire]
[The total time required for hiring.]

[Quality-of-hire]
[How satisfied an organization is with a hire.]

[Number of vacancies outstanding]

[The total number of job vacancies the company has.]

[Cost-per-hire]
[The total cost associated with a given position and hire.]

Key metrics to monitor and track

[CONTINUED]

[Longevity-of-hires]
[How long new hires stay with the company.]

[Recruit source effectiveness]

[The effectiveness of each source the company uses to generate candidates.]

[Time-to-productivity]
[The time it takes for a new hire to become productive in their new role.]

2012 Best Practices

Legal Issues Related to Workplace Wellness Programs

Classifying Employees

Identify Theft
Social Media Environmental Responsibility

2012 Best practices for recruiting process

[Issue]
[Cumbersome online forms]

[Best practices to improve recruiting process ROI]

[Implement electronic rsum processing to speed online applications through process.] [Standardize rsum data extraction to optimize effective data integration, exchange, and search applications.] [Do not allow upload of rsumthis has to occur in order for data extraction technology to be optimized.]

[Large rsum volumes]

[Implement electronic rsum processing to speed online applications through process.] [Utilize common data formats and database schemas to optimize data usage and value.] [Utilize technologies to process rsums effectively and efficiently through internal resources.]

[Many formats]

[Utilize technologies that accept and process multiple rsum formats and languages.]

Best practices for recruiting process

[Issue]
[Understanding the process]

[Best practices to improve recruiting process ROI]

[Interview people involved in the recruiting process to understand the entire recruiting process.] [Offer models that can be modified to gain a clear picture.] [Offer solutions that optimize the process and, hence, ROI.]

[Numbers not believable]

[Develop before-and-after studies with customers as part of the justification process.] [Use study results as part of an aggregate data offering.]

[Tools to help executives sell]

[Use executive contact to understand key business issues.] [Create and offer logical ROI models that allow clients to enter their own data and determine the resulting impacts.] [Provide models in word-processed or spreadsheet formats.]

Best practices for Employee Engagement

[Issue]
[Assuring Employees are Appreciated]

[Best practices to improve employee engagement ROI]

[Employee Recognition: Recognizing employees with Above and Beyond Awards.]

[Creating a prideful workplace]

[The Golden Rule: Creating a workplace that employees are proud to be a part of. Treating others the way you would like to be treated.] [Creating and maintaining communities of employees that work together.]

[Engaging Employees]

All-4-HR & Business Solutions, LLC

April D. Halliburton

Your Virtual HR Manager BA, Business Mgmt MBA, Strategic Mgmt/ Human Resource Mgmt Doctoral Candidate, Organizational Mgmt/HRM
10+ Labor/Employment Law 20+ Legal Experience/Executive Administrator

Small medium- size Enterprise Building Strategic HR

Strategic HR for Small- Medium- Size Enterprises

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EMAIL: APRILH@ALL4HRBIZ.BIZ TELE: (313) 523-8090