Introduction to Human Resources for Small to Medium Sized Organizations

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Introduction to Human Resources for Small to
Medium Sized Organizations

• Human Resources Conference
• Philadelphia, PA - June 12, 2003
• Presented by
• Lisa Brown Morton, SPHR,
• Nonprofit HR Solutions, LLC

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Introduction to Human Resources

• Learning objectives
• Personnel Yesterday -- HR Today
• Hr the Four-legged Stool
• From Compliance to Culture Management

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Introduction to Human Resources

• What is Human Resources?

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Introduction to Human Resources

• Human Resources Management (HRM) is the design of
  formal systems in an organization that ensure the
  effective and efficient use of human talent to
  accomplish organizational goals.

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Introduction to Human Resources

• From Personnel to HR
• previously referred to as personnel management
• began as a specialized function around 1900
• 1940s-1950s unions and government contributed to
  growth of function
• 1960s-1970s social legislation increased the
  importance and visibility of HR
• 1980s-today increasingly important role to
  organizational success and effectiveness

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Introduction to Human Resources

• HR today serves three major roles
• Strategic
• Operational
• Administrative

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Introduction to Human Resources

• HR The Strategic
• represents global, long-term, forward-thinking
  focus
• includes culture management, change management,
  organizational restructuring and developing
  performance management systems linked to
  organizational outcomes
• requires partnership between senior management
  and the board and understanding of organizational
  mission

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Introduction to Human Resources

• HR The Operational
• involves day-to-day tasks that are focused on
  running the organization
• typically involves tasks such as recruiting for
  current openings, resolving employee complaints,
  and communicating with employees
• requires fundamental knowledge of HR concepts,
  principles and legislation

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Introduction to Human Resources

• HR The Administrative
• focuses on dealing with compliance issues and
  record keeping
• tasks might include filing reports required by
  state and federal law and maintaining employee
  records (files)
• requires basic knowledge of HR practices and
  regulations

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Introduction to Human Resources

• HR Today and in the Future
• greater emphasis on HR as a strategic partner
• development of a long-term, strategic perspective
• supports and sometimes leads organizational
  change
• incorporates technology and its impact on the
  workforce
• emphasizes diversity and work/life balance issues
• includes greater emphasis on measurement,
  quantification and impact on organizational
  effectiveness

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Introduction to Human Resources

• HR The Four-Legged Stool

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Introduction to Human Resources

• The Four-Legged Stool
• Key Elements of an Effective
• HR Program
• Acquiring Human Resources
• Compensating Human Resources
• Developing Human Resources
• Assessing Human Resources

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Introduction to Human Resources

• Acquiring Human Resources
• Key Questions
• Where do we want to be as an organization? Now?
  One year from now?
• Will our current staff get us there?
• How can we achieve cost-effective staffing?
• How will we recruit to meet our mission?

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Introduction to Human Resources

• Acquiring Human Resources
• the who matters as much as the what
• hire right connect individual passion with
  organizational mission
• remember that the interview is a learning
  opportunity for both the applicant and the
  organization

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Introduction to Human Resources

• Acquiring Human Resources
• Steps to Effective Recruitment
• know what you want before you start recruiting
  write a position description
• be consistent and legal in recruitment and hiring
  practices
• select for skills, abilities and passion
• check references thoroughly
• dont skimp on new hire orientation
• put all offers of employment in writing

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Introduction to Human Resources

• Compensating Human Resources
• Compensation involves a total rewards system, and
  includes
• salary and benefits
• flexibility and work conditions
• social interaction and stability
• work importance, variety and workload
• status and recognition
• autonomy/control/authority
• advancement/personal development

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Introduction to Human Resources

• Compensating Human Resources
• Steps to an Effective Compensation Program
• Get familiar with FLSA
• Align your pay policies with your culture
  (entitlement vs contribution-oriented)
• Balance external equity with internal equity
• Offset cash compensation with flexibility and
  work-life balance

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Introduction to Human Resources

• Compensating Human Resources
• Look at your pay system vis-à-vis your culture
  and budget. Consider
• time-based pay
• performance-based pay
• person (skills) based pay

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Introduction to Human Resources

• Compensating Human Resources
• Mandated benefits
• social security/Medicare
• unemployment insurance
• workers compensation
• COBRA
• Family and Medical Leave (FMLA)

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Introduction to Human Resources

• Compensating Human Resources
• Voluntary Benefits
• leave (annual, sick, personal, bereavement)
• retirement/deferred compensation plans
• health care benefits (medical, dental, vision)
• disability benefits (STD, LTD)
• flexible spending accounts (FSAs)
• others (life, long-term care, transportation,
  tuition reimbursement, group legal, etc.)

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Introduction to Human Resources

• Developing Human Resources
• Staff development includes
• training and development
• career development
• organizational development

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Introduction to Human Resources

• Developing Human Resources
• Why invest in the development of staff?
• To support organizational mission and strategy
• To increase productivity
• To enhance workforce and organization flexibility
• To lower or remove performance deficiencies
• To increase employee commitment and effectiveness

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Introduction to Human Resources

• Benefits of Developing Human Resources
• improved quality and quantity of productivity
• reduced learning time for employees to reach
  acceptable performance levels
• creation of more favorable attitudes, loyalty and
  cooperation
• enables organizations to respond to changing
  external conditions more quickly

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Introduction to Human Resources

• Assessing Human Resources
• Elements of Assessing Human Resources
• positive reinforcement/employee relations
• disciplinary action
• employee involvement
• feedback mechanisms (opinion/climate surveys)

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Introduction to Human Resources

• Assessing Human Resources
• Positive reinforcement/employee relations
• Positive organizational culture
• ?
• Positive employee relations
• ?
• Good morale
• ?
• Good performance

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Introduction to Human Resources

• Assessing Human Resources
• Disciplinary action
• Preventive Measures to Avoid Disciplinary Action
• set clear expectations
• have written policies, procedures and work rules
• establish a climate of open, honest communication
• maintain an open-door policy

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Introduction to Human Resources

• Assessing Human Resources
• Employee Involvement
• Benefits of Employee Involvement
• fosters consensus decision making
• fosters employee commitment to organizational
  goals and objectives
• produces better decisions
• improves quality of work life by meeting employee
  needs for involvement
• provides a constructive outlet for employee
  criticism

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Introduction to Human Resources

• Assessing Human Resources
• Feedback Mechanisms
• attitude/climate surveys
• open-door/person-to-person meetings
• department meetings
• employee participation committees

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Introduction to Human Resources

• HR From Compliance to
• Culture Management

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Introduction to Human Resources

• Effective Human Resources
• Tips for Moving From Compliance to Culture
  Management
• effective HR progressive culture management
• next to staff, organizational culture is one of
  your organizations most valuable assets
• make HR/culture management everyones
  responsibility
• reward behavior that supports the culture that
  you want to create

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Introduction to Human Resources

• Tips for Moving From Compliance to Culture
  Management
• know when to say good-bye to people and programs
  that dont support your organizations mission
  and values
• get compliant with local, state and federal law
  -- dont skirt the law in the name of limited
  resources, an informal work environment, or not
  having a dedicated HR person on staff
• know what you know and what you dont dont be
  afraid to get help from an experienced
  professional before you have a problem -- it will
  cost you less

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Introduction to Human Resources

• QA / Lessons Learned

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About Nonprofit HR Solutions, LLC

• Nonprofit HR Solutions, LLC has been providing
  clients with quality human resources services
  since 2000. Our senior partners collectively
  bring over 25 years of human resources experience
  to the nonprofit community.
• We work exclusively with the nonprofit sector and
  have a comprehensive understanding of the unique
  issues impacting mission-focused organizations
  including health and human services arts and
  culture, education, faith-based, advocacy,
  environmental and community-based organizations.
• We provide expert guidance and support in the
  areas of staffing and retention management,
  policy development, HR compliance, benefits
  compensation management, employee relations
  performance management, staff training
  development, team building staff retreat
  facilitation, and HR department outsourcing.
• Beginning in June of 2003, we are proud to
  announce the launching of Nonprofit Staffing
  Solutions. Through Nonprofit Staffing Solutions,
  we will provide temporary, contract and full-time
  professional placements to nonprofit
  organizations in the areas of program management
  and support, communications and marketing,
  operations, administration, education, and
  fundraising and development.
• Call us at [phone] or [phone] for
  more information.