maximizing human resource leadership at your bank
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MAXIMIZING HUMAN RESOURCE LEADERSHIP AT YOUR BANK
Terry Ann Saber Principal
Saber Advisory Group LLC Dassel, Minnesota
terry.saber75@gmail.com 612-202-6313
August 5 & 6, 2019
Saber Advisory Group, LLC for the Graduate School of Banking 2019
Maximizing HR Leadership at Your
Bank
Human Resource Management ElectiveAugust 5-6, 2019
Saber Advisory Group, LLC for the Graduate School of Banking 2019
1. Assess HR Leadership role
2. Identify critical HR accountabilities
3. Assess “New World Order” HR tools/strategies
4. Manager Expectations of HR:
– Performance Management
– Recruiting and Hiring
– Learning and Development
– Total Rewards
5. Checks/balances & metrics
2
5 Course Objectives
Saber Advisory Group, LLC for the Graduate School of Banking 2019
Why are you in this Elective?
What’s important?
3
Establishing Priorities
Saber Advisory Group, LLC for the Graduate School of Banking 2019
• TBD . . . Class Priorities
• HR Structure: “Up to snuff?”
• 12 HR Functions
• HR Toolkit
• HR Inventory
4
Agenda
Saber Advisory Group, LLC for the Graduate School of Banking 2019
• “Up to snuff?”
• Do you have the role defined properly?
• Contributing to bottom-line performance? How?
• Who’s leading the charge?
5
HR Leadership
Saber Advisory Group, LLC for the Graduate School of Banking 2019
. . . of coaching and development?
. . . of excellent “sales” skills?
. . . of open, transparent communication?
. . . of desired constructive culture
. . . of core values?
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HR Leadership: A Role Model?
Saber Advisory Group, LLC for the Graduate School of Banking 2019
• . . . of a staff support role w/ tools in place to support managers to effectively coach and manage?
• . . . of seasoned business leadership with specialized HR expertise?
What shape is the role in?
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HR Leadership: A Role Model?
Saber Advisory Group, LLC for the Graduate School of Banking 2019
• All may or may not apply
• Importance / weighting may differ by bank . . .
• . . . by culture
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11 Critical HR Functions
Saber Advisory Group, LLC for the Graduate School of Banking 2019
1. Recruiting/Talent Acquisition
2. Employee Engagement
3. Learning & Development
4. Organizational Development/Culture
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11 Critical HR Functions
Saber Advisory Group, LLC for the Graduate School of Banking 2019
DEFINITION:
The practice of changing organizations for positive growth
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Organizational Development
Saber Advisory Group, LLC for the Graduate School of Banking 2019
5. Total Rewards– Compensation– Benefits– Perks
6. Performance Management
7. Talent Management and Succession
8. HR Operations
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11 Critical HR Functions
Saber Advisory Group, LLC for the Graduate School of Banking 2019
9. Human Resource Information Systems (HRIS)/Data Analytics)
10. AA/Diversity/Inclusion
11. Compliance/Risk Management
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11 Critical HR Functions
Saber Advisory Group, LLC for the Graduate School of Banking 2019
1. HR Leadership with a “seat at the table”
2. Competitive compensation structure(s) and plans: Foundational!
3. Updated meaningful job descriptions with “new world content”!
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“New World Order” HR Toolkit
Saber Advisory Group, LLC for the Graduate School of Banking 2019
4. Recruitment strategies that mirror a social media-connected world
5. Bottom line measurement with quarterlyreporting, at a minimum
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“New World Order” HR Toolkit
Saber Advisory Group, LLC for the Graduate School of Banking 2019
6. Market competitive total compensation that alignswith the bank’s peer performance
7. Talent Management Leadership/tools– Accelerate the “A” team– Retain and motivate the “B” team– Coach up or coach out the “C”
team
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“New World Order” HR Toolkit
Saber Advisory Group, LLC for the Graduate School of Banking 2019
1. Recruiting/Talent Acquisition
2. Performance Management
3. Talent Management/Succession
4. Total Rewards – Comp and Benefits
5. Compliance and Risk Management
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Foundational “Big 5”!
Saber Advisory Group, LLC for the Graduate School of Banking 2019
Shared Responsibility• To find qualified candidates for the job that are “fits” for
the bank
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Recruiting/Talent Acquisition
Saber Advisory Group, LLC for the Graduate School of Banking 2019
Shared Responsibility• To attract and select the most qualified
and best fit for the job
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Recruiting/Talent Acquisition
Saber Advisory Group, LLC for the Graduate School of Banking 2019
1. Updated Job Descriptions(s)
2. Performance Standards
– Transactions per hour
– Net new accounts opened per month
– Loan portfolio size / number of clients
– Deposit portfolio size / number of relationships
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Recruiting/Talent Acquisition: 9 Basics
Saber Advisory Group, LLC for the Graduate School of Banking 2019
3. Talent Acquisition Pipeline
4. Job Posting Process/Policy
5. Standardized Recruiting/Sources
6. Employee Referral Process
7. Skilled Behavioral Interviewing
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Recruiting/Talent Acquisition: 9 Basics
Saber Advisory Group, LLC for the Graduate School of Banking 2019
8. Centralized Job Offer Process with Background Checks
9. Ongoing Onboarding
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Recruiting/Talent Acquisition: 9 Basics
Saber Advisory Group, LLC for the Graduate School of Banking 2019
• Time to hire
• Cost to hire
• Turnover within the first 180 days
• Turnover within the first 18 months
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HR: Key Performance Criteria
Saber Advisory Group, LLC for the Graduate School of Banking 2019
ONBOARDING:Have a plan!
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Recruiting and Hiring
Saber Advisory Group, LLC for the Graduate School of Banking 2019
1. Recruiting/Talent Acquisition
2. Performance Management
3. Talent Management and Succession
4. Total Rewards – Comp and Benefits
24
Foundational “Big 4”!
Saber Advisory Group, LLC for the Graduate School of Banking 2019
• Performance Standards
• Current Job Descriptions
• Total Compensation
• Key Resources
25
Performance Management Toolkit
Saber Advisory Group, LLC for the Graduate School of Banking 2019 26
Performance Management Loop
3. SALARY GRADE / RANGES
4. EMPLOYEEGOALS
6. REWARDS
5. PERFORMANCECOACHING
1. JOBDESCRIPTION
2. JOBEVALUATION
KEYNon-Incumbent Specific
Incumbent Specific
Saber Advisory Group, LLC for the Graduate School of Banking 2019
1. Coaching is the key word!
2. Formal system / timetable
3. Self-appraisal
4. Objective & subjective criteria
5. Job description / goals
6. Closed-door session: Eyeball to eyeball!
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Performance Coaching: Ongoing!
Saber Advisory Group, LLC for the Graduate School of Banking 2019
• Recruiting/Talent Acquisition
• Performance Management
• Talent Management and Succession
• Total Rewards – Comp and Benefits
28
Foundational “Big 4”!
Saber Advisory Group, LLC for the Graduate School of Banking 2019
• 80 / 20 Rule: Highest Potential• Development plans• Product Training• Sales Leadership / Sales Training• Customer Service Training• Technology Training• Compliance Training• Knowledge of the Organization, Values
and Culture
29
L&D Priorities and Budget
Saber Advisory Group, LLC for the Graduate School of Banking 2019
• Tuition Reimbursement Policy
• Supervisory / Management Skills
• Leadership Skills
• Career Development
– Coaching
– Mentoring
– Talent Assessment
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L&D Priorities and Budget
Saber Advisory Group, LLC for the Graduate School of Banking 2019
1. Recruiting/Talent Acquisition
2. Performance Management
3. Talent Management and Succession
4. Total Rewards – Comp and Benefits
31
Foundational “Big 4”!
Saber Advisory Group, LLC for the Graduate School of Banking 2019
1. Base Salary
2. Incentive Compensation (variable)
3. Benefits (both hard / soft)
4. Perks
32
Total Compensation: 7 Components
Saber Advisory Group, LLC for the Graduate School of Banking 2019
5. Executive (deferred comp)
6. Equity Stake (real or phantom)
7. Non-financial
– Flex scheduling
– Virtual office/Working remotely
– Tools
33
Total Compensation: 7 Components
Saber Advisory Group, LLC for the Graduate School of Banking 2019
• Welfare Benefits vs. Retirement Benefits
• Annual Disclosure
• Salary / Benefits as % of Average Assets (UBPR)
• Average Personnel Expense per Employee
• Total Package: 35–40% of Base Salary
– 25%: Hard costs
– 10–15%: Soft costs
34
Benefits: Key Part of Comp Package
Saber Advisory Group, LLC for the Graduate School of Banking 2019
How well is this asset portfolio being managed?
35
The Balanced HR Scorecard
Saber Advisory Group, LLC for the Graduate School of Banking 2019 36
Strategic Plan Financial Measures of SuccessMeasure Actual
YE 2018Peer12/31/2018
Actual6/30/2019
Target 2019(Budget)
Target2019
Target2020
Comments
Personnel Expense(Sal/bnft Exp to AEA)
3.8% 3.1%
Assets per FTE 2,156 4,230
Core Revenue per FTE $109 $350
Compensation per FTE(sal/bnfts to FTE)
$46.0 $57.0
Delivery System CapacityCore Deposits per office
7.1MM 10.2MM
Turnover41% NA 44% Industry Standard
18%Efficiency Ratio 65% 59% 66% 63%
Balanced Scorecard Metrics-HR Related (Sample)
Saber Advisory Group, LLC for the Graduate School of Banking 2019 37
Balanced Scorecard Metrics-HR Related (Yours?)
Strategic Plan Financial Measures of SuccessMeasure Actual
YE 2018Peer12/31/2018
Actual3630/2019
Target 2019(Budget)
Target2019
Target2020
Comments
Personnel Expense(Sal/bnft Exp to AEA)
Assets per FTE
Core Revenue per FTE
Compensation per FTE(sal/bnfts to FTE)
Delivery System CapacityCore Deposits per office
Turnover Industry Standard 18%
Efficiency Ratio
Saber Advisory Group, LLC for the Graduate School of Banking 2019
• Theme:
• Theme:
• Theme:
• Theme:
Themes of HR Scorecard: STORY DEPICTED?
Saber Advisory Group, LLC for the Graduate School of Banking 2019
• Turnover Rates
• Exit Interviews / Stay Interviews
• Employee Opinion / Engagement Surveys
• Scorecard “Story”
39
Human Resource Checks & Balances
Saber Advisory Group, LLC for the Graduate School of Banking 2019
• Overall Compa-Ratio
• Out-of-Range Exceptions
• Succession Readiness
• Talent Assessment
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Human Resource Checks & Balances
Saber Advisory Group, LLC for the Graduate School of Banking 2019
• Human Resource Management School
• Strategic HR Forum
• SHRM Certifications (PHR, SPHR)
• CEBS: Certified Employee Benefit Specialist
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HR Resources & Certifications
Saber Advisory Group, LLC for the Graduate School of Banking 2019
Terry SaberSaber Advisory Group, LLC
terry.saber75@gmail.com612.202.6313
42
Questions?
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