website power point presentation

7/31/2019 Website Power Point Presentation

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All-4-HR & Business

Solutions, LLCThe Benefits of

Virtual Human Resource ManagersforSmall- Medium- Size Enterprises


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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


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Human Capital Management

Human capital management is acompetitive differentiator.

Utilization of time-to-hire, cost-of-hire, andquality-of-hire are key recruiting metrics.

Costs must be measured throughout theprocess and optimized with the right

technology at the right location.


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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


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Recruiting process overview

Candidates

VendorsClients

Recruiter (Team)

Candidate generation

Response management

Screen & select

Need definition

Hire


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1Candidategeneration

2ManageResponses

3Screen &Select

Cumbersomeonline forms

High volume

Manyformats

Non-resumes

input

Hardto search

Hardto exchange

output

Recruiting process bottlenecks

Recruiting process are conceptualized to organizational needs


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Stigmas of Small Business HR

Small businesses.We have Our Own Policies

NO need forHR Managers/Departments.

NO need forEmployee Handbooks

NO need toadhere to recruiting process

NO need forjob descriptions

NO need foremployee training/development HR Audits do nothappen small businesses

Whatis ROI?


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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 businessissues of executives in client organizations.


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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 vacanciesthe company has.]

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


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Key metrics to monitor and track

[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 becomeproductive in their new role.]

[CONTINUED]


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2012 Best Practices

Legal Issues Related to Workplace Wellness

Programs

Classifying Employees

Identify Theft

Social Media

Environmental Responsibility


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2012 Best practicesfor recruiting process

[Issue] [Best practices to improve recruiting process ROI]

[Cumbersomeonline forms]

[Implement electronic rsum processing to speedonline 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 orderfor data extraction technology to be optimized.]

[Large rsumvolumes]

[Implement electronic rsum processing to speed onlineapplications through process.]

[Utilize common data formats and database schemas tooptimize data usage and value.]

[Utilize technologies to process rsums effectively andefficiently through internal resources.]

[Many formats] [Utilize technologies that accept and process multiplersum formats and languages.]


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Best practicesfor recruiting process

[Issue] [Best practices to improve recruiting process ROI]

[Understandingthe process]

[Interview people involved in the recruiting process tounderstand 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 notbelievable]

[Develop before-and-after studies with customers as partof the justification process.]

[Use study results as part of an aggregate data offering.]

[Tools to helpexecutives

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 resultingimpacts.]

[Provide models in word-processed or spreadsheetformats.]


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Best practicesfor Employee Engagement

[Issue][Best practices to improve employee engagementROI]

[AssuringEmployees are

Appreciated]

[Employee Recognition: Recognizing employees withAbove and Beyond Awards.]

[Creating aprideful

workplace]

[The Golden Rule: Creating a workplace that employeesare proud to be a part of. Treating others the way youwould like to be treated.]

[EngagingEmployees]

[Creating and maintaining communities of employees thatwork together.]


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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

AdministratorSmallmedium- size

Enterprise Building StrategicHR


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Strategic HR for Small- Medium- Size Enterprises
mailto:[email protected]

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