HR Business Plan - Engagement orientated

1. Listerhills HR Plan 2014
23rd October 2013
Author: David Richards
david.richards@fgh-uk.com
Do things better or do things differently

2. Business Objectives
• Grow the business
– Our tangible and agreed budget targets
• Create solid platform for sustainable performance
– Develop infrastructure
– Build team
– Establish culture
• 2014 vision
– What we want to achieve
Do things better or do things differently

3. In shape for growth?
Do things better or do things differently

4. Strategy vs Tasks

5. Strategy Framework
Do things better or do things differently

6. Building a Great Team
Mastery
Autonomy
Achievement
Engaged Minds
Do things better or do things differently
Purpose
Intimacy
Appreciation
Engaged Hearts

7. Building a Great Team
Purpose
Mastery
Autonomy
Achievement
Engaged Minds
Do things better or do things differently
Intimacy
Appreciation
Engaged Hearts

8. Mastery

9. Building a Great Team
Training and Development
Mastery
Structured program
Continuous measurement
Technical and behaviourial mentoring
Recognised achievement
Do things better or do things differently

10. Building a Great Team
Highest and Best
Mastery
Role Evaluation
Identifying employee sweet spots
Task Evaluation
Develop coaching
Do things better or do things differently

11. Building a Great Team
Skills
Mastery
Standardised assessment process
Performance management evaluations
Development plan
Cross training
Do things better or do things differently

12. Intimacy

13. Building a Great Team
Understanding Motivation
Intimacy
One-to-ones
Employee survey
Site Manager as coach
Do things better or do things differently

14. Building a Great Team
Nurture Relationships
Intimacy
Communication strategy
Buddy program
Mentoring
Cross site workshops
Do things better or do things differently

15. Building a Great Team
Team Spirit
Intimacy
Team building workshops
Awareness of individual behaviour
Encourage recognition and celebration
Sense of one
Companyjjj
Do things better or do things differently

16. Purpose

17. Building a Great Team
Onboarding
Purpose
Layered onboarding program
Meet and greet
Evaluation process
Ensure completion
Do things better or do things differently

18. Building a Great Team
Demonstrate Leadership
Purpose
HR governance
Business vision
Link goals and objectives
Do things better or do things differently

19. Building a Great Team
Cultural Commitment
Purpose
Focus Group redefined
Culture conversations
Promote feedback
Recognition – Cultural Champions
Do things better or do things differently

20. Building a Great Team
Purpose
Mastery
Autonomy
Achievement
Engaged Minds
Do things better or do things differently
Intimacy
Appreciation
Engaged Hearts

21. Measurement

22. Measuring Success
• 3 Up Charts
– Absence
– Retention
– Time to fill
– Headcount growth
– Employee survey
– Six Sigma cost savings
– HR cost savings
• Direct feedback
Do things better or do things differently
22

23. HR Function

24. Personal Leverage
• HR leadership
• Customer interaction
• Industry networking
• Knowledge development
• Corporate integration
Do things better or do things differently
24

25. Function Development
• Lead vs Lag?
• Multi skilled HR personnel
– 2014 plan: 1 recruit (training and development focus)
• Establish business partnership
– Recruitment
– Training
– Benefits
– Safety
– IT Services
Do things better or do things differently
25

26. Summary

27. In shape for growth
Do things better or do things differently

28. Objectives: Training and Development
Group
Objective
Training and
Development
Consult with a minimum of 3 peer or
educational organisations in order to
define best practice training program
management.
Identify list of potential organisations
Interview relevent stakeholders
Record content of conversation
Identify best practice
Training and
Development
Design pilot program.
Define internal program framework
Design modules
Engage internal program suppliers
Identify recruitment mechanism
Establish external links; i.e. education
support/qualification
Training and
Development
Finalise program
Review pilot program and enhance/complete
Prep support tools and materials
Develop roll-out program
Do things better or do things differently
Target
completion
Actions
Status

29. Objectives: Highest and Best
Group
Objective
Highest and
Best
Interview Team Managers to identify
sweet spots and passion areas
Kim and David to meet with Team Manager group
and explain the purpose and sell the concept.
Kim and David to meet with Team Managers.
Write up findings and revisit the Team Managers.
Highest and
Best
Establish roles according to these
sweet spots
Identify key tasks and map to sweet spots.
Do this with at least one representative from
Team Managers.
Highest and
Best
Work with senior team (FP, DS, BW
and HB) to develop coaching style
Devise a training mechanism
Implement a coaching calendar for more formal
session
Implement a coaching structure to help all levels
acknowledge learning
Do things better or do things differently
Target
completion
Actions
Status

30. Objectives: Skills
Group
Objective
Skills
Formulate skills matrices for all sites
Develop repeatable skills matrix
Develop cross training program
Link to job descriptions
Skills
Train all employees on ATS Performance
Management process. Provide additional
support to line managers.
One to one meeting with Erika Anderson
Develop and execute training program
Measure effectiveness
Skills
Ensure all employees have individual
development plan in place
Line manager follow up to coach and support
Do things better or do things differently
Target
completion
Actions
Status

31. Objectives: Understanding Motivation
Group
Objective
Motivation
Enhance communication flow through
establishment of employee feedback
program
Run one to one sessions
Develop survey
Develop feedback loop and action planning
Motivation
Enroll in Best Companies Program
Trigger point at 50 employees
Research program requirements
Do things better or do things differently
Target
completion
Actions
Status

32. Objectives: Nurture Relationships
Group
Objective
Nurture
Relationships
Define a communication strategy to
ensure employees feel connected at site,
regional and corporate level.
Develop core communication timetable and events
Define trigger events
Nurture
Relationships
Create cross site peer to peer
relationships in order to develop
knowledge share, problem solving, etc.
Identify buddy opportunities and seek site
manager support
Nurture
Relationships
Develop and standardise site manager
mentor program to facilitate development
of site managers
Leverage US organisational support
Establish review and feedback program
Do things better or do things differently
Target
completion
Actions
Status

33. Objectives: Team Spirit
Group
Objective
Team Spirit
Ensure employees understand their role
and influence within the team dynamic to
develop a high performance culture
Design workshop
Develop and execute roll out plan
Team Spirit
Ensure all employees feel valued by the
organisation through encouragement of
positive ritual and celebration
Define policy
Identify triggers
Coaching line managers
Do things better or do things differently
Target
completion
Actions
Status

34. Objectives: Onboarding
Group
Objective
Onboarding
Develop Onboarding program
Develop layered onboarding program
Develop onboarding packs
Implement probationary review process
Implement ATS passport program
Train line managers
Onboarding
Develop TUPE Transition support
program for sales and start up
Draft pack content
Seek contribution from internal stakeholders
Engage creative resource to develop concept pack
Do things better or do things differently
Target
completion
Actions
Status

35. Objectives: Demonstrate Leadership
Group
Objective
Leadership
Review, amend and reissue Company
Handbook and policy docs and forms to
ensure completeness, quality and
documentation control
Review handbook and policy and practice
Research best practice
Generate revised handbook
Issue to standard document library
Train relevant employees in use of forms
Leadership
All site managers should have a
foundation knowledge of leadership skills
and techniques
Develop leadership training suite
Leadership
Facilitate CItraining to enable a minimum
2 projects
Generate training program
Set project timelines
Monitor compliance
Leadership
Create goal roll down timetable linked to
performance management process
Define timeline datum
Monitor compliance
Do things better or do things differently
Target
completion
Actions
Status

36. Objectives: Cultural Commitment
Group
Objective
Cultural
Commitment
Develop acceleration academy concept
Prepare executive document describing model,
objectives and execution strategy
Cultural
Commitment
Design a cultural commitment program
comprising of workshops and cultural
conversations to ensure continuous
improvement
Create one page culture conversation template
Design and run cultural commitment workshop
Provide continuous program support
Cultural
Commitment
Relaunch recognition program
Define UK gift portfolio
Run re-launch presentation
Prep employee/customer handout
Cultural
Commitment
Launch Cultural Champion program in
monthly and yearly format
Define process
Design program
Communication program to employees
Do things better or do things differently
Target
completion
Actions
Status