HR Business Plan

Listerhills HR Plan 2014

23rd October 2013Author: David Richards

[email protected]

Do things better or do things differently

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


In shape for growth?


Strategy vs Tasks

Strategy Framework


Building a Great Team

Mastery

AchievementAutonomy

Purpose

AppreciationIntimacy

Engaged Minds Engaged Hearts



Mastery

AchievementAutonomy

Purpose




Mastery


Training and Development

Structured program

Continuous measurement

Technical and behaviourial mentoring

Recognised achievement

Mastery



Highest and Best

Role Evaluation

Identifying employee sweet spots

Task Evaluation

Develop coaching

Mastery



Skills

Standardised assessment process

Performance management evaluations

Development plan

Cross training

Mastery


Intimacy


Understanding Motivation

One-to-ones

Employee survey

Site Manager as coach

Intimacy



Nurture Relationships

Communication strategy

Buddy program

Mentoring

Cross site workshops

Intimacy



Team Spirit

Team building workshops

Awareness of individual behaviour

Encourage recognition and celebration

Sense of one

Companyjjj

Intimacy


Purpose


Onboarding

Layered onboarding program

Meet and greet

Evaluation process

Ensure completion

Purpose



Demonstrate Leadership

HR governance

Business vision

Link goals and objectives

Purpose



Cultural Commitment

Focus Group redefined

Culture conversations

Promote feedback

Recognition – Cultural Champions

Purpose



Mastery

AchievementAutonomy

Purpose




Measurement

Measuring Success

• 3 Up Charts

– Absence – Retention– Time to fill– Headcount growth– Employee survey– Six Sigma cost savings– HR cost savings

• Direct feedback

22Do things better or do things differently

HR Function

Personal Leverage

• HR leadership

• Customer interaction

• Industry networking

• Knowledge development

• Corporate integration


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


Summary

In shape for growth


Objectives: Training and Development

Group Objective Target completion

Actions Status


Consult with a minimum of 3 peer or educational organisations in order to define best practice training program management.

Identify list of potential organisationsInterview relevent stakeholdersRecord content of conversationIdentify best practice


Design pilot program. Define internal program frameworkDesign modulesEngage internal program suppliersIdentify recruitment mechanismEstablish external links; i.e. education support/qualification


Finalise program Review pilot program and enhance/completePrep support tools and materialsDevelop roll-out program


Objectives: Highest and Best


Actions Status

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 mechanismImplement a coaching calendar for more formal sessionImplement a coaching structure to help all levels acknowledge learning


Objectives: Skills


Actions Status

Skills Formulate skills matrices for all sites Develop repeatable skills matrix Develop cross training programLink to job descriptions

Skills Train all employees on ATS Performance Management process. Provide additional support to line managers.

One to one meeting with Erika AndersonDevelop and execute training programMeasure effectiveness

Skills Ensure all employees have individual development plan in place

Line manager follow up to coach and support


Objectives: Understanding Motivation


Actions Status

Motivation Enhance communication flow through establishment of employee feedback program

Run one to one sessionsDevelop surveyDevelop feedback loop and action planning

Motivation Enroll in Best Companies Program Trigger point at 50 employeesResearch program requirements


Objectives: Nurture Relationships


Actions Status


Define a communication strategy to ensure employees feel connected at site, regional and corporate level.

Develop core communication timetable and eventsDefine trigger events


Create cross site peer to peer relationships in order to develop knowledge share, problem solving, etc.

Identify buddy opportunities and seek site manager support


Develop and standardise site manager mentor program to facilitate development of site managers

Leverage US organisational supportEstablish review and feedback program


Objectives: Team Spirit


Actions Status

Team Spirit Ensure employees understand their role and influence within the team dynamic to develop a high performance culture

Design workshopDevelop and execute roll out plan

Team Spirit Ensure all employees feel valued by the organisation through encouragement of positive ritual and celebration

Define policyIdentify triggersCoaching line managers


Objectives: Onboarding


Actions Status

Onboarding Develop Onboarding program Develop layered onboarding programDevelop onboarding packsImplement probationary review processImplement ATS passport programTrain line managers

Onboarding Develop TUPE Transition support program for sales and start up

Draft pack contentSeek contribution from internal stakeholdersEngage creative resource to develop concept pack


Objectives: Demonstrate Leadership


Actions Status

Leadership Review, amend and reissue Company Handbook and policy docs and forms to ensure completeness, quality and documentation control

Review handbook and policy and practiceResearch best practiceGenerate revised handbookIssue to standard document libraryTrain 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 programSet project timelinesMonitor compliance

Leadership Create goal roll down timetable linked to performance management process

Define timeline datumMonitor compliance


Objectives: Cultural Commitment


Actions Status

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 templateDesign and run cultural commitment workshopProvide continuous program support

Cultural Commitment

Relaunch recognition program Define UK gift portfolioRun re-launch presentationPrep employee/customer handout

Cultural Commitment

Launch Cultural Champion program in monthly and yearly format

Define processDesign programCommunication program to employees
