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Welcome toManaging Your Human
Resources
What You Need to Know
A G E N D A
• Your Human Resource Management Plan
• Discussion
Retention linked to RecruitmentCompensationTraining & Development
Retention
Your Human Resource Management Plan
Your organization’s
human resource strategies, initiatives and activities should all be included in your
Human Resource Management Plan.
It is this plan that will help you focus and prioritize your HR activities.
Is unique to the specific needs of your organization
Is directly aligned with your strategy / mission, and reflects your organization’s values
Is focused on your key priorities Builds on and connects each initiative Is consistent with available resources Is multi-year
Your Human Resource Management Plan
ORGANIZATION VALUES
ORGANIZATION STRATEGIC PLAN
Your HR Plan must build
on your values
and support
your strategic plan
The HolisticApproach:Each componentof your HR plan must fit with all other components,employees, the organization and the community, in order to be effective.
Your priorities will beunique to YOUR organization
Human Resource Management Plan
Fitting the Components Together
Retention
Retention Starts With Recruitment Does the job description accurately reflect
job expectations? Are these reasonable? Is total compensation consistent with market? With the position expectations?
Are there opportunities for development, training & career advancement?
Will the employee be supported in the role? Offered mentoring?
Are organization values reflected in the recruitment process? (i.e. Merit principle,
Internal promotion, etc.)
Recruitment & Retention
Recruitment & Retention
Is your process getting the results you want? Does it attract desirable
candidates? Are you retaining new hires?
The secret to a successful recruitment is knowing exactly what the position’s key success factors
are…
And planning & designing the interview process accordingly.
No Surprises!
Key Success Factors
• Education and Experience
• Specific skills or training
• Behavioural competencies
• Job fit
Key Success Factors
Education and Experience The extent to which the candidate’s
education and experience are related to the position
requirements
The education and experience should be relevant to the level of
the job
Key Success Factors
Specific skills or training
The skills or training needed to carry out the job
responsibilities successfully
Examples
Welder’s certificate
Presentation skills
MS Office training
Behavioural competencies are those critical to success in the role
• Leadership
• People Management
• Initiative
• Commitment
• Teamwork
• Judgement
• Flexibility
• Interpersonal Skills
• Creativity
• Problem Solving
Examples
Key Success Factors
• Is it busy or quiet? Frequent interruptions? Require overtime? Travel? Shift work? A car? Is it outdoors?
A common pitfall is assuming that the candidate has the same understanding about the job as you
do…
Job fit is the extent to which the work and environment is satisfying to the candidate
Key Success Factors
Understanding these Key Success Factors will help you…
• Connect the success factors to the entire interview process
• Develop interview questions that will
obtain the information you need
• Make an informed assessment
White Wolf First Nation
White Wolf First Nation is a progressive and well-managed First Nation community.
JOB PROFILE
POSITION TITLE: Financial Controller REPORTS TO: Chief & Council
POSITION OVERVIEW:
The Financial Controller is responsible for all bookkeeping and accounting duties for the First Nation, and all associated entities. The Financial Controller manages the Finance department and supervises 8 finance employees. This is an important leadership role in the community and the Financial Controller must work as part of the senior management team. RESPONSIBILITIES:
Either directly, or through the finance department employees, the Financial Controller:
Prepares all financial reports, including financial statements, management reports and all reporting required as a result of funding agency contractual obligations for the community and the associated entities under the authority of the First Nation;
Coordinates and develops the annual operating budget; Maintains accurate financial records, consistent with all legal and accounting standards; Makes recommendations on improvements to accounting systems and processes, and
once approved, implements these recommendations; Motivates, leads and develops the department’s employees; Acts as a leader in the community, demonstrating the highest level of personal and
professional integrity.
Behaviour Based Interview Questions
This type of questioning technique is designed to:
• Obtain past behavioural information that can be used to accurately predict future
behaviour
• Focus on the bona fide job requirements
• Eliminate hypothetical questions which generate
hypothetical answers
Behaviour Based Interview Questions
Sample question starters…
• Tell us about a time that you…. What was the situation, your role and the result…
• Give us an example of a time when you…
• Describe a situation where you…
• Tell us about your role in a situation that required you to…
• Using a specific example, tell us how you..
The Interview
The exchange of sufficient information so that each party can
make an informed decision
Attending a job interview is listed as
one of the top stresses in life.
It is the job of the interviewer to
establish rapport & create a relaxed
environment that will support the open & candid exchange of
information
Building Rapport
White Wolf First Nation
White Wolf First Nation is a progressive and well-managed First Nation community.
ACTIVITY 2 – SELECTING BEHAVIOUR BASED INTERVIEW QUESTIONS
SELECT THE BEHAVIOUR BASED INTERVIEW QUESTIONS THAT WILL BE USED IN THE JOB INTERVIEW FOR THE POSITION OF FINANCIAL CONTROLLER:
Key Success Factors
Interview Questions
Behavioural Competencies: Leadership- The extent to which the individual inspires people to achieve challenging goals by earning trust, fostering collaboration and articulating a vision of the future.
1. What is your strongest leadership skill and how will it assist you for this job? 2. Provide us with an example of your leadership ability. 3. What have you done to develop your leadership skills? 4. What is the difference between a leader and a manager? 5. Discuss the different styles of leadership you use in accomplishing your
management role. 6. What motivational techniques do you use with your work unit? 7. What can a supervisor do to enhance an employee’s job and the employee’s
motivation?
Teamwork: The extent to which the individual creates an environment that fosters collaboration while making a positive contribution and sharing credit freely with the team.
1. Tell us about an unsuccessful team of which you were a member. What was your
role, and what, if anything, could you have done differently? 2. Tell us about a successful team of which you were a member. What was the
most outstanding characteristic of that team? What did you contribute? 3. What qualities do you have that make you an effective team player? 4. Do you work better by yourself or as part of a team? Give us an example of each. 5. Using an example, tell us what factors you have considered in assembling a
project team. 6. Give us examples where you introduced ideas or processes that have made a
team become more productive? 7. What actions can a supervisor take to establish teamwork in the organization?
Accountability: The extent to which an individual accepts responsibility, follows through on commitments and can be relied on.
1. Tell us about a time when despite careful planning, things got out of hand or did
not work out. What was your role, and what did you do? 2. Tell us about an occasion when you chose, for whatever reason, not to finish a
particular task. 3. Tell us about a time your supervisor was absent and you had to make a tough
decision in his or her place. 4. What steps have you taken to enable you to become more effective as a member
of a team? 5. What have you done to become more effective in your career? 6. Give us some examples demonstrating how you reacted to short deadlines or
pressure situations. 7. Tell us about a time when your performance did not live up to your expectations
and what you did about it.
Compensation: Pay & Benefits
Is salary consistent with job expectations?
Is the process for salary increases well understood &
communicated? Are bonuses or incentives
appropriate for the role? Are benefits offered? Are they
traditional or non-traditional?
Effective total compensation practices are critical to your retention strategies:
Traditional benefits include life insurance, AD&D, medical, dental, vision, retirement, vacation, sick time, etc. These are part of total
compensation and typically have a monetary value.
Compensation: Pay & Benefits
Are non-traditional benefits appropriate as part of total
compensation?
Computer purchase plans, flex time, smoking cessation plans, personal time off, sabbatical,
casual dress, ‘Get out of Work Free coupons”, gym memberships, free coffee/drinks, etc.
Compensation: Pay & Benefits
Other motivators:
Control over own Work Schedule (Work/ Life Balance)
Exposure to Decision-Makers
Increased ResponsibilityOn-site Day Care
Compensation: Pay & Benefits
Training & Development
In today’s world, if training and development opportunities are not made available to your employees, you will lose them.
Access to training and development has become a fundamental expectation of today’s
workforce.
Training & Development
Learning agility, the ability to rapidly learn and acquire new skills, then effectively apply those skills in different settings, is the hottest commodity your employee can offer you.
The Aboriginal community has a significant advantage in this area, given the relative youth
of its growing workforce.
Training & Development
Train for the current role while developing for the next.
Use structured mentorship programs to ensure skill transfer occurs.
Develop, develop, develop.
