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Welcome from HR Strategy Group
In last month's newsletter, we talked about hiring new employees and how HR Strategy Group can fully support that effort for your organization. This month, our main article helps you further your thinking in that area by discussing how to "Recruit To Retain" and building a strong, pro-active HR foundation within your company. This first article focuses on position descriptions and recruitment.
One thought continually rises to the top when I consider new hires, recruiting, etc. and that is: Hire Slowly, Fire Quickly. It is so important to your organization to hire effectively and this article will spell out keys steps to keep in mind.
Once you have hired new employees, and if they happen to be remote workers, check out our Compensation Corner article to learn "7 Steps for Managing Pay for Your Remote Workforce."
Next month, look for the next installment in our discussion on "Recruit To Retain." Until then, enjoy our springtime - it's finally here!
Have you Liked us on Facebook? 
Best,
 Amy Polefrone, President HR Strategy Group, LLC
410-505-8723
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Recruit to Retain Top Talent
How to Build a Strong HR Foundation in Your Company - Part 1
By Amy Polefrone & Kim Grounds
Your employees truly are the core of your business. They can make it run like a well-oiled machine, or they can make it spit, cough and burn out around the curves. An investment in your staff is an investment in your organization and one well worth your close attention. In this article, we will discuss the foundations needed to develop a pro-active HR culture at your company; best practices for hiring great contributors to your company; and best practices for retaining those great contributors!
Strong HR Foundation
There are four key areas that make up the foundation of a strong hiring/retention environment. The first is having a well-clarified Position Description. This will be utilized throughout the lifecycle of an employee from their initial hiring, through training and to provide accountability once they are up-to-speed and engaged in their role. A thorough position description will serve many purposes, for a job candidate, for the employer and ultimately for the new employee. It should include:
- Business Summary
- Position Summary
- Organized List of Responsibility Areas
- Physical Requirements
- Disclaimers
It does not need to include an exhaustive laundry list of duties but it should represent all of the key areas of the position. This description will drive and/or impact several other activities, such as:
- Strategic Planning
- Recruitment and Selection
- Interview Questions
- New Employee Orientation
- Training and Development
- Setting Expectations
- Measuring Performance
- Recognition
The second foundation piece for a pro-active HR culture is Recruitment.
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Speaking Engagements
Amy Polefrone has been asked to speak at several upcoming events in 2014 including:
Wednesday, July 16th
Montgomery County SHRM
7am - 9am
Gaithersburg Hilton
620 Perry Parkway, Gaithersburg, MD 20877
Amy's presentation:
"Best Practices for Interviewing & Selection: The
Search Committee Model"
Contact us today for additional information on any of these upcoming events or to book Amy as a speaker for your group:
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7 Steps for Managing Pay for Your Remote Workforce
Tess C. Taylor, PHR, 04/30/14
Managing all the unique responsibilities of a remote workforce is challenging enough. Staying on top of compensation is an entirely different matter. With some 30-45 percent of the adult global workforce working from home at least part of the time, employers must be able to find ways to handle the demands of compensation administration in a modern world. (Source: Forbes) Companies are increasingly turning to outsourced labor pools too, using above average compensation strategies and attractive benefit programs to reel in the best talent.
Benefits & Compensation Management in the Age of the Remote Worker
Fortunately, there are a number of ways that the human resource department can handle payroll, benefit, and incentive programs - all of which are an important aspect of using virtual employees and contractors. Learn how to get a handle on the new way people work with these helpful tips.
- Provide a detailed, but easy to understand compensation orientation When engaged in onboarding new hires, and periodically throughout the year, it's critical to give your remote workers as much information as possible about their available benefits and compensation. This means you will want to provide a formal introduction to your payroll policies and benefits offerings. For remote workers, use written documentation as well as an orientation session delivered via webinar.
- Use a trusted source of compensation data with user tools. What good is a compensation program without current and accurate information about the salary and benefits you should be offering to your remote workers? Do not assume that just because they work outside the office that they will accept mediocre pay and little to no incentives. Use the best data and offer something more than the competition offers.
To read the complete article, click here.
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