Human Resources Outsourcing
Detailed Program
Objectives
To establish an effective, efficient and value-added Human Resource capability within the Company that will:
- Promote the achievement of defined business goals and objectives
- Motivate, develop, and empower employees/agents and management to reach their full potential
- Facilitate the re-design of business practices to become more efficient, cross-functional and customer driven
Deliverables
1. The provision of on-site HR services to the Company:
- Preparation of a detailed position description and profile of the HR practitioner suitable for the Company
- Recruitment and selection of the HR consultant/practitioner acceptable to the management of the Company
- Management of the HR consultant contract, services and terms
2. Assess the Company’s Human Resource priorities; develop an implementation plan to address these priorities; and implement the plan:
- An assessment of the current HR function, processes, and capabilities
- Develop an overall HR strategy, structure and implementation plan Implement the approved plan
3. The provision of Strategic HR consultation to the Company’s Management
- Monitor and evaluate the onsite HR support and programs
- Provide HR consultation to the management of the Company
- Provide effective links between the Company’s strategic business initiatives and HR practice, policies and systems
Methodology – Part 1
The Provision of On-Site Qualified HR Practitioner Support
The ability to delegate/assign various HR functions to an HR professional will permit the members of the senior management to focus on their primary roles, confident their HR needs are being met in a timely, supportive and cost effective manner.
While securing an individual with this level of expertise is appropriate and will mitigate the cost incurred by the Company there still exists a need for senior, strategic HR counsel to provide the necessary direction and guidance to the HR practitioner/consultant as well as to provide periodic advice to the Company’s Management Team on strategic HR related matters. See Part 3.
Methodology – Part 2
Human Resources Functional Assessment, Issue Identification and Prioritization
An effective assessment of an organization’s HR function involves three (3) main components – data collection, interviews with key personnel and a detailed analysis of the assembled empirical and subjective data against accepted HR industry standards and best practices.
The primary objective of the assessment exercise is to assess the effectiveness of HR in supporting/advancing the Company’s short and long-term business objectives by identifying and prioritize “gaps” against accepted standard practice. By addressing these “gaps” over time, the Company will be able to improve HR’s overall functional effectiveness.
The review will include an examination of the following:
- Human Resources Policies and Procedures
- Recruitment, Selection and Retention Processes
- Job Descriptions and Job Evaluation System
- Compensation Planning and Design
- Reward and Recognition Programs
- Performance Management
- Salary Administration Program
- Organizational Culture and Morale Indices – e.g. staff satisfaction, absenteeism rates, turnover rates, exit interview data
- Staff Development, Education and Training Programs (including Sales)
- Management and Leadership Development and Strategic Capability
- HR Information System (HRIS), Data Management and Record Retention
- Legislative compliance – e.g. Human Rights, Pay Equity, Privacy
- Employee Orientation Program
- Other factors as may be determined by the President & Management Team
Additional data will be collected by conducting individual interviews with key management personnel and focus group sessions with a cross section of the Company’s management team and with non management staff.
The data will be analyzed and compared against accepted standards for HR performance and effectiveness. We will summarize our findings, highlighting significant gaps that impede the performance of the organization. We will prioritize these gaps and provide the President with a high-level action plan and critical path to address these issues. This assessment will help shape the HR function, role, structure and priorities at the Company.
Deliverables
- An assessment of the HR functional strengths and weakness
- Identification and prioritization of “performance gaps” in HR practices, structures, programs and services against accepted practice
- A plan to address the Company’s HR priorities
HR Program Development
Upon completion of the assessment phase of the project, specific HR programs/initiatives will be identified, developed and presented for approval to the President and/or Executive Team. These will be formally linked to the organization’s business goals with specific performance criteria to evaluate and measure effectiveness.
An implementation plan will be prepared for each HR initiative outlining costs and benefits, performance measures and evaluation criteria. Projects or programs that have the greatest “payoff” with the least effort and expense should be given priority and implemented first.
Successful change initiatives need to involve staff at all levels of the organization. Participation will increase the likelihood of achieving beneficial and sustainable results from the redesign effort. For success to be guaranteed, these projects will require competent leadership and facilitation. Strong managerial support, specific and clearly articulated goals, defined timeframes and evaluation criteria are also required components.
INNOVA and the onsite HR consultant/practitioner will lead the implementation of these HR initiatives with the support and participation of key management individuals as required.
HR programs to be considered for development would include the same items as examined in the assessment above.
Deliverables
- The identification of the top 3-5 high “value-added” HR programs and associated implementation plan, including related costs and benefits
- Ongoing implementation support of these HR initiatives/programs
- An HR strategy and implementation methodology which could be adopted for expansion purposes
Methodology – Part 3
Strategic HR Management Support
There is an identified need for ongoing strategic HR consultation and support to the President and the Management Team both on an immediate and forward looking basis. It is very likely a number of unexpected HR related issues will arise which will require action to be taken consistent and supportive of the organization’s overall business objectives and strategy, e.g. recruitment, restructuring initiatives, performance issues etc.
Within the first year of implementation, each HR program/initiative will need to be evaluated. Are they achieving the predetermined and desired results? Certain initiatives will require longer periods of implementation to fully evaluate their impact. A Senior Consultant of INNOVA will provide this HR leadership at the strategic level.
Deliverables
- Access to experienced, professional, senior HR consultation
- Strategic HR management oversight to guide the implementation of HR related programs and services at the Company