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“WE NEED HELP WITH OUR HR”

Marguerite Orane & Associates
Some considerations in
“managing” HR when you are
too small to afford an HR
Department

www.margueriteorane.com

CHALLENGE WITH SMALL,
RAPIDLY GROWING FIRMS:
  Everyone focused on growth
  Staff size growing rapidly

  People are “managed” haphazardly and ad hoc

NB: People are a long term commitment
  Getting the wrong person can be disastrous due
to the small size of the firm
  Need to make sure the right people remain
“right”

MANAGING PEOPLE IS THE
FUNCTION OF LINE MANAGERS –
NOT HR DEPARTMENT

Basic function of HR – NOT to “manage” the
people (HR) but to:

  Make sure people policies and procedures are
aligned with Vision, Mission, Strategy and
Culture
  SUPPORT line managers in building effective
and high performing teams

  Don’teven think about a full time HR
professional until you are over 50 or so
employees.

However, you need to:
  Put HR functions in place early

  Have someone to carry them out on an
administrative basis

KEY HR FUNCTIONS:

Align HR policies with Strategy
Recruit the Right people
Keep the Right People

ALIGN HR POLICIES WITH STRATEGY
  Determine positions, responsibilities in
Organization Structure

  Define Job Descriptions and Job Specifications

  Grade positions to establish relative
remuneration scales
  Determine competitive salary and benefits

  Budgetary requirements for HR (not just
remuneration – other HR costs)

RECRUIT THE RIGHT PEOPLE
  Locate, screen and right people for each job
  Rigourous and comprehensive orientation to the

firm and the job
  General conditions of employment – employment
contract

KEEP THE RIGHT PEOPLE
  Performance evaluation system
  Training program

  Recordkeeping – personal files, vacation leave,
sick leave

SOME FUNCTIONS THAT WE
CONSIDER HR ARE REALLY LINE
MANAGEMENT FUNCTIONS

  Alignment with Corporate Values -

Communication of values; feedback to ensure
individual alignment
  Motivating team members

  Discipline; separation

  Set performance targets

  Performance Evaluation

  Coaching and giving feedback

  Professional development

BUT HR DEPT. DOES PLAY A ROLE:
FUNCTION HR ROLE
Alignment with
Corporate Values

Motivation
Discipline Provide guidelines; procedural advice
Performance targeras Maintain records of individual peformance
targters
Performance Provide guidelines; monitor deadlines;
Evaluation maintain records

Coaching Training for Managers in Coaching
Professional Logistical support; recordkeeping
development

SO IF I CAN’T AFFORD HR, HOW

DO I GET IT DONE?

By outsourcing one-off
design tasks and keeping
core inhouse

OPTIONS:
FUNCTIONS FREQUENCY INHOUSE OUTSOURCE
Organization One-off YES
Structure Design

Restructuring One-off YES YES
implementation
Job Descriptions One-off for new YES
and Job positions
Specifications
Grade positions One-off YES
salary and One-off YES
benefits

HR Budget Annual – after YES
annual strategy
review

OPTIONS:
Locate As needed YES YES
candidates

Interview, As needed YES
select
Orientation As soon as YES
candidate hired
Employment As needed YES YES (one-off
contract design)

OPTIONS:
Performance One-off – YES
evaluation MUST be

system design aligned to
corporate and
Strategic
Objectives
Performance Quarterly YES
Evaluation (recommended)
Training Annual YES – design
program and delivery
Recordkeeping Weekly/ YES
monthly/
Annually

Marguerite Orane
Consultant, Speaker, Coach

If you are committed to having your team
perform at their peak, contact Marguerite now:

marguerite@margueriteorane.com
www.margueriteorane.com
http://ca.linkedin.com/in/margueriteorane

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