What HR Brings to the Table

1
What HR Brings to the Table What HR Needs from
Your Area

• HRM 495 Week 8

2
Functional Competencies of HR

• Selection, Staffing, Retention
• Rewards Compensation
• Training Development
• Performance Measurement
• Coaching Consulting
• Employee Relations Conflict Resolution
• Organization Design (with other leadership)
• Communication (with other leadership)

3
HR Contributions to GC3

• Identify different organizational structures and
  charts across the existing company
• Help create better integration of organizational
  structures
• Identify a selection plan
• Create a training plan for the company
• Integrate compensation systems

4
HR Contributions to GC3

• Identify areas where communication is ineffective
  and suggest related remedies and action plans
• Share best practices across Great Cups
• Develop a succession plan for continuity
• Create a progressive discipline and grievance
  system to be in place when the need arises
• Identify indicators for potential employee
  lawsuits and initiate corrective action

5
Potential HR Needs from Your Area

• From IT
• Assistance in creating appropriate
  compensation/payroll/benefit IT systems
• Assistance creating effective, cross-company,
  accessible communication systems
• Help identifying any HR-specific concerns that
  the IT area may have e.g. hiring, training,
  performance management etc.
• Assistance in developing a tickler system for
  recurring personnel actions
• Assistance in developing a program to identify
  costs for HR actions (i.e., training, recruiting,
  payroll, etc.)

6
Potential HR Needs from Your Area

• From Marketing
• Help with creating recruitment advertisements and
  developing creative strategies to attract
  targeted employee groups
• Help identifying any HR-specific concerns that
  the Marketing area may have e.g. hiring,
  training, performance management etc.
• From Finance
• Assistance identifying negative cost implications
  of current HR practices and systems and how these
  costs might be reduced
• Assistance identifying positive revenue
  implications of current HR practices and systems
  and how these contributions might be further
  leveraged
• Help identifying any HR-specific concerns that
  the Finance area may have e.g. hiring,
  training, performance management etc.