human resources for smes

Human Resources

Human Resources for SMEs Grooming Enterprise Leaders

During this session, you will learn the

tools of :

Employees Handbooks/Manual

Recruitment and Selection

Performance Coaching

Termination

Why Do We Have Employees ?

Value Of Staff Everyday your most important asset leaves the building at 5pm.

Human Resource Policies

Employee Manual/Handbook

The Importance of HR Policy Manual

Ensures consistency and equity

Informs staff of company

expectations and staff obligations

Avoids misinterpretations

Avoids serious legal costs

Labor Laws http://www.nigeria-law.org/LabourAct.htm

You should know:

Employee should receive an offer/employment letter within 90 days of employment

Employee contract for more than 3 month, the notice for termination should shall be in writing depending upon the contract from one week to one month

Employee should be given a pre-stipulated rest time if working more than 6 hours with full pay

Employee working for more than 12 months is entitled to a minimum of 6 days leave

Maternity leave for female staff who have worked at least 6 months with a minimum of 50% salary paid

Crafting Your Own Policies

Business in box (http://www.biztree.com)

SME ToolKit (http://nigeria.smetoolkit.org/)

SBA (http://www.sba.gov/content/employee-handbooks)

Recruitment and Selection

When Do You Recruit?

Write a Job Description Job Title

Job Summary

Education

Work Experience

Working Conditions

Salary Range

Benefits

Hunt For Talent All The Time

Where Do You Look For Talent?

Recruitment Agency

On Line Job Boards

Social Media

Professional Organizations

Place of Worship

Referrals

Newspaper

Interview – Dos and Don’ts Do

Have prepared questions Have a list of qualities you are looking for Talk less, listen more Reply all candidates interviewed

Don’t Conduct the interview alone Ask standard questions Answer your phone Tell the runner-up “No” until you have a firm “Yes”

Performance Coaching

Coaching For Performance

People who feel appreciated are more

positive about themselves and their ability

to contribute.

People with positive self-esteem are

potentially your best employees.

People repeat actions and behaviors that are

reinforced

Benefits

Top Motivators For Employees 1.Praise

2. Convenience

3. Fun

4. Money

5. Importance

6. Success

7. Advancement

Your Role As Coach

To help others see the need for change

To continue to enable and facilitate success for others

To build on strengths and neutralize weaknesses

To encourage others to stretch and take calculated risks

To facilitate growth and develop competency

To more closely match intent with impact when under pressure/stress

Coaching Employee Performance Build on employee strength

Identify areas for improvement

Set specific goals

Be candid, open and specific

Clarify likely outcomes of accomplishing or

not accomplishing the plan

Envision the future –don’t promise what

you can’t guarantee

Coaching Employee Poor Performance

Be specific about the behavior

Consider special circumstances

Remember behavior not personality

Allow feedback from the employee

Coaching Employee Performance

Coaching is a process; not an event

Look for good

Plan for the next meeting

Scenario

Sam has been an excellent employee since he started work two years ago. However, in the last few weeks, he has not been performing up to standards: He has been late three times. His production goals have been below standard on many occasions.

Two of his coworkers have reported that he seems to be extremely agitated most of the time and in a "very cranky mood." (You checked this out with some other employees and found it to be true.)

Today he was late for the fourth time. You have called him into your office for a performance counseling meeting.

Terminations

Terminating An Employee

Ask yourself :

Have I given the employee clear indication of what is expected from him or her?

Have I warned the employee in successive and dated memos which clearly described degrading performance ?

Have I had meetings formal and/or informal to discuss performance concerns with employee?

Do I have documentation of a performance improvement plan?

Is employee showing any improvement in their performance area?

Has employee completed their probationary period?

Preparing For The Termination

Handle the

termination, promptly

Prepare a letter of termination to the

employee

Determine the company property

they may be in employee’s possession

Consider the best time for termination

Determine security personnel that

should be alerted

Organize final salary, benefits or unused

holiday pay or reimbursements

Maintaining Dignity In Terminations

Thank employees for the good they have

done.

Give the reason for the meeting.

Advise of the last work day and how to

obtain final salary

Offer words of encouragement and

confidence in the future career of the

employee

Sable Badaki

sbadaki3@yahoo.com

07081378981