Running Header: HUMAN RESOURCES 1

Human Resources Plan of One

Joanne Tuten

Student Id: JOTUTE3338

In the Requirement of:

Dr. Lora Reed

OMM618: Human Resources Management

Ashford University September 29, 2014

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Contents

1. Thesis and Introduction……………………………………………………………….3

2. Delivery of Services Plan………………………………………………………...……4

3. Aligning a Solo Office Plan……………………………………………………………4

4. Legal: Equal Employment Opportunity Commission Plan…………………………….5

5. Assessment Plan………………………………………………..……………………….6

6. Recruitment and Selection Plan………………………………………………………...7

7. Planning for the Interview………………………………………………………………7

8. Compensation and Retention……………………………………………………………8

9. Training and Development….…………………………………………………………..9

10. Performance Appraisals………………………………………………………………..10

11. Conclusion……………………………………………………………………………...11

12. References………………………………………………………………………………12

13. Appendix A…………………………………………………………………………….13

14. Appendix B……………………………………………………………………………..14

15. Appendix C……………………………………………………………………………..15

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Developing a Human Resource (HR) plan with the expectations of a solo operation and

managing a department of one requires strategic planning in aligning the process. Human

resource (HR) will require best practice to deliver an integrated holistic service. Primary

challenges facing an HR department of one consist of executing a model strategic planning

phase to integrate all developing components to the alignment with the company core missions.

Human Resources Plan of One

Dogwood Center Ministry of Restoration is a non-profit 503-1c organization. The center

corporate office has been located in North Carolina for 14 years. The business looks forward to

establishing a global office in the Gremany, due to a huge government contract and 1.5 million

dollar Federal solicited grant per year for the next three years. One of the companies most

energetic, skillful and motivate HR directors has committed to expatriating leadership abroad to

develop a strategic plan and manage the business HR department for further growth. The

government contract requires the agency to deliver Mental Health service in a collaboration

with several military U.S. Europen bases. A substantial number of civilians, U.S. military

personal and non-American war victims, adults and children of war are the target population.

The company is expected to hire four professional license physicians, twelve therapists, and 80

Professional Qualified staff, as HR pull together a professional team. The beginning planning

stage will consist of setting up virtual of that will assist the HR of one person operation. HR

second step is integrating a strategic alignment that conduces to linking human capital with

the align development of the HR programs, elements are as follows; recruitment, selection,

training and development, Retention, compensation, and legal issue with the Equal Employment

Opportunity Commission (EEOC). HR will have a collaborative joint effort with management

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and executives to maximize the core principals to successfully integrate the Human Resource

Management (HRM) projective plan process.

Delivery of Services Plan

HR first step towards the planning, constitute understand the company policy and

procedures and how to implement the procedures. The HR plan is directed towards completing a

full assessment to insure the newly HRM department is strategically moving in the right

direction. HR will underpin the HRM department policy and implement standards that provide

opportunities to meet the company benchmarks. HR will plan for the total responsibility of the

patient care services and all documentation that follows the person. This may include HIPPA,

services notes, confidentiality, formal and informal consents, patient charts, and individualizes

personal care plans. The Dogwood Center Ministry of Restoration will provide services for a

total of two hundred patients and for the next three years. Services are rendered to patients

that has been affected by war injuries stemming from head trauma, military sexual trauma

(MST), post-traumatic stress disorder (PTSD), physical contact or visual contact relevant to

unforeseen incidents that is causing a traumatic experience.

Aligning a Solo Office Plan

The HR virtual office and management system is innovated and brings a multi-levels of global

technology to the companies HR department. This strategy aligns HR for the means of

effective communications in every location for live video presentations, conference calls, and

telephone translation for language barrels. There is social media and online global recruitment, a

tailor back office for gathering missed calls plus retrieving voice over IP technology, global

digital cell phone, which both systems are designed for internet calling connection all over the

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world. The company policy and procedure, briefing materials, orientation materials and

training material for all 200 potential staff will assist HR in setting up the virtual office. HR can

move forth to step two of the planning stages. HR office now functional and ready to maintain a

fully operated working environment.

Legal: Equal Employment Opportunity Commission Plan

“All HR functions are regulated by the Civil Rights Act of 1964 and 1991” (Youssef-Morgan,

2014). HR will maintain compliance under the Title VII act for the protections of employees to

have equal opportunity in the work place. HR recognizes the guideline that was created by the

Equal Employment Opportunity Commission (EEOC), for the protection of people with

disabilities. The sanction to barriers that may produce delays of such individual is respectfully

examined by HR when planning recruiting and staffing. HR policy mandates non discriminated

acts as followed: “ An employment agency may not categorize, group or classify job applicants,

jobs, or employers based on race, color, religion, sex, national origin, age (over 40) or disability

status and make referrals based on the categorizations”( www.eeoc.gov). As HR continue

planing and outlining key laws that governs the HRM division, revisions will updated as state

and federal regulations update for recent developments, “Organizations must also clearly state

and outline their job selection and promotion criteria and be able to justify their hiring or

rejection decisions in case the organization’s practice come under question as being

discriminatory” (Youssef, 2014). In other worlds HR must align all advertisements, interviews,

recruitment methods and written or oral language in a manner that is not suggested of

discrimination within the Civil Rights Act. “Equal opportunity laws apply not only to employee

recruitment and selection, but also to other human resources practices such as compensation,

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training, promotion, discipline, layoffs, and other terms and conditions of employment” ”

(Youssef, 2014).

Assessment Plan

“Assessments capture personality traits, preferred skills and behavioral tendencies” (Fox,

2013). HR assessment, planning stage recognizes that all staff are different. Therefore,

employees may require different levels, various types of motivation and training. Because of

strict guidelines for the safety and prevention required when working with mental disabilities,

HR will utilize the The Myers-Briggs Type Indicator and Disc tools for completing post hired

and further testing. “In most cases, vendors administering leadership assessment issue reports

that outline the candidates' areas of strength and weakness and that provide recommendations for

development” (Fox, 2013). HR will conduct a talent assessment or better known as a pre-

employment test. The end results will detect if the potential employee is attainable and predict

the performance of the applicant is the reason for using these types of assessment. Assessments

will be completed routinely 30 after the employee's hire date. This assessment tool will also be

used for tool for additional group training and individual trainings. Another reason for

conducting assessments are in the provision of disturbance in the alignment of the HR strategic

alignment. Areas of assessing are as follows: analytical skills, competency, interpersonal skill

building, technical skills, diversity, culture awareness, communication, and personality.

Recruitment and Selection Plan

HR recruiters are becoming more goal orientated with planning and positioning. The HR

first goal in planning for recruitment is to exemplify the commitment as a grounded company

that has revamped traditional staffing to a more modern approach. The recruitment process

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requires a system of competences that will bring support to the organization's mission. The tools

utilized to locate candidates are “Recruiting software refers to software designed to facilitate the

sourcing, hiring, and on boarding of new employees” (PR, N. 2014, June 11). Other web

platforms that are increasing in the market workplace are social network media, such as

LinkedIn. “This can be individual recruiters setting up their own profiles or the company setting

up ‘corporate’ profiles that are managed by the appropriate HR staff” (Weinstein, 2013). The

framework for obtaining qualified staff in excellence is a difficult system. HR realizes non-

qualified staff will open the door for poor retention rates, poor quality of services and the likely

hood of creating dissatisfied customers. “When it’s treated as an integrated part of corporate

strategy, staffing helps build world-class organizations with the ability to achieve superior

performance” (Canadian Manager, 1993). Recruitment and assessment tool will be used for

screening and evaluations. HR has identified their human recourse needs by developing talent

acquisition strategy. The success of the Dogwood Center relies on an HRM department that

thrives for further growth and offers a career based adventure for employees and not just a job

with Dogwood Center. HR purpose is to present a model tool capable of identifying and

providing guidance in developing a strategic plan for recruitment and selection of the best

qualified employees. HR is fully aware by selecting the best qualified persons for positions will

align with the company mission. This process will prevent company waste and assist in

contributing to the company finances. HR will use best practice in recruiting process to build

and integrate a system of competences that brings support to the starting phase of recruitment

and selection plan to begin company growth.

Planning for the Interview

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HR will plan for successfully selecting the right employee will consist of assessing,

planning skills of the potential employee, by pre-aligning the company mission and integrating

the interviewee in aligning with engaging in selected interview questions pertaining to abilities,

motivation, skills, knowledge. Examples of HR interview questions listed below:

1. Have you ever been asked to lead your department I completing a new task. If so, how

did you accomplish the mission and what was the outcome.

2. Have you ever been a part of corporate planning as the team leader. Such as a project

with team members. Give a description of your role and how did you keep your team

align with the organization goals.

Compensation and Retention

It is the goal and mission of the Dogwood Center Human Recourse Management (HRM)

to create and present a proposed plan for a Compensation and Benefits package. The plan will be

used for retaining and maintain qualified professional staff. HR seeks to build a strong alliance

with the employees. The plan is designed to bring life changes internally and externally to

employees and the company organizational culture. HR will follow rules set forth by the

company policy and procedures for employee protection under the civil rights protection on the

job compensation benefits. The business looks for the HR to obtaining innovated methods to

sustain company employee growth that will maximize human working capital. . “Offering work-

life benefits and flexible work arrangements can enable employees to have a healthier, less

stressful, and more enjoyable lives by helping them fit family, community, and social

commitments into their schedules” (Youssef-Morgan 2014). It is the role of the HR department

to present non- monetary incentives for compensation and benefit packages. Rather than

focusing on the required traditional benefits that will automatically included in the benefits

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package such benefits as: workman compensation, bonus, and retirement, employee benefits due

to a lay-off, social security benefits and salary. HRM motivation is directed to a more

comprehensive compensation package, integrating employees and employer together with by

engaging in eliminating barriers to employee dissatisfactions and current needs. HR plan will

provide growth and opportunity for employee programs which will distinguish recognition,

awards, and rewards for new ideas for company growth. “By shifting the focus to employee

engagement, organizations are more likely to motivate their workers to expend discretionary

effort and reach their performance objectives” (Gallup. 2014 p. 28). In the effect to decrease the

turnover of current employees, this program will give incentives for motivation, growth, less

stress factors at work and dedicated employees.

Training and Development Plan

Using the right approach is critical to the success of the training program. With the data

collection of the assessment of needs, the training project can move forth with the training

objectives. HR success in a training and development plan relies on HR ability to integrate the

plan in aligning with employees and the company strategic goals. All training will be completed

in house during orientation. Afterwards provision for off-site training has been scheduled on the

training calendar. HR will outsource training in the first year, until the company HR department

has sustained in development. HR will also use peer support to assist employees in engaging and

motivation. One on one coaching is will be provided for the more personal center individual

training for someone is not quite up to par. For the training and development plan: See

Appendix (A), on the page 13, for example of a tentive Training and Development plan.

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Performance Appraisalschange. Senior managers and HR mission become the same by

developing a align strategic partnership. The link provides a greater of the good when both the

management training team and HR has the same goals, objectives, strategies, planning, with

the corporation's business practices, and the implementation of the business strategy.

Performance Appraisals

Senior managers and HR mission become the same by developing a align strategic partnership.

The link provides a greater of the good when both the management team and HR has the same

goals, objectives, strategies, planning, with the corporation's business practices, and the

implementation of the business strategy. One this process has taken place HR can freely move

forth with accomplishing the mission of the HR plan. HR will use a holistic approach to integrate

the components of performance. “These components provide the foundation for the design,

measurement, assessment, and management of an effective performance appraisal system that

can be conducive to continuous performance improvement at both the individual and

organizational levels” (Youssef-Morgan 2014). HR will plan for the employees productive by

measuring performance. The performance can be measured by the efficiency ratio or the ratio of

the effectiveness. In order for HR to determine the quality and amount of the production, the

outcome of the production is measured. HR will use grid sheet, time document performance

sheets, and record billable service note to determine performance. When tacking performance,

HR will determine if there is a decrease in performance from analyzing the data. HR measures

performance appraisals, according to the employee attitude. HR plan is geared to measure and

develop the attitudes of the employee. HR will use surveys and questionnaires to give employees

the opportunity to engage in correcting the conflict resolution. HR plan offers incentives to bring

the performance back the elements. HR plan performs elevation of the work behavior and

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performance. HR plan will consist of a policy that has a low tolerance for counterproductive

work behaviors. But it is an HR responsibility to correct the deeper systemic root cause of the

problem as soon as possible, and integrate a plan that will prevent this type of occurrence form

happen. The plan is designed to protect the alignment of the company core organizational

structure mission at all times.

Conclusion

Human Resources planning of one can provide the guidance and tools for the

performance of a productive operational office. Planning is a vital access for effective strategic

staff training and development. Companies need a new approach for analyzing what have cost

huge turnovers and unsatisfied employees. HR of one with great leadership skills, proactive and

highly motivated has a proven tract record of getting the job done. By planning with efficiency

and effectiveness, the HR program has demonstrated the ability to deliver develop and manage

employee satisfaction training programs. HR is becoming the cutting edge for retention,

recruitment/selection, and training and development. HR has integrated a strong motivation

program is the new strategy that gives the company the vehicle to lunch new ways to attract and

maintain the absolute best employees. Developing a Human Resource plan with the

expectations of a solo operation and managing a department of one requires strategic planning

in aligning the process. Human resource (HR) will require best practice to deliver an integrated

holistic service. Primary challenges facing an HR department of one consist of executing a

model strategic planning phase to integrate all developing components to the alignment with

the company core missions. HR planning methods are continuously providing that when all

components of the plan are connected HR is the driving focus of the company growth and

success.

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References

Canadian. (1993). Why it’s important to establish a staffing system in your company.

http://www.eeoc.gov/employers/coverage_employment_agencies.cfm

Gallup. (2014). State of the American workplace: Employee engagement for U.S. business

leaders. Retrieved from http://www.gallup.com/strategicconsulting/163007/state-

american-workplace.aspx.

Fox, A. (2013). Upon Further Assessment. .. HR Magazine, 58 (8), 39.

PR, N. (2014, June 11). The top recruiting tools, according to HR professionals. PR

Newswire US.

WEINSTEIN. M. (2012).Do you Have a Talent Community.com? Training, 50 (5), 24-25

Youssef-Morgan, C. M., & Stark. E. (2014). Strategic human resource management: Concepts,

controversies, and evidence-based applications. San Diego, CA: Bridgepoint Education,

Inc.

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Appendix A

Reference page 9

Training Goals

 Implementation

Measurable Effective learning Objectives and Outcomes

Enhance Cooperative & Collaborative learning

Competency & Performance Evidence Base

Summative Evaluation

Recognizing Innovation…..

Career Development….

Management......

Leadership

Legal Practice & Procedures…….

Overview & Objectives……..

Strategic Planning In Training and Development…..

Human Resource Career …………

Talent Management Recruitment and Retention ..

Organization in the Selection process……….

Delegation Driven………..

Performance/ Compensation

Needs & Assessments…….

Long-term & Short-term Retention

Outcome…….

Increasing skills in problem& decision making with advance Critical thinking…………

HR, Personal Development

Transformation shot- term goal

Further learning objective to Delegation outcome………….

Enhancing skills

Presentation…..

PowerPoint’s…..

Group Effective Response time to complex situation

Individual Problem-solving technique…..

Logical and Critical Thinking/individual problem-solving….

Concept mapping…..

Panel Discussion and Debates.

Demonstrations and role playing

Outcome of Core Competency Testing……

Approach to Problem solving and decision making……

Providing Ethical and Integrity…..

Prioritizing

Implementing Ideals………….

Legal Judgment and Decision Making

Strategically Improve………

Outcome, Impact, cost –effective, secondary analysis

Strategic……

Management Orientation System Innovated Approaches

Questionnaires..