Green Office Garden Services, Inc.

Green Office Garden Services, Inc. Human Resource Policies Overview4 December 2016Mimi Calter, Kevin Moriarty, Julian Girafalco, Abhaya Pande

Our ServicesExterior LandscapingGarden Consultation & DesignArborist ServicesLawn CareSeasonal Plant and Perennial CareInterior PlantscapingPlantscape Design & InstallationWateringScheduled ReplacementTerrarium Placement & Maintenance

Organizational Structure

CEO

Finance Officer

Finance Associate

Billing Administrator

Human Resources

Sales & Development

Interior Plantscaping Manager

Plantscaping Teams (10)

Landscape Services Manager

Landscape Management Teams (14)

Administrative Assistant

HR Policies To Be ReviewedWork Flow AnalysisHR Planning & RecruitmentPay Structure & BenefitsEmployee Development & RetentionTrainingPerformance ManagementLabor Relations

Work Flow AnalysisCommitment to our workforce - We have implemented a workflow analysis program through which all of our products and services are carefully tracked and documented

Workflow Pattern - Each division (Interior and Exterior Landscaping) follow their workflows, centered around the output services.

HR Planning & RecruitmentJob Descriptions - Job descriptions developed using the workflow analysis described above feed directly into the HR Planning & Recruitment program.

Forecasting - At GOGS, the HR teams works with the Division Managers to review the client accounts to review the supply of work and the labor.

Commitment to a legal workforce - We will confirm employment eligibility for all hires, and will also undertake background checks. Because of our work with power tools and heavy equipment, we are undertaking random drug testing for all field employees

Pay Structure & BenefitsUtilize Product Market Competition - By keeping our labor costs lower than our competitors, we we be able to remain competitive in our project quotes to prospective customers.Equity Theory & Fairness - Consider the tendency of employees to compare their situations to other employees. Make sure fairness is a priority; happy employees is the foundation of a successful operation.We will employ Benchmarking practices which will allow us to gather data on our competition on what they are doing for HRM. We will need to determine which employees to include in the survey and how many surveys will need to be completed.Our full-time staff will have the option of participating in individual medical as well as family plans with varying levels of coverage and deductibles.Vacation and sick time will be discussed and offered depending on your status of full time salary or part time hourly.

Employee Development & Retention

Employee Development

Formal Education

Job Experience

Interpersonal Relationships

AssessmentDevelopment differs between full-time and part-time employeesFeedback is provided regularlyDevelopment plan is reassessed Retention includes:Job RotationTransfersPromotionsDownward movesTemporary assignment

Training

Training Design Process

Needs Assessment

Employee Readiness

Learning Environment

Transferability

Training Methodology

Hands-on Training

E-Learning

Hybrid Courses

In-the classroom

Hands-on Learning

EvalutationuGOGS Online Knowledge Management System

Performance ManagementDefine Performance Outcomes for Company, Divisions, and DepartmentsCompany-wide objectivesDevelop Employee GoalsDeveloped between employee and managerStandards are discussed Provide SupportPeriod informal check-ups with employeeResources provided to support achievement of goalEvaluation of PerformancePerformed QuarterlyIdentify Areas of ImprovementRemediationAdditional TrainingModification to Personal Development PlanNew Growth OpportunitiesProvide ConsequencesPositive ConsequencesPromotion BonusesNegative ConsequencesDemotionWage ReductionTermination

Labor RelationsNo union representation currently in the organizationUnionization not anticipated in the short termAttractive compensation package already offeredLeadership understands that gardening and labor are often subject to union representation, and are prepared to participate if organizing takes placeClients are often unionized, so opposition to unioniztion efforts could prove counter-productive

Questions?