human resources 101

HUMAN RESOURCES 101SERIES: ADVISING THE START- UP 2016

Premier date: MARCH 23, 20161

Premier Date: March 23, 2016

HR 101 ADVISING THE START- UP 2016 SERIES

© 2016 DailyDAC, LLC d/b/a/ Financial Poise™ 2

WE WOULD LIKE TO TAKE THIS OPPORTUNITY TO THANK OUR SPONSORS


meet the facultyPANELISTS

Aaron Gelb Vedder PriceCharles Krugel Charles Krugel’s Labor & Employment Law & Human Resources Practices GroupPaul Valentine KCP Advisory

MODERATORMichael Brandess,

Sugar Felsenthal Grais & Hammer LLP


Practical and entertaining education for business owners and executives, accredited

investors, and their legal and financial advisors. For more information, visit

www.financialpoise.comDISCLAIMER: THE MATERIAL IN THIS PRESENTATION IS FOR INFORMATIONAL PURPOSES ONLY. IT SHOULD

NOT BE CONSIDERED LEGAL ADVICE. YOU SHOULD CONSULT WITH AN ATTORNEY TO DETERMINE WHAT MAY BE BEST FOR YOUR INDIVIDUAL NEEDS.


http://www.financialpoise.com/

about this webinarAlthough not all tasks are glory work, developing a functioning and responsive human resources function is the responsibility of any startup that hopes to make it out of the gate. Human resources is charged with running the company’s internal functions, including—recruitment, safety, employee relations, compensation and benefits, compliance and training and development. Recruitment and training are particularly important as the startup gains financing and begins to invest in itself. This webinar provides the entrepreneur and his or her advisors with an overview of some of the basic functions of a human resource department, and practical tips for getting started.


about this seriesThe initial stages of the life of a business present novel and exciting challenges. While emotion, energy and great aspirations are the mark of a startup, financing, infrastructure and a grounded marketing plan are the fuel which propel a business forward.

Whether dealing with starry-eyed first time entrepreneurs or established professionals starting their own businesses, many of the principal concerns remain the same: (i) raising capital; (ii) finance and accounting; (iii) human resources; and (iv) developing and executing a marketing plan. As the market’s taste for startups continues to grow, opportunities to participate, advise and facilitate their growth are plentiful. Join some of the leading experts in this unique and growing field as they discuss- in plain English for the non-expert- the basics and the fundamentals of advising a startup.

As with all Financial Poise webinars, each episode in the series is designed to be viewed independently of the other episodes, and listeners will enhance their knowledge of this area whether they attend one, some, or all of the programs.


episodes in this series

EPISODE #1 Raising Capital: Negotiating with Potential Investors

1/27/2016

EPISODE #2 Finance & Accounting 101

2/24/2016

EPISODE #3 HR 101 3/23/2016

EPISODE #4 SEO/Social Media & Other PR 101

4/27/2016

Dates above are premier dates All webinars also available On Demand through West LegalEd Center and Vimeo


Human Resources 101 – General Tips

•Act as a leader•Policies and training are just the start•Create and communicate values• Institutionalize values © 2016 DailyDAC, LLC d/b/a/ Financial Poise™ 9

Talent Acquisition – Recruiting and Hiring

Recruiting• Develop a

Recruiting Plan• Identify vacancy

and evaluate need

• Develop position description

• Posting position in correct venue

Hiring•Reviewing applicants and develop short list•Conducting interviews•Select hire•Finalize recruitment


Compensation Strategy – Retaining Key Employees

Compensation is one of many human resource (HR) tools that organizations use to manage their employees. For an organization to receive its money’s worth and motivate and retain skilled employees, it needs to ensure that its compensation system is not an island by itself. Not only is it important for an organization to link compensation to its overall goals and strategies, it is important that its compensation system aligns with its HR strategy. - https://

www.shrm.org/publications/books/documents/5_chapter3.pdf

http://www.mckinsey.com/business-functions/organization/our-insights/retaining-key-employees-in-times-of-change


https://www.shrm.org/publications/books/documents/5_chapter3.pdf







People Management – Company PoliciesPerform

ance Evaluati

ons

Benefits Compensation

Probationary

PeriodAlcohol

and Drug Use

HolidaysTerminat

ion

Sick Leave

Vacation

Non-Disclosu

re© 2016 DailyDAC, LLC d/b/a/ Financial Poise™ 12

People Management – Employee Handbooks

What goes in a handbook

• Introduction• Hours• Salary• Benefits• Etc.

Why is a handbook important

• Sets forth expectations• Protects employers

Who drafts the handbook

• Senior management• Attorneys


People Management – Employee Evaluation / Performance Reviews

Top 10 Practice Tips for Performance Reviews

1. Have a purpose2. Make it a two-way conversation3. Outline agenda for meeting and ask employee for

input4. Use performance logs to simplify writing employee

reviews5. Conduct a positive, valuable review 6. Turn negatives into positives 7. Measure employee’s intangible traits8. Avoid phrases that might kill moral9. Establish goals and develop action plan10.Summarize performance review and express support


People Management – Employee Development

“7 Ways to Improve Employee Development Programs” – Harvard Business Review

1. Ignite management’s passion to coach employees2. Deal with short-shelf life of learning and development needs3. Teach employees to own their career development4. Provide flexible learning options5. Serve the learning needs of more virtual teams6. Build trust in organizational leadership7. Match different learning options to different learning styles

- http://www.forbes.com/sites/meghanbiro/2013/12/01/top-5-reasons-hr-is-on-the-move/#36ea4b3563b8


http://www.forbes.com/sites/meghanbiro/2013/12/01/top-5-reasons-hr-is-on-the-move/#36ea4b3563b8



Work Conditions – Safety & WellnessHuman resources professionals play an important role in ensuring employee health and safety, as they know the workplace, the employees and their job demands. While human resources professionals are not expected to know the technical aspects of workplace health and safety, they should know when and how to use existing resources to respond to employee concerns. In many organizations, health and safety responsibilities are within the human resources department. In order to meet these responsibilities, human resources professionals must: • Understand the health and safety responsibilities of employers, managers, supervisors and employees within the organization; • Implement personnel management policies to ensure that everyone in the workplace is aware of his/her responsibilities; • Establish effective ways of meeting health and safety responsibilities; and • Ensure that employees fulfill their health and safety responsibilities as outlined in the organizational policies and programs

- http://www.ccohs.ca/products/publications/pdf/samples/humanresources.pdf


http://www.ccohs.ca/products/publications/pdf/samples/humanresources.pdf

http://www.ccohs.ca/products/publications/pdf/samples/humanresources.pdf

Work Conditions – Employee / Management Communications

Listen More than you

speakPrioritize

your message

Create an internal

review board

Measure effectiveness

over timeDon’t waste

peoples’ time

Understand business drivers

IntegrateTake Employee

CommunicationSeriously


Benefits

Insurance• Health• Disability• Life

Retirement• 401k• Pension

Time Off• Vacation• Holidays• Paid leave


Outsourcing HR DepartmentBenefits of

Outsourcing HR1.Frees employer to

concentrate on core competencies

2.Saves money3. Improves

compliance4. Improves

recruitment5.Provides access

to latest tools and technology

http://www.forbes.com/sites/meghanbiro/2013/12/01/top-5-reasons-hr-is-on-the-move/#36ea4b3563b8 © 2016 DailyDAC, LLC d/b/a/ Financial Poise™ 19





HR and TechnologyThe term “e-HR” describes the transformation of HR service delivery using web-based technology. Now HR professionals must not only master traditional HR skills and knowledge, but also have the ability to apply that knowledge via technology - https://www.shrm.org/about/foundation/products/documents/hr%20tech%20epg-%20final.pdf


https://www.shrm.org/about/foundation/products/documents/hr%20tech%20epg-%20final.pdf



Laws and Regulations - Federal• Department of Labor

• Wages and hours• Workplace safety• Workers’ compensation• Employee benefits• Etc.

• National Labor Relations Board• Collective bargaining

• Equal Employment Opportunity Commission • Provides employment protections

for protected classes (race, age, gender, etc.)

• FMLA


HR Resources

www.hr-guide.com

Human Resource

Books

HR.com

EvilHRLady.com

Entrepreneur’s Human

Resources

Society for Human

Resource Management

HR Magazine Linkedin.com


General HR Tips for Startups


More About The Faculty: D

MICHAEL [email protected]

Michael A. Brandess, an attorney at Sugar Felsenthal Grais & Hammer LLP in the firm’s Bankruptcy, Reorganization & Creditors’ Rights practice group, is consistently recognized for his dedicated and zealous representation for his clients, finding the most efficient and creative solutions, securing his clientele the most value for their claims. Michael’s practice focuses on representing creditors, debtors and creditors’ committees in complex corporate restructurings.

Michael has a wealth of experience representing both secured and unsecured creditors in complex restructurings and liquidations across the country, in industries ranging from real estate, construction, retail, financial services, telecommunications and restaurant franchises. Michael represents secured lenders both before and during insolvency proceedings, protecting his clients’ collateral from diminution of value, so they may realize a higher return. Additionally, he has successfully represented asset purchasers in complex bankruptcy sales, creditors’ committees in difficult reorganizations and liquidating trustees and plan administrators during the wind-down of multi-million dollar bankruptcy estates.

Michael’s experience extends across the country, having represented his clients in complex bankruptcy matters before the U.S. Bankruptcy Courts for the Southern District of New York, the District of Delaware, the Southern District of Florida, the District of Arizona, the Central District of California, the Southern District of Texas and the Northern District of Illinois.



AARON [email protected]

Aaron R. Gelb is a Shareholder at Vedder Price and a member of the firm’s Labor and Employment practice area. He represents employers in all aspects of equal employment opportunity, wrongful discharge and labor relations litigation before federal and state courts and federal, state and local fair employment and administrative agencies such as the EEOC, Illinois Department of Human Rights, Cook County Civil Rights Commission, Department of Labor, National Labor Relations Board and OSHA.

Mr. Gelb regularly counsels employers regarding a variety of labor and employment issues such as discipline and discharge, handbook and/or policy development/revision, disability accommodations, the Family and Medical Leave Act and other types of leaves of absence, harassment and other workplace investigations and management training. He spent nearly one year as temporary in-house employment counsel for a major client, where he learned the importance of providing prompt, practical advice that factors in not only the associated legal risks but also the practical impact on business operations.


More About The Faculty: [email protected]

CHARLES KRUGEL

As a management side labor & employment attorney & human resources (HR) counselor, Charles Krugel has 20 years of experience in the field & has had his own practice for 15 years; www.charlesakrugel.com. His clients are small to medium sized companies & not-for-profits in a variety of industries. His practice is equal parts prevention, negotiation & litigation. He earned his JD from Ohio Northern University. His MA degree in I/O psychology is from the University of North Carolina at Charlotte. His BS degree in psychology is from Bradley University. He serves on numerous boards & continue to actively participate in many organizations. Presently, he’s on the following boards of directors: Latinos Progresando, the Lakeside Community Committee, Youth Outreach Services, the Kelly Hall YMCA, & the Chicago Bar Foundation's Advocacy Committee.



PAUL [email protected]

Paul Valentine is a Senior Managing Director at KCP Advisory Group.

He specializes in the management, development and operation of high-quality, fast-growth, small-to-mid-size organizations. Mr. Valentine brings a diverse industry background to KCP, including roles in healthcare services, medical devices, retail products and manufacturing. His formal education in accounting and finance is further enhanced by his corporate roles in sales, operations and product development, as well as a number of officer roles including the chief executive position. Mr. Valentine focuses his case matters on Performance Improvement and Corporate Renewal, providing his clients with strategic and marketing advice, while maintaining a solid focus on financial structure and operational efficiencies.

Mr. Valentine has published many articles and papers. He holds a Bachelor of Science degree in Accounting and a Master of Business Administration degree in Finance and Entrepreneurship, both from Babson College, Wellesley, MA. He is a member of the Turnaround Management Association.


Visit www.eisneramper.comEisnerAmper. Let's Get Down to Business®

EisnerAmper LLP is a leading full-service advisory and accounting firm, and is among the largest in the United States. We provide audit, accounting, and tax services, as well as corporate finance, internal audit and risk management, litigation services, consulting, private business services, employee

benefit plan audits, forensic accounting, and other professional advisory services to a broad range of clients across many industries. We work with high net worth individuals, family offices, closely held businesses, start-ups, middle market and Fortune 500 companies. EisnerAmper is PCAOB-registered and provides services to more than 200 public companies and to thousands of entities spanning the hedge, private equity, brokerage and insurance

space in the financial services marketplace. As companies grow we help them reach their goals every step of the way. With offices in New York (NY), New Jersey (NJ), Pennsylvania (PA), California (CA), and the Cayman Islands, and as an independent member of Allinial

Global, EisnerAmper serves clients worldwide.

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Important Notes

• THE MATERIAL IN THIS PRESENTATION IS FOR GENERAL EDUCATIONAL PURPOSES ONLY.

• IT SHOULD NOT BE CONSIDERED LEGAL, INVESTMENT, FINANCIAL, OR ANY OTHER TYPE OF ADVICE ON WHICH YOU SHOULD RELY.

• YOU SHOULD CONSULT WITH AN APPROPRIATE PROFESSIONAL ADVISOR TO DETERMINE WHAT MAY BE BEST FOR YOUR INDIVIDUAL NEEDS.
