HRM 200 Project One New Hire Orientation Oct 2

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Southern New Hampshire University *

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200

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Management

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Apr 3, 2024

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NEW HIRE ORIENTATION

Human Resources Overview Hello and Welcome! • “ policies, practices, and systems that influence employee’s behavior, attitudes, and performance- HUMAN RESOURCE MANAGEMENT” (Noe et al, 2022, p. 3). This is who we as Human Resource Generalists are. By becoming skillful in our role, we assure our company’s success! • You are the navigator for our employees as they journey through the 6 Stages of their Employee Life Cycle: • Attraction • Recruitment • Onboarding • Development • Retention • Separation *Another way to state the destinations on the employee’s life cycle is- Hire, Inspire, Admire, Retire (Lupfur, 2017) 2

Organization Structure • By moving through the stages of the employee’s life cycle you’ll support our organization by • Working with company management to determine what skills and qualities are needed in the type of employee who will aid in the company’s productivity and longevity- Human Resource Planning (Noe et al, 2021) • Attracting Employees- Recruiting (Noe et al, 2021) • Selecting Employees – Selection (Noe et al, 2021) • Teaching employees how to complete their respective jobs and providing them ways to promote to the next level- Training and Development (Noe et al, 2021) • Completing Performance Evaluations- Performance Management (Noe et al, 2021) • Rewarding Employees- Compensation (Noe et al, 2021) • Creating a safe space where employees can engage with one another respectfully- Employee Relations (Noe et al, 2021) (Noe, 2022, p. 3) 3 The work we do in HRM has a direct effect on our company’s longevity and success. Our employees are our greatest assets. Their performance is a direct reflection on how we treat them from the start to the end of their employment!

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Talent Acquisition and Retention • To successfully acquire and retain the right candidate for employment as an HR Generalist you will perform the following: • Job Analysis- Obtaining detailed information about the job you’re hiring for (Noe et al, 2021) • Job Design- define the way work is performed, stating the tasks required to perform the job (Noe et al, 2021) • Job Specifications- composing a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a particular job (Noe et al, 2021) 4 • Obtaining this information, will allow you to know what skills/talents to look for in prospective employees, assuring that you are bringing in the best qualified candidates to accomplish the company’s goals • By providing this information when recruiting and selecting, the prospective employee will have clear expectations of their job set should an offer be made, and they accept

Promoting Culture • By supporting the following 3 Cultures we add value to our company: • Culture of Development- providing development through career planning gives employees insight to possible future growth in the company • Culture of Diversity- with the potential to have customers and operations in more than just the U.S. “having a diverse workforce gives us a competitive edge that brings a wider pool of talent and greater insight into the needs and behaviors of our diverse customers” (Noe et al, 2021) • Culture of Inclusion- all employees within our organization have a voice and deserved to be heard; we want our employees to always feel comfortable speaking up and remaining actively engaged in their work from start to finish- providing them with more pride in their work- • Consider “Job empowerment- giving employees responsibility and authority to make decisions regarding product development or customer service” (Noe et al, 2021) 5

Technology Evaluation • Human Resource Information Systems (HRIS) – “a computer system used to acquire , store, manipulate, analyze, retrieve, and distribute information related to an organization’s human resources” (Noe et al, 2021) • Having the right information system in place plays a large role in meeting organizational needs • SWOT Analysis can be used to evaluate the different technologies selected to be used in their HRIS • SWOT Analysis diagram will have the following 4 areas: strengths, weaknesses, opportunities available, and lastly threats that may be possible • When selecting technologies to use complete SWOT analysis using the 4 abovementioned areas to determine whether the use of the technology will be beneficial to your organization’s HRIS or not 6

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Diversity and Accessibility • Technology today allows people to submit resumes and job applications online- this presents organizations with a large and hopefully diverse candidate pool, however, this large number of candidates to choose from can prove to be challenging for recruiters • Using an Applicant Tracking System may aid in the personnel selection process - “A good system will be designed with features that provide the ability to initiate background checks, store past applicants in the system who might be a good fit for a future position; maintain applicant data in one place, allow hiring managers, HR, and the candidate to coordinate interview schedules; and allow hiring managers to review and store their comments about each candidate” (Noe et al, 2021) 7

Automated Processes • “Automation has improved HRM efficiency by reducing the number of people needed to perform routine tasks” (Noe et al, 2021) • Transaction processing- “documenting decisions and actions associated with employee relocation, training expenses, and enrollments in courses and benefit plans” (Noe et al, 2021) • Decision Support Systems- “computer software systems designed to help managers solve problems” (Noe et al, 2021) • Expert Systems – “designed to recommend same actions a human expert would (i.e. system used to guide an interviewer in the selection process); use helps avoid errors that result from fatigue and decision-making biases” (Noe et al, 2021) • These three automated processes/systems directly affect training, recruitment, and other HR functions. 8

Technology Example—Social Media • “Employee advocacy- the promotion of an organization by its workforce” (Martin, 2022) - The use of an employee advocacy program will boost our company’s public image as well as employee engagement • Consider putting together a special team of employee advocates from each department within our organization (be mindful every employee does not engage in the use of social media) • Create guidelines for use when posting about our company on their individual social media accounts such as Instagram, Facebook, Twitter, or Snapchat • Provide content to be posted- then allow the team to decide how they post it • Provide a hashtag to be used when posting info/pictures from company events like awards ceremonies, luncheons, other company gatherings and celebrations, or even a typical workday • Give incentives for those on the team/those who post • Free Lunch • A day off work • Be creative with how you choose to reward an employee; their posting about the positive aspects of our company draws attention and possibly opens the doors for us to gain new talent 9

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Closing In closing, the information we covered today carries a lot of weight. It is with experience that you will master these concepts and duties. Refer to this presentation as needed, as I will be sure to email this presentation to every one present today. I also invite you to reach out to me at any point in time for help with any of what we covered. The email containing this presentation will include all the necessary phone numbers to contact me directly. I hope this helps you understand your role a little more clearly. Thank you for your time today. 10

References Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2021, January 25). Fundamentals of Human Resource Management 9th Edition (International Edition) (9th ed.). McGraw-Hill Education. Lupfur, E. (2017). The Employee Lifecycle is Your Roadmap to Building an Engaged Employee Experience . The Social Workplace. Retrieved September 18, 2022, from https://thesocialworkplace.com/2017/11/the-employee-lifecycle-is-your-ro admap-to-building-an-engaged-employee-experience/ 11

References Martin, M. (2022, March 31). Employee advocacy on social media: What is it and how to do it right . Social Media Marketing & Management Dashboard. https://blog.hootsuite.com/a-6-step-guide-for-creating-an-employee-adv ocacy-program-for-your-business/ 12

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HRM 200 Project One New Hire Orientation Oct 2

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