HR Basics

HR BASICS OVERVIEW

Effective People Management has one major objective: to improve business results by maximizing employee performance. There are some basics that need to be looked after first and that's what this module is all about.

• People need to know what their role is in the company so we prepare job descriptions.
• They need to know what's expected of them so we set performance objectives.
• They need to know how they're going to be measured so we set up a performance review process.

Many of our HR Power Centre customers find that they are just too busy running their businesses to implement the key systems and processes necessary to effectively manage people. If this is your situation, why not let Suits In Action measure, design and fit the solution that best meets your needs.

If you have time to do it yourself, this module contains everything you need in the following sections:

• Employee Communication
• Preparing Job Descriptions
• Setting Performance Objectives
• Setting up the Performance Review Process

Quick links to HR Basics FAQs

• Should I implement the HR Basics module before I use the HR Power Centre for anything else?
• Once I complete the steps in the HR Basics module, what should I do next?
• As a general rule, who would be given the responsibility for implementing HR programs and practices such as the HR Power Centre in small/medium sized companies
• When should we start to see positive changes in our company as a result of using Two Grey Suits?
• Would it make sense to assign responsibility for implementing the essential HR Basics to a specific individual in the company?
• How do I sit with an employee and set objectives for the coming year?
• How do I set standards and challenging objectives for my employees?
• How do I accommodate the on line aspect of the program for example the behavioral competencies? Do I just have people use my password for access to the system is there another way?
• I am reviewing the EPR and objective setting. Should we not be setting objectives for the improvement in behavioral competencies? It seems to be a separate rating on the EPR ?
• Could you explain how the Personal Action Plan form works with the objective setting document?