Tech day presentation
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The HR Engineers was founded and is operated by Denise Noble PHR, a senior HR consultant with over 20 years of business experience in human resources, accounting, and small business management. She provides human resource solutions tailored to clients' needs and budgets.
Tech day presentation
- 1. Presents:
- 2. Who We Are & What We Do
- 3. The HR Engineers was founded, and is operated, by Denise Noble PHR, Senior HR Consultant. Denise has over 20 years of business experience in the fields of Human Resources, Accounting and Small Business Management. She has the insight, ability, and experience, to provide you with Human Resource solutions that truly meet your needs and fit your budget.
- 5. Who is in the room? What Questions do you have?
- 6. Name Company Position Number of Employees Question you want an answer to
- 8. Job Boards Social Networking Your own Website
- 9. Monster Career Builder Craig’s List Dice D.E.T. Opportunity Knocks Elance
- 10. Monster is the most popular website for job listings. PROS: Highly respected Lets you search resumes High response rate CONS: Very Expensive High response rate
- 11. Career Builder is a very popular website for job listings. PROS: Well respected Lets you search resumes Localized postings CONS: Expensive High response rate
- 12. Craig’ s list is a popular website with job listings. PROS: FREE Lets you search resumes Localized postings CONS: Postings limited geographically Not as well respected
- 13. Dedicated to Tech Jobs. Fairly Expensive but DICE has lots of bells and whistles. Searchable www.dice.com Resume base. Linked to other sites. Free listings from Department of Employment MA D.E.T. – Job Quest and training. Ability to search resumes. Live https://web.detma.org/JobQuest/Employers/ support available For Non-Profits. Less expensive than many. Opportunity Knocks Has other resources to help Non-Profits. www.opportunityknocks.org Searchable resume base Elance Great for occasional labor for special projects www.elance.com that can be done remotely. Heavy on Tech candidates. Free to post, pay when you hire.
- 14. Linked In •The number one spot on the Web to checkout and prospect for job candidates. Most people looking for a new position have a public profile and are easy to find. • You can review a candidate’s profile and see any recommendations they have. • You can check out the people they are connected to as well as the groups they belong to. • For a fee you can purchase the capability of searching for people with certain experience and/or skills • You can establish your own network of connections and ask certain connections for recommendations of people they may know who would be interested in the position you are trying to fill. • Create a Company page and post your position/s
- 15. Facebook •The number one spot on the Web to find out about people, their interests, and their friends. • You can review a candidate’s profile and learn about them and scan through for any red flags or green flags. • You can check out the people they are connected to as well as the groups they belong to. • You can establish your own network of connections and ask certain connections for recommendations of people they may know who would be interested in the position you are trying to fill.
- 16. and Where to go to find out what you need to know to be compliant and avoid lawsuits and fines
- 17. G eneral ter m th at ap p li es to s u c h th i ngs as m inim um w age, o v er ti m e, m eal b r eaks, c h i ld lab or laws , etc . G eneral ter m th at ap p li es to r egu lati o n gov er ning s uch th i ngs as Eq u al Em p loy m ent O p p o r tu ni ty , Di s c r i mi nation in Em p loy m ent and Hir ing, M ed i c al and M i li tar y Leav es .
- 20. Where to find tips online to keep employees happy and motivated and make your business hum
- 21. Contracted Customized Handbooks: These are done by an outside firm. Some will come to you, others will just communicate via phone, Skype, or email. These should have your Company’s name and contact information featured prominently throughout the Handbook. Check to make sure they will be State specific. These handbook should include your company’s: Specific Paid Time Off Policies Your emergency procedures Specific Employee Benefits Your Internet use policies Your Smoking Policy Lunch room availability Payroll procedures Procedures on ordering supplies, Typical Cost for employers of less than 20 people range from $1,200 to $4,000
- 22. Online Auto Formated Handbooks: These are done by an outside firm they may or may not have real people in the US to answer your questions. You type your answers to a series of questions in a survey. The information is then parsed into the Handbook. These should have your Company’s name and contact information featured prominently throughout the Handbook. Check to make sure they will be State specific. These handbooks are not very customizable and include standard policies and procedures. There are lots of add on fees for hosting and auto updating your handbook and for having it reviewed by an attorney Typical Cost for employers of less than 50 people range from $100 to $500
- 23. Free Handbooks: There are many free options. Some have you provide company specific information and then charge you to add it in after the fact. Others are truly free but are not very customizable. These should allow you to enter your Company’s name and contact information for the cover and elsewhere. Check to make sure they will be State specific. Sample handbooks are available online to leverage off of. Typical Cost for employers of less than 20 people range from Free to $200
- 24. Crucial Advice No matter what option you choose for creating a handbook, make sure YOU READ it and understand it yourself. Make sure you stick to the policies in the Handbook and apply them uniformly. If distributing a print version of the Handbook make sure it is in loose-leaf format. This reinforces the fact that it is not a contract and that portions are likely to be changed and updated over time. Have each employee acknowledge, in writing, that they have received and read the Handbook and have also been offered an opportunity to ask questions about the policies and procedures in the Handbook .
- 25. There are many people online selling you ways to increase your worker productivity. So, what are the key elements for Performance Improvement? 1. Well written job descriptions 2. Carefully conducted performance review process 3. Rewards and recognition tied to performance 4. Clear communication of the Company’s mission, goals & objectives 5. Good Managers and affirming Management policies For 1 & 2 you can get assistance online ranging from Free to a few hundered dollars per position. For items 3, 4, &5 – You can read lots of helpful articles online or download and read several management books and do it yourself. Or, you can hire a consultant to work with you.
- 26. Employee’s do not quit Companies, they quit Managers Make sure your “people managers” LIKE people and are secure and comfortable with managing people. Your best Manager is not always the person with the most product knowledge. Look for training programs for yourself and your managers that focus on Emotional Intelligence, Communication, and Team Leadership.
- 27. The most expensive benefits are not always the ones that get the most APPRECIATION. These are some of the many options available Employer Paid Programs Shared Cost Programs Discount plans, and giveaways Health Insurance Term Life Short Term Disability Long Term Disability Wellness Programs Pension Plans There are several popular benefits that do not even cost an employer a penny! Employee Paid Programs Supplemental Life Insurance Long term Care Insurance Pet Insurance
- 28. The TRICK is to know what your workers want most, and then to find the best source to supply that benefit to YOUR Company. Most benefit providers cater to certain demographics. Find the ones that like your size and your occupation to get the best deal.
- 29. Final thoughts to help you keep your balance
- 30. Absolute Best Place to start if you choose to Go it Alone Lots of good information and advice for free! Great information, advice, forms, and “how to” guides for an www.shrm.org annual membership fee of @ $300
- 31. Best Place to get professional, personalized, HR Help and Advice at a reasonable price: Denise C. Noble 508-528-8746 or 508-488-7725 Senior HR Consultant thehrengineers@gmail.com www.thehrengineers.com
- 32. Thank you!