Human Resource Management Unit

Published: Jul 29, 2004

Download this unit: Human Resource Management Unit (PDF - 49 kb) (Right Click and choose "Save As..." or click link to open in your browser)

Don't forget to visit our Human Resource Management Section and Learn how to hire the right people all the time!.

If you have any questions about this Business Plan Unit, feel free to contact gerry@unclemaxsays.com

SWOT Analysis

Strengths

What skills are possessed by principals or founders?
Do you or the other principals have successful backgrounds in attracting good staff?
Do you or the other principals have success in developing and retaining good staff?
Can your startup be sustained with low need for staffing?
Are many functions performed by persons with common generic skills?
Do you have adequate supervisory personnel?
Are you proficient at delegating?

Weaknesses

Are there safety and liability issues with your venture?
Will you be able to attract suitable employees for a "tentative" startup?
Will training be extensive or costly?
Is there a high employee turnover rate in your industry?

Opportunities

Is there an ample supply of suitable employee prospects?
Is your concept perceived as an attractive employment opportunity?
Is your community currently an "employer's market?"

Threats

How will you maintain staff morale when business is slow?
Will you be taking valuable employees from a competitor?
Will you be subject to aggressive or adverse union actions?

Staffing

Monthly & Annual Forecasts

What are your staffing requirements during startup and ongoing?

Can you project these requirements over the next few years?

What are your personnel needs now?

In the near future (3 years)?
In 5 years?

What skills are required now?

In the near future (3 years)?
In 5 years?

What job openings do you have now and later?

Do you have job descriptions?

Compensation

Renumeration

Will employees be full-time or part-time?

Will you pay salaries or hourly wages?

What are the salary ranges and how are they determined?

What are the wage rates for each job class?

Will you have some on salary and others on wages?

How will salary increments be determined?

What are the mandatory benefits?

What fringe benefits will be offered?

Have you calculated the cost of these fringe benefits?

Will you utilize overtime?

What skills or functions will be contracted out?

Will you base raises on seniority or upon merit?

Benefit Plans

What benefit plans are required to be competitive?

What benefit plans are required to appear a benevolent employer?

Vacations

What vacation terms are required to be compliant with the law?

What vacation terms are required to be competitive?

What vacation terms are required to appear a benevolent employer?

Social opportunities

What social activities will be afforded your employees?

Will you have facilities for break and lunch periods?

Will social needs be satisfied during the normal performance of duties?

Job security

What assurances will your employees have for regular and continuing employment?

Will there be temporary or permanent layoffs?

Will there be fair and clear communications regarding staffing requirements?

What is the status of job security in your industry?

What is the general perception of job security in your industry?

Hiring

Will all new employees be subject to the recruiting, selection, orientation and training cycle?

Have you considered the high cost of ineffective hiring?

Is your policy to hire-and-replace or hire-and-retain?

Recruiting

What are your prime and secondary methods for attracting candidates?

What are your media availabilities and preferences? Will you use print or electronic?

Will you be networking with friends, acquaintances, associates or other?

Are there appropriate recruiting agencies available?

Will you use government referral facilities?

Will your recruiting be an ongoing process or as needs arise?

Selection

What methods will you use to determine the best candidates?

Is there a standard application form?

Do you request resumes?

Will you have tests?

Will you have a pre-screening process?

Is there a qualifying telephone interview before a personal visit?

Will there be one or more interviews?

Who will conduct the interviews?
Do you or associates possess good interviewing skills?
Will the interviews proceed in stages?

Will you check references and other background investigations?

Is there a trial working period?

Orientation

Is there a "first day" routine?

Is there an ongoing schedule of orientation sessions and/or activities?

Who conducts the orientation processes?

Will there be follow-up exercises combined with training activities?

Are your job descriptions comprehensive or heuristic?

Training

What type of training is done?

Who does the training and testing?
When or what stages does training take place?

Is there an on-the-job training program? How is this evaluated?

Will the training and evaluations be recorded in confidential files?

Will there be a training program for longer-term employees?

Are there opportunities for external training and development?

Will your company subsidize external courses?

Dismissals

Do you have a progressive discipline procedure?

Has this been reviewed by your legal advisor?
Are your employers aware of this procedure?

Is there a specific procedure for a planned dismissal?

Do you have contingency plans for mass walkout or employee exodus?

Supervision

Do you have a motivational program?

What incentives do you have for maintaining a healthy morale?

Do your incentives include flex-time, employee of the month, rewards, or gifts?

Have your supervisors been trained in supervisory skills?

Are supervisors appointed upon merit or upon seniority?

Are you or a staff person skilled at conflict resolution?

Do you have programs for developing functional teams?

Do you have programs for individual development?

Are you or your staff skilled at performing employee evaluations?

Are you or your staff skilled at delegating?

Will your delegating be performed in word and deed?

Do you have a policy for data and personal confidentiality?

Do you have systems and procedures for protecting confidential matters?

Do you have a quality control system?

Do you have procedures for ensuring quality is maintained?

Legal Liability

Have you studied and complied with Employment Practices regulations in your jurisdiction?

Are you reasonably protected from termination lawsuits?

Employment Contracts

Will each employee be granted a signed contract of engagement?

Will the contract be comprehensive enough to satisfy all legal obligations of an employer?

Collective Bargaining

Will you be required to deal with a collective bargaining unit?

Will there be a strong industry influence to engage in collective bargaining?

Will you have a person dedicated to collective bargaining issues?

Human Rights

Do you have policies and procedures for protection from Human Rights infractions committed by any and all employees?

Need Help With Your Business Plan?

Whatever your situation or budget - let's discuss it!

For a FREE consultation with NO obligations, send a brief request to: BPCoach@UncleMaxSays.com

Or Learn More