Human resources

Getting ready for new employee arrival, new employee orientation, task documentation, assigning tasks and objectives, follow-ups, evaluations, employee coaching.

Introduction

These days, it is generally agreed that human resources are the strength of an organization. Even if placing a growing importance on work and employees’ place in the organization brings about better results, it is important not to lose sight of the fact that employees who are motivated and involved are the result of a manager who listens to their teams. 

Work plan

  • Identifying needs

Listening to the client’s needs and choosing a format: training, consulting, or coaching. The client also chooses the themes they are interested in.

For the coaching format (guiding or coaching an employee), the client will be contacted (board of directors representative, executive director, manager) to identify the problems and objectives for the employee receiving coaching. The client will receive a detailed work plan for validation.

  • Training, consulting, or coaching

For the training format, the elements will be presented based on the client’s choices.

For the consulting format, the consultant will ensure that the elements chosen address the client’s problems. He will develop personalized elements if necessary and provide advice and recommendations.

For the coaching format, the consultant will not give advice or recommendations. Instead, he will ask relevant questions to guide the employee to self-reliance.

  • Documents/tools provided to participants

The themes listed below (with the exception of employee coaching, which is only available in the coaching format) can be combined to better meet the client’s needs.

Getting ready for new employee arrival

Z

Training

Z

Consulting

V

Coaching

Overview

Before a new employee even arrives in an organization, it is important to be prepared to ensure the arrival and training make the new employee feel welcome and help them integrate quickly. This enables you to cope with unexpected surprises shortly after the employee’s arrival: computer that doesn’t work, disorganized work station, missing documentation, etc.

Topics covered

  • Administrative support
  • Preparing the work station
  • Hardware and software
  • Documentation related to the position
  • Update on tasks and objectives of the position
  • Identifying a support person
  • Preparing a training program

Welcoming and training a new employee

Z

Training

Z

Consulting

V

Coaching

Overview

In order to make the new employee feel welcome and quickly integrated, and to ensure the greatest chance of success in this new collaboration, welcoming and training are essential.

Topics covered

  • Welcoming and introduction
  • Presenting the business or organization
  • Description of the position by the supervisor
  • Building bonds with the team
  • Documentation related to the position
  • Planning meetings
  • Training

Documenting the employee’s tasks

Z

Training

Z

Consulting

V

Coaching

Overview

Why should employees’ tasks be documented? For starters, this helps clearly define the roles and responsibilities of a position. It also helps train and guide the new employees taking on the responsibilities of this position. Moreover, when there is a high level of turnover, this tool will provide a considerable benefit and help save a significant amount of time. Ideally, the documentation of employees’ tasks covers every position, including managers, directors, and executive directors.

Topics covered

  • Common tasks and tasks specific to positions
  • Description of tasks, their frequency, where to find files, contact people, etc.

Setting tasks, objectives, and follow-ups

Z

Training

Z

Consulting

V

Coaching

Overview

Without a doubt, for an organization to achieve results, it is essential that its employees have objectives. This is the role of managers and directors. There are collaborative and simple methods you can implement to ensure that deadlines are met.

Tasks and objectives should be regulated and checked regularly to ensure that employees are active and efficient.

Topics covered

  • Covering documentation of the tasks in detail with the newly recruited employee
  • Follow-ups to be done after the departure of the predecessor
  • Defining tasks with specific deadlines
  • Defining objectives by period
  • Organizing follow-up meetings
  • Documenting unmet objectives

Evaluations

Z

Training

Z

Consulting

V

Coaching

Overview

Probation evaluation

The goal of this process is to evaluate the employee’s performance throughout their probation period and, ultimately, to decide whether to validate their probation period and whether they will remain within the organization in the long term.

Year-end evaluation

Through this step, which is important for both the employer and the employee, the employee’s quantitative and qualitative performance can be assessed. This is a good opportunity to formally open the discussion of sensitive topics, if they have not yet been covered.

New employee’s evaluation of the organization

Have you considered this? Why not use the recruitment of a fresh set of eyes in the organization to take advantage of an objective look at your recruitment process, welcoming and integrating, help and coaching, etc. This approach, based on openness and listening, immediately indicates to the employee that you are willing and able to improve work conditions and processes.

Topics covered

  • Approaches
  • Defining evaluation ratings
  • Evaluation themes
  • Quantitative and qualitative measurements
  • Difficulties encountered          
  • Documents/tools provided to participants

Employee coaching

V

Training

Z

Consulting

Z

Coaching

Overview

This coaching format can be completely personalized based on the needs of the employee being coached. It is intended for people who can have trouble meeting their objectives due to poor work organization, self-discipline, management of their time, priorities, tasks, etc. It can also apply to people who have recently taken on new roles, such as a service director, executive director of an organization, etc.

Topics covered

  • Managing time and priority
  • Getting organized at work
  • Improving internal processes
  • Managing HR
  • Managing employees’ tasks
  • Managing performance

Retention

Ensure employee retention through a professional welcome, integration process, and training.

Skills

Transfer relevant knowledge for skilled, efficient teams.

Z

Tasks

Apply concrete methods to follow-up on employees’ tasks.

Performance

Be sure you have relevant evaluation tools to maintain your organization’s performance.