HR1101

1. Recruit talent

a. Know the right sources (e.g. newspaper, online, referral, campus)

• Should always maintain candidate database

• Should not look for over-qualified (besides under-qualified, of course) candidates

• Have backup for important roles. Have the list of potential employee (to be promoted) as well, potential doesn't mean "best performance" but "good performance + be able to perform at higher role"

b. Have the right recruitment process

• HR is the process owner, not the approval/decision maker

• Need to ensure transparency and keep the record of the process

2. Retain talent

a. For new-hire

• New-hire checklist (what to do on the first day, first week, first quarter... )

• Warm welcome, first impression is very important --> make people feel like they're valued by the company

• Detailed on-boarding plan with progress follow-up from HR

b. For regular employee

• Training based on employee strength and weakness, with input by direct manager

• Corporate training (e.g. business etiquette, effective presentation... ) and functional training

c. C&B

• Benchmark with other companies in the same field

• Employee survey

• Make the total package compelling enough (e.g. if we can't pay very high, need to have training/company brand name as a compensate and vice versa)

• Ranking/rating. Make sure the process to be transparent and easy to understand for employees (meaning they know how they are rated and what they will get for doing a good job)

• Fixed schedule for salary payment

d. Exit interview:

• Need to learn the root-cause (e.g. persuade personal interest is not a root-cause, "low C&B" or "bad manager" is)