Your first 90 days as a head of HR
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This slide describe the differents tasks you will manage in your first 3 months as a new head of HR and some mistakes you should avoid
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Your first 90 days as a head of HR
- 1. YOUR FIRST 90 DAYS AS HEAD OF HR The employee-driven performance solution www.happierco.com
- 2. The Human Ressources Director Job The employee-driven performance solution www.happierco.com A good HR director should be able to administer, mobilize, and develop the human resources involved in an organization for greater efficiency and effectiveness.
- 3. The employee-driven performance solution www.happierco.com RESPONSIBILITIES •Flexibility in the planning of jobs and resources •A demanding recruitment procedure •A powerful internal management system •Consultation and permanent negotiation
- 4. The employee-driven performance solution www.happierco.com ACTIVITIES AND SCOPE •Performance management and improvement systems •Employee safety, welfare, wellness, and health •Recruiting and staffing •Organizational and space planning •Employee orientation, development, and training
- 5. •Develop your credibility early •Get to know the business •Get a general map of human resources activities •Set up your priorities strategically Practical tips for a successful 90 first days at a new work The employee-driven performance solution www.happierco.com
- 6. •Have a great team •Build relationships and get a mentor •Develop an action plan Practical tips for a successful 90 first days at a new work The employee-driven performance solution www.happierco.com
- 7. •Not adapt to the culture of the company •Isolate oneself to the rest •Be too presumptuous and pretentious •Keep an underperforming team Some mistakes to avoid The employee-driven performance solution www.happierco.com
- 8. The employee-driven performance solution www.happierco.com " In my opinion, an HR Director shoud absorb as much as they can and; Understatnd the business, the culture, build relationships, know your employees, understand the alignment of policies and procedures to the company’s goals and culture, identify strength and opportunities in the organization and the department, review any employee surveys, if any, and identity key focus areas to add value.” Cris Nevins
- 9. www.happierco.com support@happierco.com happierco @happierco The employee-driven performance solution management