Presenters. List of Services. HR Counseling and Training

Transcription

1 Fall Conference / September 24-26, 2017

2 Presenters Victor O. Cardwell Principal and Chair Labor and Employment Practice P: (540) King F. Tower Of Counsel Labor and Employment Practice P: (540) List of Services HR Counseling and Training Employment Litigation Defense Labor/Management Relations ERISA/Employee Benefits Litigation Unfair Competition Occupational Safety and Health Workers Compensation Business Immigration

3 Five Offices. Global Reach.

4 By the Numbers

5 Agenda Strategic Alignment, Business Competencies, Innovation and Measurement Goals and Objectives Strategies & Tactics Execution Metrics

6 Goals & Objectives

7 Va. Business: 62 Companies Best Places to Work 2017

8 Some Va. Business Best Companies

9 STRATEGIES & TACTICS Fall Conference / September 24-26, 2017

10 Strategies & Tactics Critical Business Strategies Analyze Workforce & Planning Assess Organizational Capability Assess Organizational Development & Structure

11 Strategies & Tactics Analyze Workforce & Planning Business plan & strategic goals Current workforce competencies meeting goals? Talent assessment of EEs Analyze outside labor market Local Regional National

12 Strategies & Tactics Analyze Workforce & Planning Identify gap b/w capabilities & needs Talent acquisition strategy based on organization s place in business climate Top job sectors now: Healthcare Technology, R&D Construction

13 Strategies & Tactics Assess Organization s Capabilities What makes you attractive to EEs? What makes you attractive to candidates? How do you motivate and train your EEs? Consider a SWOT analysis Helps define your competitive advantage

14 Strategies & Tactics SWOT Analysis Favorable Unfavorable

15 Strategies & Tactics SWOT Analysis STRENGTHS: What are your strengths? What do you do better than others? What unique capabilities & resources do you possess? What do others perceive as your strengths? WEAKNESSES: What are your weaknesses? What do your competitors do better than you? What can you do to improve your current situation? What do others perceive as your weaknesses?

16 Strategies & Tactics SWOT Analysis OPPORTUNITIES: What trends or conditions may positively impact you? What opportunities are available to you? THREATS What trends or conditions may negatively impact you? What are your competitors doing that may impact you? Do you have solid financial support? What impact do your weaknesses have on the threats to you?

17 Strategies & Tactics Assess Structure Leaders are responsible for: Setting tone Delegating Inspiring Knowing best approach to: Cultural differences Language barriers Different education levels Personality traits One size doesn t fit all

18 Strategies & Tactics Assess Structure Operations Managers are responsible for creating: Corporate values Performance management system A culture of appreciation and inclusion

19 Strategies & Tactics Asses Structure HR Managers:

20 EXECUTION Fall Conference / September 24-26, 2017

21 Federal Statues: Execution Employment Law 101 Title VII ADA ADEA GINA USERRA ERISA FLSA FMLA IRCA FCRA

22 Federal Statues: Execution Employment Law 101 Law Title VII ADA What it does Prohibits discriminating sex, race, color, national origin, and religion Prohibits discrimination based on a disability ADEA Prohibits age discrimination over 40 GINA USERRA ERISA FLSA FMLA IRCA FCRA Prohibits use of genetic information in making decisions Protects jobs of individuals who voluntarily or involuntarily leave employment for military service or certain types of service in the National Disaster Medical System Sets minimum standards for most voluntarily established pension and health plans in private industry to provide protection for individuals in these plans Sets minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in federal, state, and local governments Provides certain employees with up to 12 weeks of unpaid, job-protected leave per year; also requires group health benefits be maintained during the leave Regulates employment of foreign workers Regulates how consumer reporting agencies use your information.

23 Execution Motivate What attracts candidates and motivates EEs? Training & development Career opportunities Immediate management Performance management Communication Equal opportunity & fair treatment

24 Execution Motivate What attracts candidates and motivates EEs? Pay & benefits Health & safety Cooperation Family friendliness Job satisfaction

25 Execution Innovate Focus on key roles Differing levels of responsibilities Some are pivotal Teach feedback and coaching in a way that motivates Automate measurement tools Performance evals Competency models Improved outcomes when people know roles and what s expected Does current talent meet corporate goals?

26 Execution Communicate Employment Brand Channels: College relations Affinity/networking groups Referral programs Direct talent scouting Open houses, career fairs Social media/internet

27 Execution Fill the Talent Gap Source Attract Screen Interview - Legal Hire Onboard Retain

28 Execution Culture of Diversity and Inclusion What is diversity? You tell me.

29 Execution What is Diversity? According to Dictionary.com di ver si ty/[dih-vur-si-tee] the state or fact of being diverse; difference; unlikeness; diversity of opinion variety, multiformity a point of difference

30 Execution What is Diversity? The collective mixtures of differences and similarities wherever you might find them. (Dr. Roosevelt Thomas)

31 Execution How Do We Recognize Diversity? US Demographics Census data Race Origin/Ethnicity Male/Female Age Other ways Look around Listen Habits Religion

32 U.S. Race & Ethnicity Combined: 2010 Execution US Population 2010: 308,785,105 US Population 2015 est: 321,418,820

33 Virginia Race & Ethnicity Combined: 2015 Execution U.S. Census Estimate

34 Execution Diversity Objectives Maximizing varying talent Cultural differences Age Race Religion National Origin Education HR s job: Create a work environment where the sum is greater than the parts

35 Execution Diversity Objectives Improved Communications Decreased Liability Greater Intelligence/Marketing Gathering Capacity Better Inter-Department Communications Higher Morale and Job Satisfaction Enhanced Recruitment and Retention Community Involvement

36 Measurement Metrics Why Measure? Aligns leadership team for cohesion Provides baseline for improvement Evaluates systems, processes, and people Sets next/new goals

37 Measurement Metrics Why Measure? Retention of talent Market share Employee surveys

38 Key Takeaway Today, the failure to merge your business goals, and your talent force and to exercise intercultural sensitivity and recognize the value of ALL is not simply bad business or bad morality it is self-destructive.

39 Thank you! Victor O. Cardwell Principal and Chair Labor and Employment Practice P: (540) King F. Tower Of Counsel Labor and Employment Practice P: (540)