SMEs number one challenge is talent.; even before finances. Learn how to build a successful human resource program without going broke

1. Human Resources
Human Resources for SMEs
Grooming Enterprise Leaders

2. During this session, you will learn the
tools of :
 Employees Handbooks/Manual
 Recruitment and Selection
 Performance Coaching
 Termination

3. Why Do We Have Employees ?

4. Value Of Staff
Everyday your most important asset leaves the building at 5pm.

5. Human Resource Policies
Employee Manual/Handbook

6. The Importance of HR Policy Manual
 Ensures consistency and equity
 Informs staff of company
expectations and staff obligations
 Avoids misinterpretations
 Avoids serious legal costs

7. Labor Laws http://www.nigeria-law.org/LabourAct.htm
 You should know:
 Employee should receive an offer/employment letter within 90
days of employment
 Employee contract for more than 3 month, the notice for
termination should shall be in writing depending upon the
contract from one week to one month
 Employee should be given a pre-stipulated rest time if working
more than 6 hours with full pay
 Employee working for more than 12 months is entitled to a
minimum of 6 days leave
 Maternity leave for female staff who have worked at least 6
months with a minimum of 50% salary paid

8. Crafting Your Own Policies
 Business in box (http://www.biztree.com)
 SME ToolKit (http://nigeria.smetoolkit.org/)
 SBA (http://www.sba.gov/content/employee-handbooks)

9. Recruitment and Selection

10. When Do You Recruit?

11. Write a Job Description
Job Title
Job Summary
Education
Work Experience
Working Conditions
Salary Range
Benefits

12. Hunt For Talent All The Time

13. Where Do You Look For Talent?
 Recruitment Agency
 On Line Job Boards
 Social Media
 Professional Organizations
 Place of Worship
 Referrals
 Newspaper

14. Interview – Dos and Don’ts
 Do
 Have prepared questions
 Have a list of qualities you are looking for
 Talk less, listen more
 Reply all candidates interviewed
 Don’t
 Conduct the interview alone
 Ask standard questions
 Answer your phone
 Tell the runner-up “No” until you have a firm “Yes”

15. Performance Coaching

16. Coaching For Performance
 People who feel appreciated are more
Benefits positive about themselves and their ability
to contribute.
 People with positive self-esteem are
potentially your best employees.
 People repeat actions and behaviors that are
reinforced

17. Top Motivators For Employees
1.Praise
2. Convenience
3. Fun
4. Money
5. Importance
6. Success
7. Advancement

18. Your Role As Coach
 To help others see the need for change
 To continue to enable and facilitate
success for others
 To build on strengths and neutralize
weaknesses
 To encourage others to stretch and take
calculated risks
 To facilitate growth and develop
competency
 To more closely match intent with
impact when under pressure/stress

19. Coaching Employee Performance
 Build on employee strength
 Identify areas for improvement
 Set specific goals
 Be candid, open and specific
 Clarify likely outcomes of accomplishing or
not accomplishing the plan
 Envision the future –don’t promise what
you can’t guarantee

20. Coaching Employee Poor Performance
Be specific about the behavior
Consider special circumstances
Remember behavior not personality
Allow feedback from the employee

21. Coaching Employee Performance
 Coaching is a process; not an event
 Look for good
 Plan for the next meeting

22. Scenario
 Sam has been an excellent employee since he started
work two years ago. However, in the last few weeks, he
has not been performing up to standards: He has been
late three times. His production goals have been below
standard on many occasions.
 Two of his coworkers have reported that he seems to be
extremely agitated most of the time and in a "very
cranky mood." (You checked this out with some other
employees and found it to be true.)
 Today he was late for the fourth time. You have called
him into your office for a performance counseling
meeting.

23. Terminations

24. Terminating An Employee
 Ask yourself :
 Have I given the employee clear indication of
what is expected from him or her?
 Have I warned the employee in successive and
dated memos which clearly described
degrading performance ?
 Have I had meetings formal and/or informal
to discuss performance concerns with
employee?
 Do I have documentation of a performance
improvement plan?
 Is employee showing any improvement in
their performance area?
 Has employee completed their probationary
period?

25. Preparing For The Termination
Handle the Prepare a letter of
termination, termination to the
promptly employee
Determine the
company property Consider the best
they may be in time for termination
employee’s possession
Organize final salary,
Determine security
benefits or unused
personnel that
holiday pay or
should be alerted
reimbursements

26. Maintaining Dignity In Terminations
 Thank employees for the good they have
done.
 Give the reason for the meeting.
 Advise of the last work day and how to
obtain final salary
 Offer words of encouragement and
confidence in the future career of the
employee

27. Sable Badaki
sbadaki3@yahoo.com
07081378981