Recruiting
Define a Non Employee
Temporary Worker
Fill In For Absent Employee
Markets/Outsource a Service/ Project
Name one thing to do in the first 1-4 weeks PRIOR to start date.
Identify office space and get approvals.
Once an new hire clears pre-employment, call the new hire and communicate logistics.
Assign a Buddy.
What the difference between a developmental goal and a performance goal?
Development is future skillset, performance is current skillset.
Development is KSA-based, performance is results-based.
Development is not rated, performance is rated.
How often should you have a check in conversation?
Quarterly (minimum)
Define Workplace Behavior.
Employee is acting in a way not aligned with company expectations, or is violating stated policy.
-Code of Business Conduct and Ethics
-Company Policy
-Core Values
-Addressed via the formal disciplinary process
Who is the first contact when I need to recruit?
HRBP
Name one thing to do in between the first and the first week.
Introduce new hire to the team.
Add new hire to reoccurring meetings.
Set expectations.
Set up a one-on-one meeting.
What does NORMS in NORMS-based feedback stand for?
N- No Label
O- Objective
R-Reliable
M- Measurable
S-Specific
What reference can employees use to identify leadership courses?
Learning Maps
Define Workplace Performance.
Employee is not meeting the expectations of their role.
-Unable to fulfill job duties
-Poor quality/quantity of work
-Lacks required knowledge/skills
-Informally addressed via coaching, behavior-based feedback, etc.
-Formally addressed via the Performance Improvement Plan (PIP) process
How many days do we have to post a position (internally or externally)
Seven
Name one thing to do in the first 30 days.
Encourage employee to complete Employee Profile.
Establish performance goals and development activities.
Continue to introduce new hire to the department and provide networking opportunities.
Give an example of an open- ended question.
Where do you see yourself in 5 years?
Are open ended, but focused on a particular topic. Non-judgmental. What was the significance of the change components to the project?; What are some factors for Talent Inventory that we need to consider when implementing to the business? What might you differently next time when working on project xyz?
This best describes what type of open-end question?
Guiding
"Purpose is to address & correct deficient performance by providing the employee with the opportunity to make immediate and sustained improvement in the areas noted" is the definition of?
Performance Improvement Plan (PIP)
Who creates the new hires compensation package?
Recruiter and HRBP
Who follows up on the new hires performance goals?
Supervisor
Name two things to do when managing a low performer.
•Seek guidance from your HR Business Partner.
•Clearly define the problem in terms of specific behavior and discuss with the employee.
•Determine the steps needed to improve performance.
•Document items as they come up, stick to the facts!
Where would you plot someone with high potential and medium performance?
Ascending Talent
Name the 4 types of disciplinary actions.
-Verbal Counseling
-PIP
-Written Warning
-Termination
Define an Employee.
Employees are appropriate when we are looking to fill a long term position that will take on multiple roles and tasks.
Who completes the 10 follow up with the new hire?
HRBP
Name the two things not to do when managing a poor performer.
•Wait for the year-end review process to address low performance.
•Assume the employee knows that their performance is low.
Where would you plot a valued subject matter expert who has a highly technical background that is only wanting to advance upward in their focus area?
Proven Performer
What disciplinary actions include your HRBP?
-PIP
-Written Warning
-Termination