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BUS3140

BUS3140. Lecture 4. Agenda. Employees Describe the process of recruiting, including experienced professionals, coop students, salaried vs. contract, partnerships with colleges and universities, especially applied research at colleges

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BUS3140

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  1. BUS3140 Lecture 4

  2. Agenda • Employees • Describe the process of recruiting, including experienced professionals, coop students, salaried vs. contract, partnerships with colleges and universities, especially applied research at colleges • Describe options for Organizational Structure within the business and explain different roles in a new organization • Describe the importance of people management and explain strategies for conflict management • Discuss issues around culture / governance / advisory committees

  3. Employees - the Recruiting process • Do your homework first • Policies – vacation, stat holiday coverage, sick time, etc (you’ll want help for this) • Get Business Number from CRA and set up a Payroll Deductions Account • Benefits program (& perks/incentives/profit sharing?) • Job description + salary range, ideas/plans for employee progression • Place to site, equipment to use, tools to be awesome! http://www.cfib-fcei.ca/cfib-documents/DIN0832.pdf

  4. Employees - the Recruiting process • Recruit the candidate • Recruitment services PRO: they are pros, they can do the leg work for you CON: they are expensive • Internet (careers pages, monster.ca, , linkedIn.com, etc) PRO: recruit candidates from a large/broad market, time/money savings CON: requires flexibility • Others – Job Fair, Trade Journal , School Recruiting PRO: getting in front of motivated prospects CON: may be hit or miss

  5. Employees - the Recruiting process • Orientation and training • Get offer letter signed! • Do the paperwork – SIN, Personal Tax Credit Forms, Insurance • Create an Orientation checklist: • Tour the environment • Describe admin processes (and where to get supplies, etc) • Set up their environment • Review their initial work projects and deliverables

  6. Employees – types of employees • experienced professionals, • coop students, • salaried vs. contract, • partnerships with colleges and universities, especially applied research at colleges • Break out into 4 groups and think about how and why you would recruit or use the 4 groups above. After a few minutes we will discuss each.

  7. Employees – benefits to being a small business • Timing – often in a down market, small businesses pop up (look at our situation with RIM) • Jack of all Trades • Direct relationship with outcome • Direct influence on policies and company direction • Personal relationships • Flexibility

  8. Employees – org structure • Who reports to who? • Traditional tree structure • Geographic structure (America, EU, Africa, AP) • Product based structure (iPhone, IMac, Ipod) • Customer/Market structure (Consumer Products, Gov’t, Commercial) • Matrix Org • Strategic Business Units (each unit is set up like separate companies, with full profit and loss responsibility invested in the top management of the unit) • Small Business: either functional (dev, admin, IT, etc) or product based • Will you stay tech or handle business side?

  9. Employees – people management • Skills to have • Communication • Direct and personal contact (walk over and talk) • Give clear work instructions • Be tactful and have empathy • Make/take the time • Listen more! • Ability to train • Delegate • Motivate • Provide fair/accurate feedback • Be consistent

  10. Employees – conflict management • Conflict is a fact of life, not only in the workplace but in personal life. Conflict often happens between people of differing opinions or as a result of different objectives. • Conflict is not necessarily a bad thing; it can help initiate change in organizations and in people; and it can lead to personal and professional growth. It is important to have an understanding of that conflict perspective. • Managing conflict through effective conflict management strategies and conflict resolution strategies will maximize the positive and minimize the negative aspects of conflict. • HOW? • Focus on the problem, not the people • negotiation, compromise, and accommodation • (management, not elimination of conflict)

  11. Employees – advisory/governance committees • You don’t need to navigate unfamiliar waters alone. Put together a good board of advisers, and you’ll create a powerful asset that can make a huge difference when you need to get objective advice, scout the marketplace, gauge future trends, seek new strategic positions, have introductions made or build repeat customers. • Unlike corporate boards, advisory boards have no fiduciary responsibility and their advice is non-binding. Some are hands-on, meeting monthly or more, even getting involved in the daily grind • Their primary purpose: advise, evaluate and play devil’s advocate

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