1. HR Generalist Approach
Presentation addressing possible approach needed to establish HR Generalist role in Newton AVG location. Approach is designed to cover Newton and East Coast business units. Please not approach focuses on three main areas for first 90 days but is not limited to these areas and can be modified as needed.
Presentation by:
Shawnna Burchfield as requested by AVG HR Management

2. AVG HR Generalist VISIONS AND TARGETS - FIRST 90 DAYS
AVG Goal
Establish smoothly operating, highly responsive Human Capital Departments
First two weeks – Train with upper HR Management
Scope out the HR Role
Grasp Key HR Responsibilities
Observe AVG Atmosphere and Begin Building Working Relationships Within East Coast Locations
Next two-four weeks – Set the Stage
Work as a Strategist not just an Administrator
Implement an HR program that responds to the needs and resources of AVG
Develop AVG Employees
Perform Training Needs Assessment
Create a Healthy Culture (vision of the ideal environment)
Develop a strategic staffing plan
Design a Workforce Plan
Next two-four weeks – Implement and Evaluate Workforce Plan
Launching Workforce Plan
Grasping HR Responsibilites
Developing AVG Emplyees

3. AVG VISIONS AND TARGETS – HOW TO REACH GOALS Staffing
Strategically determining, recruiting, and hiring staff members
Day to Day HR Responsibilities
Payroll and Benefits Management
Five Main Focus Areas:
Filling staffing gaps
Implementing workplace policies
Increasing retention
Continue development of employees
Completing day-to-day HR responsibilities
Workplace Policies
Orienting staff members on policies and procedures.
Retention
Continually assessing the quality of the workforce and HR programs to encourage individuals to stay with AVG.
Developing Employees
Ensure staff grows in knowledge and experience.

4. AVG VISIONS AND TARGETS – HOW TO REACH GOALS Staffing
Ensure staffing needs are in sync with business needs
Look inside and outside the business to fill open positions
Find the right staffing sources
AVG
Strategic Workforce Planning
Identify workforce goals and objectives
Perform job analysis and revise job descriptions
Develop a Community-based Recruitment and Retention Program
Identify potential community based sources for applicant referrals
Network with various community referral sources
Develop recruitment programs that promote opportunities at AVG
Internet Job Boards
Social-Media
Company Website
Colleges and Universities
Job Fairs
Previous Applicants
Employee Referrals
Vendors and Suppliers
Professional Associations
Utilize Candidate Selection Tools and Screen Applicant
Resumes
Employment Applications
Identify qualified employees inside and outside AVG
Perform Interviews
Select and Hire New Employee

5. AVG VISIONS AND TARGETS – HOW TO REACH GOALS Workplace Policies
Develop and Implement OnBoarding Checklist
Schedule regular staff meetings and coaching clinics
AVG
Implement OnBoarding Checklist to ensure proper orientation and training of employees
View example “Possible AVG Onboarding Checklist”
Schedule Staff Meetings and Coaching Clinics
Identify Organizational Structure
View example “AVG Organizational Chart”
Identify and Discuss any new policies or procedures
Encourage Top-Down and Bottom-Up Communication

6. AVG VISIONS AND TARGETS – HOW TO REACH GOALS Retention
Create a Positive Climate
Resolve Conflict
AVG
Create and Maintain a Positive Climate
Treat Staff Members like winners
Compliment and Recognize positive performance
Provide employees with the opportunity to succeed
Become a coach and encourage employees
Deal with Conflicts Between Others
First
Listen
Ask clarifying questions
Help individual see the other side
Give advise on how to deal with the issue in a mature, professional manner
Encourage them to deal with the other person directly
If problem continues
Meet with all parties involved separately to listen and ask questions
Use DESC with all parties involved
Describe the behavior that is a problem
Express findings
Specify what is needed to resolve conflict
Consequences for not resolving conflict
Seek outside council (i.e. upper HR management)

7. AVG VISIONS AND TARGETS – HOW TO REACH GOALS Developing Employees
Training Materials
Instructional Methods
Program Delivery Mechanisms
Implementation
Evaluation
AVG
Revise Training Materials
Leader Guides
Manuals
Handouts
Determine Instructional Methods
Passive Training – learner listens to and absorbs information
Active Training Methods – learning experience focuses on the learner
Experiential Training Methods – provide experience in real-time situations
Determine Program Delivery Mechanisms by Identifying
What information is to be covered
Who will be attending
Experience level
Availability of technology
Implementation
Where will training take place
Who will be the trainer
When will the training occur
Evaluation
Was the training successful?

8. AVG VISIONS AND TARGETS – HOW TO REACH GOALS
Day to Day HR Responsibilities
Work closely with Finance to ensure timely and accurate semi-monthly payroll processing.
Liaison between employees and benefit broker
AVG
Time Management is Key
Functions include but not limited to recruitment, hiring, retention, recommending policies and procedures, professional development and training, compliance, performance and evaluation, benefits planning and administration, benefits claims resolution, and payroll.
Priority functions will be recruitment, payroll, and benefits management

9. ADDIE VISIONS AND TARGETS Analysis Evaluation Design Implementtion
Instructional Design
Five elements used to develop training programs
ADDIE
Evaluation
Analysis
Example model to use when identifying training needs.
Design
Implementtion
Development

10. VISION VISIONS AND TARGETS Present Proposal Identify Goal
Training Needs Assessment
Seven steps
VISION
Identify Goal
Present Proposal
Once goal is identified and data is gathered and analyze, if determined not a training problem refer back to manager. If a training problem, continue with the needs assessment.
Evaluate Options
Gather and analyze data
Propose Solutions
Identify Instructinal Goals
Identify Performance Gap

11. AVG VISIONS AND TARGETS Workforce Plan HR Generalist
Goals Attained
within 90 day time frame
AVG
Workforce Plan
HR Generalist
With proper implementation all goals are attainable within 90 days. Necessary adjustments may be needed once hired as HR Generalist.
Developed Employees