First 60 days...

[Dai Capp]

I've got a final interview on Friday for a job I'm really keen to secure and I've got to do a presentation on what I'd do in my first 60 days in the role. The role is HR Manager and in reality I know what it will be like but that doesn't really work in presentation format!

So, what would you guys look to include and what would you be looking for from an HR person in their first 60 days.

Any thoughts would be appreciated...

Cheers

DC

[matt28]

I would tailor it to the company. Presumably as it's a final interview, you'll have had at least one formal interview and would have asked them questions like "what are the challenges the company faces" / "what would be considered a success for someone in this role" / "what are you hoping to achieve by hiring this role" etc. So you should be well-placed to know what they're looking for.

So I would base the presentation around what processes/procedures you would bring in to improve things. But it needs to be tailored... for instance, there's no point in explaining all about your super new performance management policy if they have no problems in that area.

[c8bof]

Interesting topic I read an article in PM earlier this week (another HR bod here) about the performance of new managers in post - all managers, rather than just HR managers, but the same principles would still apply.

The general recommendation was to get to know the company and employees and become aware of current business issues, rather than jumping in head first and changing things. Get to know the culture and 'how things work around here', so to speak, with a view to being able to make recommendations at the end of the 60 days of things that could be changed for the better.

I think I'd be working along the lines of:

Meet the managers - find out what they do and what staff issues they have;
Meet the management team - find out the current and up-coming business issues;
Find out what the company expects of you - purely transactional HR or are you moving towards an OD focus? Any quick wins that could be resolved?
Become aware of your policies and procedures and find out how they are working in practice - could any thing be made to work better?;
Start to prioritise.

First 60 days is still the induction period so I wouldn't be expecting massive change within that time-scale.

Good luck with the interview!

[Dai Capp]

c8bof said:

Interesting topic I read an article in PM earlier this week (another HR bod here) about the performance of new managers in post - all managers, rather than just HR managers, but the same principles would still apply.

The general recommendation was to get to know the company and employees and become aware of current business issues, rather than jumping in head first and changing things. Get to know the culture and 'how things work around here', so to speak, with a view to being able to make recommendations at the end of the 60 days of things that could be changed for the better.

I think I'd be working along the lines of:

Meet the managers - find out what they do and what staff issues they have;
Meet the management team - find out the current and up-coming business issues;
Find out what the company expects of you - purely transactional HR or are you moving towards an OD focus? Any quick wins that could be resolved?
Become aware of your policies and procedures and find out how they are working in practice - could any thing be made to work better?;
Start to prioritise.

First 60 days is still the induction period so I wouldn't be expecting massive change within that time-scale.

Good luck with the interview!

Have you read my presentation

It's good to hear other people thinking along the same lines - shows I'm not miles off! What area of HR are you you in, generalist or a specialism...

DC

[c8bof]

Dai Capp said:

Have you read my presentation

It's good to hear other people thinking along the same lines - shows I'm not miles off! What area of HR are you you in, generalist or a specialism...

DC

Phew! Suddenly I don't feel quite so daft - I wrote the above, clicked Submit, then looked at your profile and did a complete facepalm - *OD Officer tries to teach Head of HR to suck eggs scenario*

Currently generalist HR, working under an OD guise and looking for a move to manager level.

[Dai Capp]

c8bof said:

Phew! Suddenly I don't feel quite so daft - I wrote the above, clicked Submit, then looked at your profile and did a complete facepalm - *OD Officer tries to teach Head of HR to suck eggs scenario*

Currently generalist HR, working under an OD guise and looking for a move to manager level.

It's all about the wisdom of crowds - everyone has a valid input...

OD and comms are my core areas - love them. Business Partner in them and you're laughing...

All the best

DC

[edc]

Given the business climate most are in and depending on the nature of your business I would look at some of:
- efficiency savings, reduction of overhead costs
- maximising productivity/performance
- start at home by reviewing all of the costs and suppliers into HR function including agency fee rates
- maximising benefit of/impact of associated salary benefits
- cost neutral ways to increase job satisfaction and employee engagement