1. Recruitment
1.1. 1. Job vacancies
1.1.1. 1.1 Company's needs
1.1.1.1. 1.1.1 Meeting between BOD and Team Leaders => Job vacancies
1.1.1.2. 1.1.2. Meeting between BOD and HRM => take action
1.1.2. 1.2 Building JD
1.1.2.1. 2.1.1 Meeting between HRM and Team leaders to understand the position and have the JD done => There's a folder for all JDs
1.2. 2. Job Ads
1.2.1. 2.1 Design the JD
1.2.1.1. 2.1.1 HRM - to works with Design team to have the JD designed
1.2.1.2. 2.1.2. Have the JD checked and approved by the BOD
1.2.2. 2.2 Release the Job ads
1.2.2.1. Through: WCC website, Linked in, FB, other recruiment sites => work with Strategic Planning team
1.3. 3. Database (all will go into 1 follder)
1.3.1. 3.1 From Applications through Job Ads
1.3.2. 3.2 From HR team: hunt, sourcing
1.3.3. 3.3 From internal refreral
1.3.3.1. In the future, company should think about the commission/award for the employee who refers the Successful Candidate (CDD)
1.4. 4. Short list
1.4.1. HR team (after cold calls) to send the short list to the BOD for the list of interview
1.5. 5. 1st interview
1.5.1. HR team to set up the meeting betwen the company (HR and Leaders) and the CDD, have the following up mail after the interview
1.6. 6. Final Interview
1.6.1. HR team to set up the meeting between the company (BOD and Leaders) and the CDD, have the following up mail after the interview
1.7. 7. Selected list - Job offer
1.7.1. 7.1 BOD and Leaders : to have meeting to choose the successful CDD
1.7.2. 7.2 HR team to send the OL to the CDD and discuss with the about the start date and documents to prepare
1.8. 8. On board
1.8.1. 8.1 Induction plan: This leads to Training and Development
1.8.2. 8.2 Welcome kit - to be sent on the 1st day at work of the New staff
1.9. 9. Performance review/Appraisal
1.9.1. 9.1. After probation: HR team to set up meeting between the BOD and the staffs. =>There's a folder for these documents
1.9.2. 9.2 6 months review: HR team to set up meeting between the BOD and the staffs. =>There's folder for the documents
1.9.3. 9.3 Yearly Review: HR team to set up meeting between the BOD and the staffs. =>There's folder for the documents
1.10. 10. Contract Termination
1.10.1. 10.1 Meeting between BOD and HRM to discuss about the leaving employees
1.10.1.1. 10.1 For employee who resign: HR team work with the employee to complete the leaving process - This leads to Accouting team for C&B and final payroll. There's a folder for all the forms that the employees can read and take action
1.10.1.2. 10.2 For employee that being terminated by the Company
1.10.1.2.1. 10.2.1. Contract End: BOD - to have meeting with the employee 30-45 days before the ending date
1.10.1.2.2. 10.2.2 Dismiss the employee: BOD - to have 1st meeting with the employee to warn for the mistakes, failures that the employees had made. After the meeting, if the employees still make mistake => company announce the dismission 30-45days before the leaving date
1.10.2. 10.2 Exit Interview
1.10.2.1. HR team to have the exit interview with the leaving employees => Have folder to keep these kind of document
2. Employee Engagement
2.1. 1. Company's events:
2.1.1. HR team to build freqent activities for the company to build the connections among the members and between the team members to the company
2.1.2. Events for reference:
2.1.2.1. Company trip Happy Friday Quarterly outing activities Inspired Day Others...
2.2. 2. Social events
2.2.1. Fun run charity => Chances to meet new clients
2.2.2. Marathon event => to have a good health, build connections, also chances to meet new clients
2.3. 3. Sharing days/meetings
2.3.1. This is to build business commitment to employee engagement
2.3.2. Types of sharing for reference:
2.3.2.1. Encourage knowledge sharing in a creative way Show the employees the money, how the company runs, what is its situation Encourage and provide learning opportunities => This leads to Training and Development Let the staffs create their own onboarding experience
2.4. 4. Create Company's own internal magazine/newsletter and welcome all the members to build the content
2.4.1. this might lead to the Employer Branding
2.5. 5. Building Company cultural
2.5.1. This also leads to employer branding
3. Payroll - C&B
3.1. 1. Payroll
3.1.1. 1.1 HR team to have the working time checked and approved by the BOD
3.1.2. 1.2 HR team monthly send the working time to Accounting team for the calculation
3.2. 2. C&B
3.2.1. 2.1 HR team to work closely with Accounting team for New commers and Leavers for C&B process
3.2.2. 2.2 HR Team to work closely with accounting team for others insurance issue: pregnancy, sick leave
4. Training and Development
4.1. 1. Onboard training
4.1.1. 1.1 HR team to send out the email, introducing the new employee
4.1.2. 1.2 HR team to have the 1st day introducing the newbie to know about the org chart, get to know each team and team members
4.1.3. 1.3 Induction Plan: HR team to set up meeting between New employee and leaders/colleagues who will work closely with him/her. => this will leads to the folders that keep all the documents that the new employees should learn within the 1st week
4.2. 2. On job training
4.2.1. HR team to work with team leaders to find out which courses the new employees should learn. Or the team leaders can set up training class for the new employees
4.3. 3. Courses
4.3.1. HR team to search the courses for all the teams (including HR team) to attend => Submit to the BOD for the approval
4.3.2. Training Programmesc for reference:
4.3.2.1. Technical Training Quality Training Skills Training Soft Skills Professional Training Team Training
5. Employer Branding (for Talent Acquisition)
5.1. HR team to work closely with Strategic Planning Manager and Creative Director for the actions
5.1.1. Interview video with the staffs
5.1.2. Video about daily life at the agency
5.1.3. Other activities relating to Employer branding