HR Template C
Transcript: Core Change Management Consulting, Inc Place your logo here HR RFQ 12512 Introduction Our team Approach Objective The objective of the project is to perform an organizational review of human resources for the purpose of identifying improvement opportunities across all areas include HRIS, HR policies, practices, compliance reporting and procedures, staff and strategic plans DCCCD HR Review Framework Competencies Example: HR Function Maturity Assessment Solution Solution Phase 1: Conception & Initiation Phase 3: Launch Phase 4: Performance Phase 5: Project Closeout Phase 2: Definition & Planning CCMC will do a discovery session to gain greater understanding of needs, further share the approach, and explain the benefits of additional services. With District’s approval the scope statement will be finalized. With the definition of scope, we will complete the contracting process and update the project plan accordingly. The project plan will be updated based on the defined scope, DCCCD will sign off on the timeline and the Launch Phase kickoff will be scheduled. We will establish the project status reporting, risk/issue tracking and the project Key Performance Indicators (KPIs) to display progress. Gain a foundation of DCCCD HR. 1) HR and talent org - structure, headcount, staff demographics, resumes, job descriptions, last two performance reviews, discipline history (if any) 2) HR policies 3) District HR procedures , 4) District-defined HR process maps, 5) current DCCCD people-performance metrics: description, source of measure, performance by college, discipline/program, and overall District, 6) HR mission/purpose statement 7) District HR strategy/strategic plan, other documents related to each of the 13 functions specified as in scope 8) college comparison metrics (# students, faculty, staff, programs/disciplines (complexity), financial performance, enrollment trends, student success. We will also complete all applications/systems review and meet with IT to understand utilization and identify any out-of-the-box reports. Through initial interviews with District executives, college Presidents (7) and HR Directors (7), we will gain an understanding of their perspective of HR services. To complete the phase, we will do a report out of initial findings for each of the 13 functions. COLLEGE REVIEW For each college, the President and HR Executive Director will kickoff the project at the campus. We will conduct role interviews with college HR staff and review the following: ● College Strategy and Master Plans, ● OD review, ● Employee Relations Review, ● HRIS, stats and reporting Review, ● HR policies and procedures, ● Diversity & Inclusion, ● Equity & Fairness Review, ● Onboarding, Orientation, Training & Development, ● OCC Health, Safety & Wellness Review, ● Compensation and Benefits Review, ● Recruitment & Selection Review, ● Job Analysis Review and ● Performance Management Review. We will conduct an online HR functional 360 which will include HR staff, leadership and services. ANALYSIS We will create the gap analysis by function and by college by assessing the HR organization against a maturity model and SHRM competency model. REPORT After the completion of the report, we will report out the current state, gaps and findings at District level. For the project closeout, we will conduct a lessons learned and identification of next steps to support the focus of continuous improvement in the HR organization at DCCCD. Project Plan Methodology Methodology Roadmap to Results Solution that matches goal Overall Journey Roadmap 360 Review Final Report and Lessons Learned Roadmap to Results Phase 1: Conception & Initiation Phase 3: Launch Phase 4: Performance Phase 5: Project Closeout Phase 2: Definition & Planning CCMC will do a discovery session to gain greater understanding of needs, further share the approach, and explain the benefits of additional services. With District’s approval the scope statement will be finalized. With the definition of scope, we will complete the contracting process and update the project plan accordingly. The project plan will be updated based on the defined scope, DCCCD will sign off on the timeline and the Launch Phase kickoff will be scheduled. We will establish the project status reporting, risk/issue tracking and the project Key Performance Indicators (KPIs) to display progress. Gain a foundation of DCCCD HR. Using focus groups, desk reviews, surveys, and additional measures defined in scope We will also complete all applications/systems review and meet with IT to understand utilization and identify any out-of-the-box reports. Through initial interviews with District executives, college Presidents (7) and HR Directors (7), we will gain an understanding of their perspective of HR services. To complete the phase, we will do a report out of initial findings for each of the 13 functions. COLLEGE REVIEW For each college, the President and HR Executive Director will kickoff the project at the campus.
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