Human Capital Corner Stones

Overview

The Human Capital Corner Stones © is an integrated framework that simply connects the most fundamental and sequential parts together achieving congruence and integration. By applying the same concept on any business entity, there should be a corner stone for marketing, finance, production, human resources, etc. If these corner stones were laid out in a way that is relevant to doing a certain business, then whatever is built upon will make all business activities significant for achieving the business goals. According to this perspective, BLINE designed its Human Capital Corner Stones © on which any organization can build its business to achieve both relevance and significance firsthand.

Corner Stones

By applying the same concept on the business entities, there should be a corner stone for marketing, finance, production, human resources, etc. If these corner stones were laid out in a way that is relevant to doing a certain business, then whatever is built upon will make all business activities significant for achieving the business goals. According to this perspective, BLINE designed its HR Corner Stones © on which any organization can build its business to achieve both relevance and significance firsthand. The HR Corner Stones © is an integrated framework that simply connects the most fundamental and sequential parts together achieving congruence and integration among the following:

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Values

  • Improve the decision-making processes.
  • Educate clients and potential customers about what the company is about and clarify the identity of the company.
  • Are primary recruiting and retention tools.
  • Facilitate behavior change.
  • Act as the heart of the corporate culture.
  • Act as a workplace game changer.
  • Lead to the growth of whole the person.
  • Lead to greater onboarding success.
  • Improve engagement.
  • Increase self-awareness.

Competencies Framework

  • Ensures that organization-funded training and professional development activities are cost-effective, goal-oriented and productive.
  • Enables employees to achieve a high level of competence in an efficient manner
    Records the employee’s acquisition of the skills, knowledge, safety and other procedures relating to each task.
  • Reduces cost overruns caused by poor performance or miscommunication of job expectations.
  • Improves communication between employee and management.
  • Increases internal employee mobility, providing the organization with greater ability scale and flex as needed.
  • Establishes a framework for constructive feedback by management at scheduled training and performance appraisal intervals.
  • Clarifies job standards for performance appraisals.
  • Outlines employee development and promotional paths within the organization.
  • Sets clear performance expectations for employees, enabling them to make better decisions and work more effectively.
  • Gives employees insight into the overall strategy of their team, department, and organization, leading to greater engagement and motivation.
  • Enables employees to be more proactive beyond their individual roles, by learning additional competencies that are valued by the organization.
  • Provides clear direction for learning new job skills.
  • Offers a reference resource for day-to-day requirements.
  • Increases the potential for job satisfaction.
  • Provides a mechanism for the recognition of employees’ abilities.
  • Ensures that individual professional development and training milestones are recorded and acknowledged by the organization.
  • Enables employees to achieve a high level of competence in an efficient manner.
  • Records the employee’s acquisition of the skills, knowledge, safety and other procedures relating to each task.

Job Analysis

  • Provides First Hand Job-Related Information.
  • Helps in Creating Right Job-Employee Fit.
  • Helps in Establishing Effective Hiring Practices.
  • Guides through Performance Evaluation and Appraisal Processes.
  • Helps in Analyzing Training & Development Needs.
  • Helps in Deciding Compensation Package for a Specific Job.

Job Description

  • Helps writing job ads and interview questions.
  • Develops new employee orientation.
  • Creates training and development specific to the needs of the job.
  • Determines compensation and other rewards.
  • Manages performance.

Job Evaluation

  • Reduces inequalities in salary structure.
  • Optimizes specialization.
  • Helps in selection of employees.
  • Creates Harmonious relationship between employees and manager.
  • Maintains standardization.
  • Determines the relative value of new jobs.

Grading Structure

  • Ensures equal pay.
  • Avoids discrimination.
  • Creates performance-based system.
  • Simplifies pay decisions.

Pay Scale

  • Gives the company a system to pay employees consistently.
  • Gives the company an opportunity to offer a little more money to get an employee with a stronger background.
  • Budgets effectively the labor costs.
  • Gives companies a better ability to compare with competing organizations.

Pay Structure

  • Provides a salary range to narrow your audience instead of offer a flat rate.
  • Saves the time spent in screening out the candidates that the company cannot afford their pay.
  • Limits the bargaining power of candidates in discussing their packages.
  • Increases the level of pay transparency.

Organization Structure

  • Facilitates attainment of objectives through proper coordination of all activities.
  • Keeps the conflicts between individuals over jurisdiction to a minimum.
  • Eliminates overlapping and duplication of work.
  • Decreases likelihood of “runarounds”.
  • Facilitates promotions of personnel.
  • Aids in wage and salary administration.
  • Makes communication is easier at all levels of organizational hierarchy.
  • Provides a sound basis for effective planning.
  • Results in increased cooperation and a sense of pride among members of the organization.
  • Encourages creativity.
  • Shows clear reporting structure.
  • Helps new employees.
  • Helps to manage workload.
  • Makes planning easier.

Compensation Policies

  • Establishes a sound base for creating job offers professionally.
  • Sets employees’ expectations realistically and clearly.
  • Defines what the company expects from its employees.
  • Clarifies intricate issues that directly affect employees’ careers.
  • Provides timely maintenance to company’s systems.
  • Regulates and unifies company’s stand concerning sensitive labor issues.
  • Keeps employees fairly and competitively compensated.
  • Promotes and protects employees’ perception for distributive and procedural justice.
  • Links employees’ performance with organizational objectives.
  • Rewards and recognize employees’ performance.
  • Increases employees’ retention and commitment to the organization.

Benefits Policies

  • Increases employees’ rational and emotional engagement.
  • Develops employees’ skills.
  • Provides employees with fair treatment.
  • Encourages employees to exert more efforts.
  • Strengthens the bond between the organization from one side and the employees and their families from another side.
  • Supports employees when they are in need.
  • Plays a significant part in the “Employee Value Proposition” theme.
  • Increases employees’ intention to stay.
  • Keeps the workforce as stable as possible.
  • Decreases employment turnover.
  • Keeps workforce healthy, happy, and satisfied.
  • Eliminates symptoms of absenteeism, malingering, and tardiness.
  • Increases organizational attractiveness for talent across targeted segments.
  • Cares for employees’ spiritual needs.

Employee Handbook

  • Proves that the employer’s policies are consistent with current employment laws and as evidence of the company’s legitimate employment practices.
  • Sets and meets employee expectations.
  • Gets employees to behave in a certain way.
  • Treats employees consistently.
  • “Sells” the benefits the company offers.
  • Helps to enforce company policies and gives the employer a basis for employee performance and conduct counseling.
  • Gives employees a sense of being a part of something larger.
  • Keeps everyone informed about the rules of the workplace.
  • Orients employees to the company’s business and values.
  • Allows the employer to etch out certain rights it would not otherwise have in dealing with employees and to make certain disclaimers regarding the
  • Defines the legal relationship between the employer and the employee.
  • Serves as a reference guide for both the employee and the employer, thereby eliminating common misunderstandings and unreasonable employment expectations.
  • Informs employees about benefits.
  • Summarizes procedures for taking medical leave and requesting accommodation.
  • Includes policies against sexual harassment and other forms of discrimination.
  • States the employer’s rules and standards.
  • Acts as a communication tool in which the employer may state employment expectations and consequences for not meeting those expectations.
  • Defines the employment relationship.