Employee Management Framework


We provide a comprehensive approach to Employee Management. The development of policies, procedures (hiring and termination), job descriptions and performance measures must be done within the overall context of the business/organization. Our comprehensive approach is represented below.

Click 1403669890_mouse on a key word and learn more about each term.
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Management Structure Top Management Structure Bottom Performance Termination Processes Hiring Processes Behavioral Intentional Organizational Structure By Default Organizational Structure Organizational Climate Top Organizational Climate Bottom Employee Management Organizational Culture Bottom Organizational Culture Top
Management Structure

A management structure defines the key positions responsible for the management of all departments and functions of the business/organization. The management structure is based upon the size, type and complexity of the business/organization.
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Organizational Culture

The collective behaviors of humans who are a part of an organization combined with; the organization’s values, visions, norms, language, and systems, including beliefs and habits. An organization’s management staff is responsible for developing and maintaining a productive and effective organizational culture.
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By Default (Organizational Culture)

When management does not intentionally create and/or maintain the business/organizational culture, its employee will. A function of Employee Management is to intentionally create and maintain a productive and effective organizational culture for employees to work within.
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Intentional (Organizational Culture)

It is the responsibility of the management staff to create and maintain an organizational culture which supports employees in achieving the mission and goals of the business/organization. The policies, procedures and practices of the Employee Management System provide the framework for creating and maintaining a productive and safe culture in which employees can succeed.
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Organizational Climate

The climate of an organization is a measure of the positivity/negativity and effectiveness of an organization as perceived by its employees, customers/clients and visitors. Climate is variable and can impact both the behaviors and performance of a business’s/organization’s employees.
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Employee Management

The business/organizational system which establishes the policies, procedures and practices for identifying, hiring, training, supervising, disciplining and terminating employees. Employee management is an essential asset management system for every business/organization. Employees are managed two ways: By Behaviors, By Performance.
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Behavioral

Employee Behaviors are managed most commonly by employee policies. Well-defined employee policies establish the expected behaviors or conduct in the workplace. Based upon the size of the business/organization, certain federal and state laws require employers to enact policies to protect employees. Policies must meet both state and federal laws, as well as clearly define the business/organization’s behavioral expectations. An employee’s failure to comply with policies may result in disciplinary action up to and including termination.
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Performance

Employee Performance is best clarified in writing by the individual position (job) description for which and employee is hired to perform. An accompanying performance evaluation measure is used to document the employee’s level of performance for each essential job function of that position. Employees unable to meet the expectations of their position may require additional training, transfer to another position or termination.
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Hiring Processes

A well-defined and implemented hiring process better assures success in employing individuals who will produce the intended outcomes of their position. Hiring is both a science and an art. A well-defined job description defines the skills attributes, status (hourly/salaried), pay range, educational requirements, experience requirements, and working conditions of the position. Well-crafted (and legal) interview questions and activities are essential in determining the best candidate for the position. Following a rule of 80/20 (interviewee-to-interviewer speaking percent during the interview) better assures understanding of the candidates experience and expertise.
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Termination Processes

A business/organization must have a well-defined process for determining why an employee will be terminated. Clear documentation of policy violations and/or poor performance is a critical requirement. How the termination conference is conducted is an important element of the termination process. A best-practice risk management procedure is to include another management level employee to serve as an observer. When a business/organization has no other management employee, VMS, Inc. can provide this service.
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