# Human Resources and People Operations - Processes Backlog

This document contains the prioritized backlog of processes to be implemented for the Human Resources and People Operations specialization. Each process represents a key workflow or methodology commonly used in talent acquisition, performance management, learning and development, compensation, employee relations, and HR analytics.

## Process Categories

1. [Talent Acquisition](#talent-acquisition)
2. [Performance Management](#performance-management)
3. [Learning and Development](#learning-and-development)
4. [Compensation and Benefits](#compensation-and-benefits)
5. [Employee Relations](#employee-relations)
6. [HR Analytics and Workforce Planning](#hr-analytics-and-workforce-planning)
7. [Organizational Development](#organizational-development)

---

## Talent Acquisition

- [ ] **Full-Cycle Recruiting Process** - End-to-end recruiting workflow from requisition approval through sourcing, screening, interviewing, selection, offer negotiation, and acceptance tracking. [Reference](https://www.greenhouse.io/blog/full-cycle-recruiting)

- [ ] **Structured Interview Design** - Design and implementation of standardized interview processes with competency-based questions, scorecards, and interviewer calibration to improve hiring quality and reduce bias. [Reference](https://www.amazon.com/Talent-Makers-Organizations-Structured-Inclusive/dp/1119785286)

- [ ] **Employee Onboarding Program** - Comprehensive new hire integration process covering preboarding, first-day orientation, 30-60-90 day plans, buddy assignments, and onboarding effectiveness measurement. [Reference](https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/new-employee-onboarding-guide.aspx)

- [ ] **Employer Branding Strategy** - Development of employee value proposition (EVP), employer brand messaging, careers site optimization, and social media talent attraction campaigns. [Reference](https://business.linkedin.com/talent-solutions/resources/talent-acquisition/employer-branding)

---

## Performance Management

- [ ] **Goal Setting and OKR Framework** - Implementation of SMART goals or OKR (Objectives and Key Results) cascading from organizational strategy to individual objectives with progress tracking and alignment reviews. [Reference](https://www.betterworks.com/okr-best-practices/)

- [ ] **Performance Review Cycle** - Annual or semi-annual performance evaluation process including self-assessments, manager evaluations, calibration sessions, ratings, and feedback documentation. [Reference](https://lattice.com/library/performance-review-process)

- [ ] **360-Degree Feedback Implementation** - Multi-rater feedback process design and execution gathering input from managers, peers, direct reports, and stakeholders for leadership development and performance insight. [Reference](https://www.ccl.org/articles/leading-effectively-articles/360-degree-feedback/)

- [ ] **Performance Improvement Plan (PIP)** - Structured process for addressing underperformance including documentation, goal setting, support provision, progress monitoring, and outcome determination. [Reference](https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-guides/pages/performance-improvement-plan.aspx)

- [ ] **Continuous Feedback and Check-ins** - Framework for ongoing manager-employee conversations, real-time feedback, and regular one-on-one meetings to replace or supplement annual reviews. [Reference](https://www.15five.com/blog/continuous-performance-management/)

---

## Learning and Development

- [ ] **Training Needs Analysis (TNA)** - Systematic assessment of organizational, team, and individual skill gaps through surveys, performance data analysis, and stakeholder interviews to prioritize learning investments. [Reference](https://www.td.org/insights/how-to-conduct-a-training-needs-assessment)

- [ ] **Learning Management System (LMS) Implementation** - Selection, deployment, and administration of learning technology platforms including content migration, user setup, reporting configuration, and adoption tracking. [Reference](https://www.docebo.com/learning-network/blog/lms-implementation/)

- [ ] **Leadership Development Program** - Design and delivery of structured leadership capability building including assessments, cohort learning, coaching, action learning projects, and progress measurement. [Reference](https://www.ccl.org/articles/leading-effectively-articles/leadership-development-program/)

- [ ] **Succession Planning Process** - Identification of critical roles, assessment of internal talent pipeline, development of high-potential employees, and creation of succession readiness plans. [Reference](https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/practicingsuccessionplanning.aspx)

---

## Compensation and Benefits

- [ ] **Job Evaluation and Leveling** - Systematic process for analyzing job content, establishing job families, determining internal hierarchy, and creating consistent job architecture across the organization. [Reference](https://www.worldatwork.org/resources/toolkits-surveys/job-evaluation-job-pricing)

- [ ] **Salary Benchmarking and Market Pricing** - Compensation competitiveness analysis using survey data, market pricing methodologies, and geographic differentials to establish competitive pay ranges. [Reference](https://www.payscale.com/compensation-today/salary-benchmarking-guide)

- [ ] **Benefits Administration and Enrollment** - Management of employee benefits programs including annual open enrollment, life event processing, vendor coordination, and benefits communication. [Reference](https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managingemployeebenefits.aspx)

- [ ] **Pay Equity Analysis** - Statistical analysis of compensation data to identify and remediate gender, race, and other demographic pay disparities in compliance with equal pay regulations. [Reference](https://www.eeoc.gov/equal-paycompensation-discrimination)

---

## Employee Relations

- [ ] **Grievance Handling Process** - Formal procedure for receiving, investigating, and resolving employee complaints and workplace concerns with documentation, escalation paths, and resolution tracking. [Reference](https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managingemployeegrievances.aspx)

- [ ] **Workplace Investigation Process** - Structured investigation methodology for harassment, discrimination, misconduct, and policy violation complaints including intake, evidence gathering, findings, and corrective action. [Reference](https://www.nolo.com/products/the-essential-guide-to-handling-workplace-harassment-discrimination-hrrs.html)

- [ ] **Employee Exit and Offboarding** - Comprehensive separation process including resignation handling, exit interviews, knowledge transfer, system access termination, and alumni program enrollment. [Reference](https://www.bamboohr.com/blog/employee-offboarding-checklist/)

---

## HR Analytics and Workforce Planning

- [ ] **Workforce Planning and Forecasting** - Strategic workforce analysis including demand forecasting, supply analysis, gap identification, and action planning to ensure right talent at right time. [Reference](https://www.visier.com/blog/workforce-planning/)

- [ ] **Turnover Analysis and Retention Strategy** - Analysis of attrition patterns, exit data, and engagement drivers to identify root causes and develop targeted retention interventions. [Reference](https://www.cultureamp.com/blog/employee-turnover-analysis)

- [ ] **Employee Engagement Survey Process** - Design, administration, and analysis of employee engagement surveys including action planning, communication of results, and progress tracking on improvement initiatives. [Reference](https://www.qualtrics.com/experience-management/employee/employee-engagement-survey/)

---

## Organizational Development

- [ ] **Culture Assessment and Transformation** - Evaluation of current organizational culture through surveys and diagnostics, gap analysis against desired culture, and implementation of culture change interventions. [Reference](https://www.amazon.com/Culture-Code-Secrets-Highly-Successful/dp/0804176981)

---

## Implementation Priority

### Phase 1 - Foundation (Immediate)
1. Full-Cycle Recruiting Process
2. Employee Onboarding Program
3. Performance Review Cycle
4. Training Needs Analysis (TNA)

### Phase 2 - Core Operations
5. Goal Setting and OKR Framework
6. Job Evaluation and Leveling
7. Salary Benchmarking and Market Pricing
8. Grievance Handling Process
9. Workplace Investigation Process

### Phase 3 - Advanced Capabilities
10. Structured Interview Design
11. 360-Degree Feedback Implementation
12. Leadership Development Program
13. Succession Planning Process
14. Employee Engagement Survey Process

### Phase 4 - Strategic Excellence
15. Employer Branding Strategy
16. Continuous Feedback and Check-ins
17. Performance Improvement Plan (PIP)
18. LMS Implementation
19. Benefits Administration and Enrollment
20. Pay Equity Analysis
21. Employee Exit and Offboarding
22. Workforce Planning and Forecasting
23. Turnover Analysis and Retention Strategy
24. Culture Assessment and Transformation

---

## Notes

- Each process should include quality gates and verification steps
- Processes should integrate with existing HRIS and HR technology platforms
- Compliance with employment law requirements (EEOC, DOL, FLSA, FMLA, ADA) is essential
- Processes should support DEI objectives throughout the employee lifecycle
- Analytics and measurement should be embedded in each process for continuous improvement

## References

- [SHRM Body of Competency and Knowledge](https://www.shrm.org/certification/about/body-of-competency-and-knowledge/)
- [WorldatWork Total Rewards Framework](https://www.worldatwork.org/)
- [ATD Talent Development Capability Model](https://www.td.org/)
- [ISO 30414 Human Capital Reporting Guidelines](https://www.iso.org/standard/69338.html)
