Based on my philosophies, work experience & how I will handle each Human Resources Discipline.

1. Contoso
S u i t e s
The Human
Capital
ACTION PLAN
1
FOR: Hiring Management
BY: Kamilah Fermer

2. AGENDA
The FOCUS
Recruiting
Retaining
Organization
Compliance
Development
My Promise

3. THE FOCUS
Recruiting: Full 360°
From the inception of opening a job requisition, providing an
accurate job description, market analysis on compensation,
culture development interview questions, interviewing each
incumbent, partnering with hiring managers, to creating a
fun ”cruise-ship-like” onboarding experience.
2
3
Retaining
Create a positive, nurturing, collaborative team environment.
Implement a “CARES” Mentorship for a New Hire’s first year
experience, Waffle Wednesdays, Sport Day Fridays, Purchase
company “choochkies” for annual anniversary gifts, Employee
Appreciation Week, company BBQs, treasure hunts, play Family
Feud, and other team building events.
Create a customer-centric (being our employees) environment
where everyone provides attentive service at all times. Providing
the Top Management “How-To’s” to create and maintain the
company culture.
1 Compliance
Regular auditing for both State and Federal Compliance for
large companies. Keeping Employee Handbook up-to-date
annually. Have frequent Manager Training meet-ups to keep
all apprised of new regulations. Set the culture by being the
example.
4
Development
Build a training program for managers to better assist their
employees and to support their growth and opportunities.
Maintain the desired culture while developing HR personnel.
Make HR the Go-To-Place for ALL employees and their
dependents.
5
Organization

4. Recruiting: The new world of recruiting includes global talent shortages and the introduction of new technologies and data-
driven approaches. This means if we want to find great talent we need to constantly benchmark all new and
innovative recruiting practices.
Recruiting Retaining Organization Compliance Development
• Make known the company’s brand by marketing, place brand image where
non-active jobseekers will see it.
• Utilize Virtual Reality Recruiting, this sends a message to recruiting prospects
that we are on the leading edge of technology.
• Build brand with employee authentic videos and messages, post them on
website, Snapchat and etcetera.
• Recruit on alternative sites where the incumbents we desire “hang out.”
• Hold a National hiring date to create a buzz, get to know possible employees in
a natural environment.
• Reinvigorate the Employee Referral Program; have employees authentically sell
top prospects by spreading real stories that make working at the company
“come alive.”
• Provide a 100% remote college recruiting to expand the candidate pool.

5. Retaining: An effort by a business to maintain a working environment which supports current staff in remaining with the
company.
Recruiting Retaining Organization Compliance Development
• Stay up to date with current market trends and compensation analysis to keep the company on the competitive edge for salary and
benefits.
• Implement fun Company Days and Events, Employee’s Week, potlucks, BBQs, Treasure Hunt, Family Feud, Health & Wellness
Biometric Fair, 12 Days of Christmas…
• Reduce Employee Pain: When an employee’s work and life balance is out of whack, there’s pain.
• Find the pain point: Through employee surveys, direct feedback, or paying attention to industry trends, find out what is a point of
frustration for employees.
• Alleviate the pain point: Think of pain as the main thing to be alleviated.
• Don’t let the pain build elsewhere: Be on guard for employees who may not be complaining, but are quietly feeling exhausted or
frustrated about the amount of work expected from them.
• Focus on developing Leaders, not bosses.
• Make Employee Engagement possible: Cross-training programs so employees have a broad skill set, not just a narrow set limited to
their specific job. Mentorship programs that encourage mentee to become mentor. Create a leadership ladder so employees know
what they need to do to move up.

6. Organization: The definition of organization refers to the act of putting things into a logical order or the act of taking an efficient and
orderly approach to tasks, or a group of people who have formally come together.
Recruiting Retaining Organization Compliance Development
• Streamline employee communication, improve employee/HR processes.
• We will reflect and identify the areas for needed change.
• Change is an evolutionary process rather than a single event. It is best done in small bites by changing small
things continuously, rather than trying to leap from point A to point B in one giant leap.
o Once identified, we will commit to the change. If we do not change, no-one else will…starts with us.
o We will define what a healthy culture looks life collaboratively, and immediately start moving towards it.
o Evaluate the reality; the hardest part of the change process is looking at the reality of the culture and how
it inhibits the organizational health and wellbeing. Look for dysfunctional patterns and behaviors within
the team, specifically observing team meetings.
o Focus on only changing one habit at a time. Build with a cultural mindset: Change and build one tiny habit
at a time.
o We will then reflect and learn.

7. Compliance: Protecting the Company from any sort of litigation and the rights of Employees.
Recruiting Retaining Organization Compliance Development
• Serve as the Company’s Compliance Offer.
• Participate in Associations and maintain SPHR credentials to stay abreast of
new regulations and what is currently being subjected into law.
• Make annual acknowledgements, policies, & procedures accessible via the
employee portal.
• Audit: OSHA Logs, Personnel files, 401k high earnings tests, Training Logs
• Maintain the shared service training portal—implement one if not currently
utilizing one.
• Review employee Five Hour Rule signed acknowledgments.
• Confirm that we are receiving all completed new hires’ paperwork and
providing the legal documentation when employees are exiting.

8. Development: A process where the employee with the support of his/her employer undergoes various training programs to enhance
his/her skills and acquire new knowledge and skills.
Recruiting Retaining Organization Compliance Development
• Review ways to improve training and employee development.
• Create a Roadmap With Different Objectives.
• Implement with Gamification and Give Prizes as Incentives.
• Provide an adequate balance of information for training.
• Create a Cross-Department knowledge sharing.
• Ignite managers' passion to coach their employees.
• Deal with the short-shelf life of learning and development needs.
• Teach employees to own their career development.

9. Contoso
S u i t e s
My Summation: Passionate, Hands On, Integrity, Hard-Worker & Positive Thinker
• I am passionate about Human Capital. A company not only separates itself from
competitors by its Employees but is given the edge in the industry by its employees.
Employees are the greatest asset to any company and taking care of them only increases
productivity.
• My Integrity stems from the morale compass within myself. I believe in the Golden Rule,
to treat others as I wish to be treated. Always taking the high road is my constant
pursue.
• As a Positive Thinker, I always embrace viewing others as seeing them as the best
versions of themselves, giving the benefit of the doubt. I am naturally a bubbly person
and enjoy employee engagement. I love making people laugh specially with my southern
expressions!!
• In Summary—My Promise: I take full responsibility for my actions. This is all on me. I can
promise I will do whatever it takes to fill your Human Resources Leader role. I promise to
learn all that I can about this Exciting Opportunity. I promise to be the partner that you are
searching for by always listening to our employees, putting employees first, engage each
employee personally, create autonomy between all departments and know that HR is not just
black and white…there’s lots of grays, blues, pinks, yellows and greens.
• I will take full responsibility for the tasks that I am assigned to manage, completing
them on time and to your full satisfaction and implementing my Human Capital Action Plan
right into accomplishment. I am eager to learn as much as I can and am open to your
recommendations, suggestions, and ideas.
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Kamilah (KAM) Fermer, SPHR
LinkedIn: https://www.linkedin.com/in/kamilah-
k-fermer-sphr-683346135/
Your Next Human Resources Leader