Managing Workforce (Guideline)


  1. Checklist_19 Strategies for Hiring the Best

  2. Checklist_Employment Agreement

  3. Checklist_Hiring Employees

  4. Interview Guides

  5. Job Descriptions

  6. Pre-Interview Questionnaire

  7. Employment Application Form

  8. Worksheet_Job Requirements

  9. Knowledge Worker Interview Questionnaire

  10. Job Applicant Interview Script

  11. Questions to Avoid During an Interview

  12. Applicant Appraisal Form_Evaluation

  13. Applicant Appraisal Form_Questions

  14. Applicant Selection Criteria Record

  15. Driving Record Check Letter

  16. Educational Reference Check Letter

Organizing HR Department

  1. Checklist_Personnel File

  2. Employee Records

  3. Employee Emergency Notification Form

  4. Payroll Deduction Authorization

  5. Commission List

  6. Commission Summary

  7. Employee Shift Schedule

  8. Employee Time Record

  9. Absence Form

  10. Time Sheet

  11. Direct Deposit Enrollment Form

  12. Checklist_Harassment Investigation

  13. Check Request Form

  14. Overtime Authorization Form

Communication and Feedback

  1. Employee Correction Form

  2. Notice to Employees of Unsatisfactory Behavior

  3. Record of Disciplinary Action and Proposed Changes

  4. Reprimand

  5. Warning Notice

  6. Employee Suggestion Form

  7. Employee Appraisal Form

  8. Employee Complaint Form

  9. Employee Compliance Survey

  10. Employee Satisfaction Survey

  11. New Employee Survey

  12. Congratulations on a Job Well Done

  13. Complimentary Letter to Employee of Emergency

  14. Complimentary Letter to Employee of Difficulty

  15. Congratulations on Increased Sales

  16. Congratulations on Outstanding Achievement

  17. Employee Job and Motivation Improvement Meeting

  18. Motivation Survey

  19. Letter of Appreciation to Employee


  1. Organization Wide Goals

Eliminate Distractions and Be Flexible

  1. Telecommuting Policy

  2. Telecommuting Agreement

  3. Worksheet_Telecommuting

Inventive Incentive

  1. Checklist_Worker's Compensation Claims

  2. Compensable Work Chart

  3. Executive Medical Reimbursement Plan

  4. Employee Share Purchase Plan

  5. Health Reimbursement Arrangement Plan (HRA)

  6. Indemnification Agreement_For Directors

  7. Notice of Grant of Stock Option

  8. Profit Sharing Plan

  9. Reimbursement Form_Medical Expenses

  10. Simplified Employee Pensions Plan

  11. Executive Protection Agreement_Change in Control

  12. Executive Protection Agreement_Change in Control_Long Form

How to Manage Your Workforce

 A business is only as good as its team. Whether your business team is 5 people or 50, you are responsible for managing their effectiveness and productivity. So how do you manage a workforce well? You start at the beginning.

1) Employee Handbook

Before you can successfully hire employees, it is important to have a basis for training, work conduct and all other policies. Put policies in place that you can and will uphold. This handbook should be given to each employee to make certain that they know the expectations and consequences of failing to abide by those expectations.

TIP: Your Employee Handbook should address the following topics: Non-Disclosure Agreements (NDAs), Invention and Intellectual Property, Conflict of Interest Statements, Anti-Discrimination Policies, Compensation, Work Schedules, Standards of Conduct, General Employment Information, Safety and Security, Computers and Technology, Media Relations, Employee Benefits and Leave.

2) Hire the Best

Be slow and diligent in hiring. Make sure to verify all references and prior employments, employee's names and social security numbers. Maintain an employee job description in the handbook. Maintain a competitive employee benefits package and use a payroll service provider. Retain a labor lawyer to avoid expensive claims and penalties.


Evaluate potential employees by brains, passion and integrity. Do more than thrive? What kind of rewards work best for them?

Maintain ongoing training programs and keep all employment records at least four years.

3) Organize Your HR Department

Human Resources (“HR”) encompasses all the tasks related to future

recruitment, safety, employee relations, compensation and benefits, policy compliance, training and development. It also keeps track of all  the important employee information. This department is imperative for the success of a company, because they are constantly at the heart of what is going on relationally and legally with each employee.


 People are the most important asset in an organization so do not overlook the importance of being well organized regarding all aspects of the human resources.

Here is what the HR department should keep in your employee’s files:

  • Personnel file – application, emergency contact, disciplinary actions, resume, handbook signoff, contact info, job references.

  • Payroll files – Payroll files contain a history of the employee's jobs, departments, compensation changes, garnishments, loans, and other information essential to paying an employee and keeping a copy of the employee's compensation history.

  • An employee medical file is also maintained. The employee records in the medical file are not available to anyone except Human Resources designated staff and the employee whose records are retained in the file. Medical files, because of the confidentiality of the employee records, receive the highest degree of safe storage and confidentiality.

4) Design an Employee Experience and Great Culture

The company starts with the employees, so what kind of vibe do you want your company to have? Google is known for its creative, innovative atmosphere. Microsoft is more about business and keeping everything organized and structured. Both of these vibes reach out to a particular audience and workforce.


Think of businesses in your industry that you respect for their vibe and atmosphere and choose what works for yours.

You do not need to offer free lunches, have ping pong tables or beer for all staff once a week but you need to make sure you are creating a company culture where people enjoy their job and their work environment. Sometimes it’s the little, inexpensive things you add that can make a difference.

5) Incorporate Helpful Workflow

Get a good project management / team collaboration application. Whether you use Yammer, Basecamp, Asana or any other, make sure that your software is helping your workflow, not hindering it. Maintain clarity and structure. Offer regular feedback and small milestones to keep everyone invested and on track. Communicate deliverables and assignments clearly, with a special emphasis on defining who the point person is on a given project. And build-in discrete endpoints and deadlines to keep your company moving forward.


Look for ways to systemize the workflow. For example, when do you send out paychecks? Who writes those paychecks? Design a step-by-step system for sending accounting, check-writing and payment. Workflow efficiency is worth the investment. Maybe your Financial Secretary needs his or her own printer or your marketing department could use a new camera. Talk to your team and ask what technology might help.

6) Train Well the First Time

If you train each employee the right way the first time, you will save a lot of time down the road. You will also avoid any character clashes related to differentiation in training. This means following all the policies outline in your employee handbook. Update training often and promote professional growth on your team – allow them to take classes, seminars and attend meeting to farther knowledge. Recommend these and publications. Join professional organizations, like Society for Human Resources Management.


Train them to be independent of a manager, but show respect to whatever manager they have. And finally, cross-train everyone. If someone is sick and that important document needs to get to that client, you will know that your team can handle it.

7) Communicate Clearly and Give Feedback

You are the leader. So lead by example and show leadership by building an atmosphere of mutual respect and fun, ensuring constant communication with all team members. If somebody did something good

– or bad – tell him or her immediately.


Solicit employee ideas, respect individuals outside of their job, give meaning, constructive feedback, appropriate praise, keep and open door policy, practice transparency and honesty, prove support for employees who need it, and follow all the policies outlined in your handbook.

8) Train a Stellar Management Team

Your management team should be leaders like you. Make sure the employees can respect them, and that they are exhibiting proper behavior that makes employees proud to be part of the company. Like you, make sure they uphold all the policies outlined in your handbook.

TIP: Instill in them these 7 things: to identify and define the needs, to select and engage, to establish expectations, to understand and develop skills and knowledge, to provide and receive feedback, to manage the work environment and to grow and extend careers.

9) Be a Visionary

Make goals and benchmarks clearly known and make sure to follow through with whether or not you met those goals. Look ahead at where is the marketplace is going, the challenges your company might face, and the solutions you might need. Lend a hand where necessary and do not be hesitant to share knowledge and expertise. And lastly, lead with vision, displaying a broad imagination.

10)  Eliminate Distractions and Be Flexible

Consider instituting paid independent projects, flexible hours, and even telecommuting. Your employees might benefit from a change in scene. But for those who need structure, design a system and environment for them to thrive. Make sure that your work environment is suited to help each employee do the best at his or her job.

TIP: Keep in mind the entrance interview you did – your employees probably told you how they work best. So do not be scared to offer conditions outside the “standard” 8 to 5 schedule (at the office).

11) Inventive Incentive

Some of the most effective managers have devised unorthodox incentives. These can include enhanced mentoring, offering an  increased role in large meetings, even giving employees the chance to take control of a "passion project" on company time. Ask your employees what they believe in, and find ways to provide genuine, subjective value

in exchange for great work. Also, design economic incentives for all levels of employees, not just the management. If each job is important to the company, each employee should know that.

TIP: Showing you to treat everyone equally is a good incentive by itself.