The Core Team at Npro is our business’s central administrative nerve center. They help you manage and monitor your team’s performance, assign tasks, set deadlines and track project progress. Additionally, the Core Team assists in the HR process to help you develop your team and roadmap their career growth. It’s where all the magic happens – from team meetings and work agreements to project tracking and HR capabilities.
Here is the list of responsibilities for the Core Team
1. Setting up processes and procedures
Systemization is creating a new system; creating a system is developing processes, procedures, roles, and responsibilities. It is a way to look at the company and understand what needs to be done for it to run smoothly. It is a means of taking all the information you have about how your company works or should work and putting it into an easily digestible format. It can be anything from developing process maps to creating SOPs (Standard Operating Procedures).
At Npro, we systemize our business by writing SOPs.
Collaboration
A system can only work if there is a collaboration between departments. If one department does not know what the other is doing, there will be duplication of tasks and missing processes. As a result, projects will suffer. That is why communication is the key to any organization. But it is super important in a business that relies on systems and processes.
At Npro, we use various collaboration tools to ensure that our team is always on the same page. For example, we use ClickUp for project management.
Tracking Progress
The final piece of the puzzle is tracking progress. Only with proper tracking will it be possible to tell whether a system is working or not. Also, tracking allows you to find where bottlenecks occur and where we can make improvements.
At Npro, we track our progress using various tools, including Google Analytics. This tool helps us to see how our team is performing and where we can make improvements.
Member Evaluation
We always look for ways to improve our systems and processes as a team. One way to do this is by evaluating our team members regularly. These evaluations help us identify areas where individuals need more training or support and show how well our team works together. We use data-based unbiased evaluation systems for the team and team members’ performance. We use this as part of a feedback system that we give back to our team.
Human Resources
Recruiting
Recruiting, talent management, and succession planning are the three most important human resource functions in any organization. Unfortunately, they are also the most complex and challenging ones.
Identifying Job Positions and Developing Job Descriptions
The first step in any recruiting process is identifying the vacant job positions. Conducting a needs analysis within the company based on business demands and requirements is the best way to accomplish it. Once you complete job position identification, developing job descriptions is next.
Creating Recruitment Strategy
Once you develop the job descriptions, the next step is to create a recruitment strategy. Base this strategy on the needs of the organization and the skills required for the job positions.
Implementing the Recruitment Strategy
Once you develop the recruitment strategy, start the implementation process. To implement this, use various methods, including online job boards, social media, and employee referrals.
Evaluating the Results of the Recruitment Process
The final step in the recruitment process is to evaluate the results. To assess the results, examine the factors such as quality of hire, time to fill, and cost per hire.
Talent Management
The process of identifying, developing, and retaining employees with potential success in their jobs is what talent management is all about.
The first step in talent management is to identify the employees with the potential to be successful. Use various methods like performance reviews, skills assessments, and personality tests.
Once you identify these employees, the next step is to develop them. Achieve this by conducting training and development programs.
The final step in talent management is to retain the employees. Offer a competitive salary and benefits package and create a positive work environment to accomplish this.
Succession Planning
Succession planning is the process of identifying and developing individuals who have the potential to fill critical positions in an organization.
The first step in succession planning is identifying the vacant key positions. Determine this by looking at factors such as retirements, promotions, and resignations.
Once you identify the key positions, the next step is to develop a pool of potential candidates. Employ various methods such as succession planning and talent management programs.
The final step in succession planning is to select the individuals who will fill the key positions. For the selection process, use various methods, including interviews, assessments, and reference checks.
Providing Road Maps for Career Growth for Every Role
Employees need clarity on what is expected of them in their current roles and what the path looks like to get to their desired future roles. We provide this through our career calculator, which gives a data-driven approach to mapping out an employee’s potential growth within the company. This way, employees precisely know what they need to do to reach their goals, and they can make informed decisions about their career development.
Career Calculators And Pay Calculators
We want to ensure that our employees are fairly compensated for their work and that they have a good understanding of how their pay is determined. We provide this through our career calculator and pay calculator. The career calculator shows employees how their job performance affects their salary, and the pay calculator shows how their salary compares to others in similar roles. This way, employees can clearly understand how their pay is determined, and they can make informed decisions about their career development.
Developing Fun Events
We believe that happy employees are productive employees. So, we develop fun events, like our Company-Wide Scavenger Hunt, to keep our employees engaged and to promote team building. Recreative activities such as these help our employees to enjoy their work and at the same time feel like they are part of a community.
Career and Business Milestone Development
We want our employees to feel like they are making career progress. We do this by setting milestones for each employee.
For example, an employee might have a milestone of “complete two training courses” or “write five blog posts.” This way, the employee can see their progress and feel like they are accomplishing something.
Conclusion
The role of the Core Team is to administer the business and ensure that all departments are running smoothly. To do this, they must set up processes and procedures, evaluate members, and develop road maps for career growth. In addition, the Human Resource Department ensures that employees are happy and fairly compensated while supporting their career development.