HR Operations and Governance for Facility Management
An HR function that runs the same way every month.
What this looks like in facility management
The parts of hr operations and governance that are specific to this sector, rather than general.
Site Transition and Takeover
Winning a contract is an HR mobilisation problem.
What this coversHide
Site Transition and Takeover
Winning a contract is an HR mobilisation problem.
What this coversHideA new contract usually means staffing a site within days, sometimes absorbing the incumbent's workforce. How that transition is handled decides whether the first month is a service failure.
- Takeover manpower plan
- Absorption of existing site staff where applicable
- Verification of absorbed staff
- Induction before takeover date
- Uniform and ID issue at scale
- Client handover coordination
- First-month supervision intensity
- Transition review
Service Level Exposure
Penalties that follow from a staffing gap.
What this coversHide
Service Level Exposure
Penalties that follow from a staffing gap.
What this coversHideMost facility contracts carry service levels with financial consequences. That makes deployment shortfalls a commercial exposure, and it changes who is allowed to approve leave at a thinly staffed site.
- Service level definitions by contract
- Deployment shortfall escalation
- Penalty exposure tracking
- Leave approval limits by site
- Relief guarantee for critical posts
- Client complaint linkage
- Monthly service review
The general method — what hr operations and governance covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the hr process consulting and implementation page. What is above is the part that differs for facility management.
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for facility management, or another industry.