North Dakota State Soil Conservation


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2718 Gateway Ave, Suite 304
Bismarck ND 58503
Phone: 701-328-9715
Fax: 701-328-9721

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Managing Human Resources

One of the responsibilities of a board member is to manage the human resources for the organization or program. Consider reviewing some of North Dakota’s State HR laws, rules and policies when hiring and managing staff.

Onboarding and Orientation for Employees
Present to new employees:

  • History of the organization’s goals, values, traditions, customs, myths
  • Organization’s goals – rules or principles directing the organization
  • Language – slang and jargon unique to the organization, professional technical language
  • Politics – how to gain information regarding the formal and informal work relationships and power structures
  • People – background of members of the organization, roles of members of the organization
  • Expectations of the position – what is expected of individual to fulfill the position expectations, what the individual needs to learn to be as effective as possible.

Orientation – Onboarding information:
Organizational level information

  • Organization overview (e.g. values, history, mission)
  • Key policies and procedures
  • Compensation
  • Employee benefits and services
  • Safety and accident prevention
  • Employee and union relations
  • Physical facilities
  • Customer relations

Department level information

  • Department functions and philosophy
  • Job duties and responsibilities
  • Policies, procedures, rules and regulations
  • Performance expectations
  • Tour of department
  • Introduction to department employees


  • Community
  • Housing
  • Family adjustment

Employee (board member) improvement ideas:

  • Review the position description expectations with the employee (board member).
    • Share what you have observed that isn’t meeting the position description expectations.
      • Visit with employee (board member) about ways to improve performance so they can meet the expectations.
  • Conduct a task analysis – observe the employee (board member) in their position to see what additional information needs to be given to them to improve performance.
    • Example: the employee (board member) doesn’t contribute in meetings. Task analysis is looking at the reasons why the employee (board member) isn’t contributing – lack of knowledge, isn’t interested in the meeting, lacks self-confidence to speak up, etc.
  • Visit with the employee (board member) about their experience in the organization (board). Ask them what they find interesting, what they find difficult, if they have any ideas of how to improve the experience, if they have any questions about the experience. Ask them what additional information, details, etc. they would like as an employee (board member).
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