Human Resource Consulting & Strategy
Human Resource Consulting & Strategy
- DEFINING CORPORATE CULTURE: Who are we? What do we stand for?
- STAFF ASSESSMENTS: Who do we want and how many do we need?
- CREATIVE RECRUITMENT: Where do we find them?
- HIRING PROCESSES: What is involved in bringing them on board?
- ORIENTATION PROCEDURES: What is appropriate and necessary to present in our orientation?
- TEAM BUILDING: How do we help them work well together?
- "SURVIVAL TRAINING"
- PERSONALITY COLORS
- INTERDEPARTMENTAL COMMUNICATION
- RETENTION AND REWARD: How do we acknowledge and retain good employees without breaking the bank?
- UNEMPLOYMENT INSURANCE CLAIMS: What do we need to know?
- DRUG AND SUBSTANCE TESTING PROGRAMS: Do we need them? How do we implement them?
- DESIGN AND COMMUNICATION OF PERFORMANCE STANDARDS: What do we want out of our employees in terms of productivity? How do we define it and make it clear to the staff?
- EVALUATION OF PERFORMANCE: How do we assess if they are making the grade? If they are not, how do we know if it is our expectations, the training process or the employee?
- REMEDIATION OF PERFORMANCE ISSUES: How do we define specifically what is wrong, and find ways to fix it?
- EMPLOYEE RELATIONS: How do we smoothly work through issues between line staff and management, or among groups and maintain our consistency and our legality?
- COACHING EMPLOYEES TO SUCCESS: We know it is in our best interest to salvage employee situations whenever possible. How do we do that? How do we find ways to create a culture that empowers our employees to succeed and thrive?
- DISCIPLINARY PROCESS AND TERMINATION PROCEDURES: How do we approach problems and issues in a way that resolves them and is within the confines of the law and appropriate management?
- HARASSMENT: Includes sexual harassment and concerns about hostile work environments. Is our management team informed and trained? Are we protecting our employees, and are we protected from the potential of lawsuits?
- COBRA & HIPAA: Do we know our responsibilities in terms of notification on these required benefit programs?
- OSHA AND WORKERS COMPENSATION CLAIMS: Are we required to submit Form 200? How do we implement a safety program that works? How do we get answers to our questions and handle our fears about compliance with safety issues?
- REQUIRED POSTERS & NOTICES: Do we know what we need to have posted for the number of employees we have? Do we know where to get them, and where to post them?
- IMMIGRATION REFORM AND CONTROL ACT (I-9 AND OTHER RECORD KEEPING COMPLIANCE): Are our records kept in compliance with INS regulations? Do we know what must be kept in personnel files and what should not be? This is the area where most small businesses are in jeopardy of huge fines, largely due to inadvertent errors in record keeping practices.
- FAMILY MEDICAL LEAVE ACT: Are we required to comply? Must this time off be paid? Who is eligible and how do we implement and administrate it? How do keep employees from taking advantage?
- EQUAL EMPLOYMENT OPPORTUNITY IMPLEMENTING AND REPORTING: Are we required to submit Form
- EEO-1? What kind of records must we keep? How do we consistently be fair and legal in these regards?
- AFFIRMATIVE ACTION: Is our organization subject to Affirmative Action laws? How do we write and implement such a plan?
- FAIR CREDIT REPORTING ACT: Do we utilize this act in our hiring and reference checking procedures? How does it impact internal investigations?
- NEW HIRE REPORTING REQUIREMENTS (Personal Responsibility And Work Opportunity Reconciliation Act Of 1996): Do we have processes in place to deal with this?
- AMERICAN WITH DISABILITIES ACT: Do we know how this impacts our personnel processes and with which aspects we must comply?
- FAIR LABOR STANDARDS ACT: Are we aware of the intricacies of this law and how to apply it to our staff and payroll practices? Do we understand the serious nature of even inadvertent violations?
- HAZARD COMMUNICATION ACT: Do we need a policy on HCA, and if so, how do we best implement it?
- FEDERAL WAGE GARNISHMENT LAW: Do we have procedures in place to deal with this law?
- Perform internal and external marketing surveys to determine equity in salaries.
- Build salary structures and train managers in using structure to plan salary offers and merit/COLA increases.
- Coaching staff who handle personnel functions in Human Resource philosophy and approaches.
- Working with executive management teams to foster creative and empowering atmosphere to maximize success of the organization that supports the business.
- Perform third party investigations in discrimination and harassment situations.
- Advising on benefits plans and administration.
- Write job descriptions and employee handbooks.
- Generate written policies and procedures necessary to promote order and consistency.
- Create simple, cost effective personnel record keeping methods including electronic databases and paper filing systems.
- Provide outplacement services to companies who are laying off: helping staff who are let go enhance the possibility of securing another professional position in the shortest possible time.
- Present classes in HR issues for small businesses.