Job design is the key to recruitment. Job descriptions can help you design the position, but there’s so much more to determining position requirements. Once you know exactly what you’re looking for, we can help you find the right person to fit the job and your organization.
Onboarding and Orientation
First impressions last and there is some truth to the saying that “you never get a second chance to make a first impression”. We’ll help you design an onboarding program that ensures your new employees feel welcome and know what is expected of them very early in their career.
Policies and Procedures
Everyone wants to know the rules of the game. Leaders need to have the tools to ensure fair and consistent treatment of all employees and legally compliant HR policies and procedures will provide them with those tools. Employees need to know and understand how company policies and procedures apply to them. It ensures a level playing field for all and minimizes uncertainty and conflict.
Legal and Statutory Compliance
The work environment is becoming increasingly complicated due to increased regulations, both statutory and common law. These laws and statutes are in place to protect both the employee and the employer. It is important for all parties to know and understand how they are to be applied in a consistent manner to ensure compliance. Employers, in particular, need to understand their exposure when they risk non-compliance.
Once everyone knows the rules of the game, we can assist your leaders in day-to-day administration of those rules through training and coaching.
Employee Training and Development
It’s been said that it’s better to train someone and have them leave your organization than not train them and have them stay. Employee training, at all levels, is key to a productive work environment. We offer customized workshops that are far more cost effective than sending individual employees to training sessions in the following areas:
HR Policy Administration
Respect in the Workplace
Hiring and Recruitment
Terminations and Separations
With as many as three generations in the workforce these days, we know that different employees have different motivators and money is not the only determining factor. A solid total compensation program that includes both monetary and non-monetary components is key to a sound recruitment and retention strategy.
The cost of employee benefits has sky-rocketed and has become a major component of total compensation. Employers must manage this cost against the value employees place on benefits, given that the various generations can have vastly different requirements.
Leaders are the key to helping employees “be the best that they can be”. Effective performance management is not a once-a-year process. The key to supporting employees to fulfill their potential is continuous and ongoing coaching, combined with formal reviews and assessments. It’s not always something that management enjoys doing but, when it generates the desired results, your leaders will get on board quickly.
A well-thought out succession plan is vital to an organization’s long-term stability and sustainability. It ensures that an organization is prepared for leadership changes, either planned or unplanned. A good succession plan impacts employee training and development, retention and the ability for an organization to function effectively, regardless of the curves that life can throw at employers.
Sometimes, employees stray from the course. It’s important to help them get back on track as quickly as possible and, if that isn’t possible even after concerted effort on your part and time to improve, then some tough decisions need to be made.
Once those tough decisions are made, it is very important that all offboarding is done in a manner that is fair and consistent and that employees are treated with dignity and respect. Management needs to minimize the organization’s legal exposure when terminating employees and that includes providing appropriate severance packages and outplacement services.