Human Resource Products & Services

Primary Services

1. Human Resource Audit
1. In a Human Resource Audit, there are three basic components.  One is identifying the level of risk and exposure as a result of organizational practices.  Two, is there a good understanding of the federal and state laws as relates to the day-to-day organizational practices?  Third, are there appropriate human resource practices that contribute to the employees trusting and respecting the human resource activity and the organization? 
2. A human resource audit is also an opportunity to identify problem areas before a controversy arises and/or where organizational growth will require strong remedial action. Some of the basics reasons to conduct an audit include:
1. To identify strengths and weaknesses.
2. To identify potential areas of exposure.
3. Present evidence of your commitment to compliance with the law.
4. Chance to be proactive.
5. Avoid punitive damages.
3. Some specific areas of focus:
1. Human Resource Policies, Procedures, Practices and Processes.  Includes employee handbook if there is one.
2. Hiring process utilizing those best practices to ensure compliance with the law and effective recruitment.
3. Proper maintenance of personnel files and employee documents.
4. Review of supervisory and managerial HR related policies and procedures to ensure consistency of application by company personnel while complying with the various federal, state, and local laws and regulations.
2. Human Resource Service Agreement-Retainer
1. Will provide a continuous and quick resource from a Senior Human Resource Consultant for resolving Human Resource and various other business questions and issues for the organization without having to add personnel or expend large fees until business needs dictate it is time to consider other options. 
2. Provide an expert level resource during times of transition to ensure the organization is in legal compliance and has limited its risk and exposure.
3. Specialized Products and Services (not all inclusive; this is a function of each organization)
1.  Employee Handbook
1. Develop and implement one or,
2. Review and update with appropriate wording and departmental references.
3. Critical because it is in the hands of the employees. 
2. Disciplinary Process
1. Develop a standard format for a policies and procedures manual. 
2. Create a Progressive Discipline process including text and forms.
3. Conduct training. 
3. Substance Abuse Policy 
1. Develop “under suspicion” actions.
2. Setup a medical facility.
3. Determine organizational decision making authority for actions.
4. Conduct training.
4. Employee Termination/Resignation Process
1. Prepare guidelines for consistent application.
2. Reduce risk of violating employment laws.
3. Train supervisors and managers.
5. Staffing Process
1. Develop step-by-step process, from vacancy to hire.
2. Define division of responsibilities.
3. Application of related employment law.
4. Create appropriate interview questions and why.
5. Create related forms and documents.
6. Train appropriate personnel.
6. Performance Management and Performance Appraisal
1. Comprehend a “Performance Management” approach in this development.
2. Design a basic process that would be applied consistently to avoid certain risks.
3. Design standard forms.
4. Develop timelines for performance process.
5. Define expectations for this process.
6. Define employee participation in this process.
7. Conduct training for all employees.
7. Benefit Policies
1. Make changes as appropriate including developing a long-term strategy as the organization grows and there is need to remain competitive. 
8. Pay Adjustments and /or Promotions
1. Create a standard process to be applied consistently throughout the organization. 
2. Create standards and a pay matrix.
3. Develop timeline criteria.
4. Integrate performance appraisal or performance evaluations. 
5. *Subject to modification dependent on the design and implementation of an organizational compensation system.
6. Create a training presentation. 
9. Organizational Pay Process and Compensation Plan
1. Initial assessment (per individual company)
1. A complete review of each organization to assess what would be the best system for each, with the idea of creating a common plan for all companies if reasonable.
2. Will require discussion with the leadership team to develop an organizational pay philosophy. 
3. Will review each position category to determine a pay structure. 
4. Will include a review of outside pay information to ensure a consistent availability of data for updating pay data relative to market. 
2. Develop a Pay Process and Compensation Plan
1. Based on the facts resulting from the initial assessment program.
3. Training
1. Sexual Harassment for supervisors, managers, and leadership team
2. Sexual Harassment for all other employees (courts emphasize)
3. Supervisory, Managerial, and Leadership training and development
4. Team Building
5. Conflict Management
6. Change Management

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