|
Hiring Practices and Staffing
|
Assess recruiting practices, methods and effectiveness. Building a higher quality workforce through help with cost effective recruitment practices. Creating a better fit between worker talent and job specifications. The best predictor of future behavior is past behavior -- uncovering accurate past behavior is the outcome of effective selection and interviewing.
|
|
Policy Manuals and Employee Handbooks
|
Ensure that the company is in compliance with the myriad workplace laws and regulations. Policies and procedures are current, sound and effective. Employees joining the company know the "rules of the road." Managers have guidelines to respond to everyday questions from employees. Company has legally sound policies. |
|
Compensation Structure & Management
|
Designing and installing
competitive compensation plans; building pay structures linking pay to performance.
In-depth analysis of existing compensation strategies and programs; job evaluation; assistance in developing or updating base salary programs and incentive plans; changes in compensation management or new approaches to special problems relating to professional, technical, or other personnel.
|
|
Performance Management
|
Develop and implement systems for assessing individual and team performance. What constitutes average and above-average performance? Setting performance measures and standards; performance planning and feedback; coaching managers to provide actionable and behaviorally-based feedback
|
|
Employee Relations and Communications
|
Identify potential employee relations "hot spots" before they become problems. Easy to use guidelines for handling typical employee interactions which steer operating managers away from legal difficulties. Practical interventions to increase employee motivation and enthusiasm to gain productivity and profit. Outline management strategies to minimize potential liability.
|
|
Human Resource Administration
|
Evaluate current capabilities of the Human Resource Department to deliver against organizational needs. Recordkeeping; information systems; compliance with record requirements; responding to organizational needs; providing partnership with, and support for, the organization and its strategic objectives and profitability.
|
|
Merger and Acquisition Due Diligence
|
Pre-deal assessment of the organization and personnel. In merger, acquisition, venture capital, or LBO situations, a "preorganization and management assessment is as important as all the other "due diligence" activities. This assessment provides critically important insights as to the skills, experience, strengths and deficiencies of the key executives involved and the adequacy of human resource programs and systems. |
|
Management and Organizational Assessment
|
A thorough analysis of the organization 's strengths and weaknesses. The right organization structure reduces costs, improves internal communications and increases opportunities and effectiveness. Assessment includes diagnosis of organizational effectiveness through specific attention to structure, distribution of power and influence, job design and staffing.
|
|
Downsizing and Termination Management
|
Plan and implement facility
and/or company shutdown.
Complete policies, procedures and programs for managing all employee activities impacted by shutdowns. Construct benchmarked severance policies and databases to monitor all separation activities; develop cost models; provide staff for onsite implementation. |
