We can help with a variety of human resources challenges, whether it’s reviewing or revising policies, creating job descriptions, performing reference checks, or advising on an employee relations issue. Perfect for smaller organizations, on-call outsourcing provides owners, office managers and controllers with instant access to experienced and knowledgeable HR professionals.
Human Resource issues have become more complex over the years, due in part to new and ever changing federal and state employment regulations. Even with compliant practices, organizations can suffer inefficiencies in operations by not utilizing best practices. HR professionals should periodically audit HR policies, procedures, practices, programs and systems.
Reduce Risk and Promote Compliance with the Law
An HR audit from The HR Team can help your organization stay compliant with the law and is part of an effective overall risk management strategy. The process can help identify issues before you face government intervention, a human rights claim or even a wrongful dismissal suit.
Audit for HR Best Practices
Compliance aside, an effective HR audit is often considered a best practice in modern human resources management. However, best practices vary between industries and even among organizations and what works well for one may not work for another. Best practices need to be tailored to each organization, taking factors such as industry, company size, demographics, finances and competitive information into consideration.
The results of an HR audit can be used as a benchmarking tool, helping organizations achieve best practices. Benchmarking the organization also helps to promote specific HR programs to senior management. In addition, where relevant programs are already in place, improved audit results from year to year can confirm program success.
HR Policies, Procedures & Employee Handbooks
As a business owner, you already know this key phrase: Put it in writing. It applies to your relationship with your employees, as well as your clients.
Much of employment-related litigation today can be traced back to flawed or non-existent written corporate policies and procedures. All companies — large or small — can manage risk through the design and implementation of sound policies and procedures.
Policies covering workplace issues like attendance, disciplinary action, employee safety, employee complaints, smoking and workplace civility, should be established and outlined clearly for all employees.
Here are the major benefits of setting good policies and procedures:
- Promote organizational effectiveness
- Establish fair and consistent employment practices
- Establish legal compliance with federal and state laws
- Create clear boundaries and company intent to all staff
A comprehensive employee handbook will lessen the potential of misunderstandings, keep employees informed, and mitigate the risk of litigation. Our experienced team of HR professionals will ensure that an employee handbook covers all the bases, including employment status, records, benefits, payroll, work conditions, hours, leaves of absence, conduct and disciplinary actions.
We don’t need to tell you how important your employees are to the success of your business. But what you may not know is how easy it is for you to invest in your employees and receive higher returns in productivity and profitability as a result.
Businesses that make developing positive employee relations a priority generally experience lower turnover rates, increased productivity, and more potential to promote from within. Fresh, innovative communication strategies are required to build strong relationships between employees and their employer and create a corporate culture that fosters individual and organizational growth. Through the development, implementation, administration, and analysis of these relationships, employee performance becomes a major priority.
The HR Team provides a plethora of employee relations guidance including:
- Ensuring all applicable federal, state, and local laws and regulations are being followed
- Resolving workplace disputes
- Ongoing career development
- Internal communications strategy
- Insight into employee relations issues
- Manager and employee coaching
- Climate surveys to determine effectiveness of current practices
Job Analysis and Job Descriptions
In order for there to be successful employee performance, it is critical to start with well-written job descriptions that accurately identify duties, scope of authority, skills, competencies, education, training, experience, and physical requirements which support the organization’s needs. Job descriptions should be reviewed and updated on a regular basis to facilitate the development of appropriate job-related qualifications, interview questions, and selection criteria. In addition, all of this needs to comply with existing federal, state, and local laws.
A good job description starts with a complete analysis of the role. It is essential to define the position responsibilities prior to on-boarding in order to allow for effective performance management and employee career planning. The mandatory requirements such as education, licenses, and certifications, should also be clearly outlined in the description. A comprehension vision of each and every role aids recruitment and employee retention.
Compensation and Benefits
Working with management to determine the best mix of compensation and benefits to attract and retain employees is one of our specialties. Here are some of the services we provide to give companies a competitive edge in hiring, and help motivate and retain the right people:
- Customized market compensation studies with recommendations for appropriate action
- Research and recommend vendors for benefits products
Administer overall benefits/compensation program including marketing and orientation
Surveys and 360 Degree Feedback
Keeping the communication pathways open at both ends is important. Confidential, web-generated surveys and 360 Feedback are effective methods of finding out what employees are thinking about their jobs, management, and any other factors an organization may need to get out in the open. Employees always get advance information explaining the survey, its goals, confidentiality and how the results will be used. After the survey has been administered, the client receives a full report with an analysis of the strengths and weaknesses as well as recommendations for next steps.