Whether your business is expanding, your HR staff is wearing too many hats or you are in need of temporary support, we provide project-specific HR assistance to supplement your human resources department. HR on-demand provides solutions to your business with projects such as; management effectiveness training, evaluation and implementation of HR compliance programs, handbooks, employee relations, recruitment and coaching.
HR PROFESSIONAL ON CALL
If you periodically have questions or need a second opinion, we are here to help. We are not employment attorney’s, but have many years experience with a wide variety of situations so it is likely, we have been in your shoes!
RECRUITMENT AND SELECTION TOOLS
Finding the right talent is critical to your business. We help develop the job description, screen resumes, interview candidates, establish and coordinate employment testing to assist in finding you the best candidate available. We train managers to develop skills to identify job competencies for effective interviewing questions.
BUILDING HIGH PERFORMANCE WORK TEAMS
Examine what it takes for teams to move up the hierarchy in team development to a high performing team. By self-identifying where they are in the journey, teams will develop actionable steps to accelerate their performance. Tools in learning include: DISC Profiles and concepts from The Five Dysfunctions of a Team by Patrick Lencioni.
HR INFRASTRUCTURE OR ASSESSMENT
Need help setting up an HR department or do you just want to have an unbiased assessment of how your HR department is doing? We will establish or review your HR policies, practices and records for opportunities to improve.
An effective performance management process maximizes employee engagement, development and performance to promote proactive succession management. We help develop the review process, identify core competencies, develop the tool and educate management on performance conversations.
THE PRACTICE OF LEADERSHIP
Explore proven leadership practices to strengthen individuals’ leadership style. Leaders gain knowledge of their personal strengths and development areas by participating in the Leadership Practice Inventory (LPI) 360 evaluation. The leadership knowledge gained, along with the evaluation of the leader’s 360 feedback results, is used to create an individual Leadership Development Action Plan.
EMPLOYEE HANDBOOK OR POLICIES
The Employee Handbook is the most important communication tool for an employer to have to set expectations for their employees and describe what can be expected from the company, legal obligations of the employer and employee rights. We will help create or revise a Handbook tailored to your company.
Did you know that the employee handbook is typically the second item requested (right after a copy of the employee’s personnel file). The DOL, NLRB and EEOC have the authority to issue investigative subpoenas, so they ultimately have access to the handbook.
INDIVIDUAL EMPLOYEE COACHING OR COUNSELING
Improving employee performance can be frustrating for managers if they don’t have the proper training to provide clear expectations and feedback. Consistent coaching brings performance issues to the employee’s attention, improving individual performance, the team, department and the company. We work with both the employee and manager during this process.
Explore best practices for planning, communicating, executing, and sustaining change. Leaders gain strong resources for future change initiatives including project timelines and communication plans. Time tested principles such as stakeholder sponsorship, employee engagement, measurement of effectiveness and insurance of sustainability will be discussed and practiced during the session.
TRAINING AND DEVELOPMENT
Does your leadership or management team understand how to improve business performance? Our Leadership and Management training gives them the tool to enhance their leadership skills and improve management effectiveness which impacts company success.
DEVELOPING FUTURE LEADERS
Facilitators guide leadership teams through an impactful discussion of employees’ potential and performance. These productive discussions lead to identified successors and development plans to ready these successors. Pre-work includes completion of performance and potential assessment for each direct report.