SERVICES:

I. Compensation:
A. Compensation strategy and design
Define and develop compensation strategy and policies (i.e., position in market, mix of pay, use of variable pay plans, salary structures, etc.). Analyze current competitive position and develop strategy for achieving desired competitive position. Design employee and management compensation plans.

B. Market surveys
Develop and conduct customized salary surveys for particular positions, industries, or pay practices to evaluate competitive position. Review current surveys available in marketplace to determine which ones best fit the needs of the client.

C. Job descriptions
Document the essential duties of positions within the client company. Job descriptions are the basis for candidate recruiting/searches, job evaluation, competitive analysis, and performance management.

D. Job evaluations
Job evaluations are the first step toward competitive analysis. Determine which evaluation system is best suited for the client: point-factor, market-based pricing, or some combination to determine the value of positions at the client company. Design job evaluation methodology and policies.

E. Salary administration
Develop methodology, guidelines, and tools for administration and documentation of annual base pay increases, off-cycle pay increases, incentive/bonus payments, promotions, etc.

F. Sales incentive plans
Develop variable compensation plans in addition to base pay programs to attract and retain top sales talent, encourage desirable employee behaviors, and achieve company’s sales goals.

 

II. Performance Management
A. Performance Management strategy and design
Develop performance management strategy creating link from company’s overall goals and objectives down to management and employee levels.

B. Tools and process development
Develop performance management tools and processes for regular evaluation of employee performance against established goals and objectives.

C. Management training
Design and administer training to managers of the performance management process including guidelines for employee discussions, feedback, objective-setting, etc.

 

III. Employee Communication / Policies:
A. Employee handbook
Develop employee handbook for new employee orientation as well as on-going company policies and procedures.

B. Employee communications
Develop employee communications around compensation, performance management, benefits, policies, and procedures.

 

IV. Recruiting/Staffing:
A. Recruiting strategy and design
Assess current and future staffing needs and develop appropriate recruiting strategies and policies.

B. Candidate searches
Define profiles of ideal candidates for positions. Conduct searches using various sources to identify potential candidates for interviewing. Sources could include headhunters, advertisements, company internet site, colleges, professional organizations, etc. Develop internal and external job posting systems.

C. Candidate/resume screening
Receive, process, and track resumes including applicant tracking system. Assist in initial screening of candidates/resumes to narrow the pool down to an agreed upon number of candidates for management interviews.

D. Structured interviews
Develop structured interview process. Educate management on how to legally interview applicants and how to identify the best applicant for the position.

E. Reference checks
Develop reference check process. Conduct reference checks ensuring thorough check of candidate credentials.

F. New employee orientation
Develop strategy for new employee orientation. Design employee handbook outlining company policies and procedures.

 

V. Training:
A. Strategy and policy development
Assess and prioritize current and future company training needs. Develop strategies and policies to support training needs as well as business objectives.

B. Provide customized employee training in several areas of Human Resources. Including, but not limited to the following:
· Interviewing skills for managers
· Sexual harassment education
· Performance management
· Human Resources Information Systems
· Management development


VI. Human Resources Information Systems (HRIS):
A. HRIS needs assessment and selection
Conduct needs analysis of human resources area to determine what areas, tasks, transactions requires system support. Match needs analysis to current HR systems available to determine the best HR system for the client.

VII. EEO/Affirmative Action/Legal Compliance:
A. Legal compliance review
Based on client’s company size, relationship with the government, and best practices, establish appropriate system to keep client in legal compliance. Includes establishment of “model HR office” ensuring employee files are in compliance and tracking of employee information are legally defensible.