Human Resources Operations

Behavioral Profiling Assessments
A tool to help assess an individual’s character, behavior, motivation, professional attitude, communication style and emotional maturity for current and prospective employees. This tool is broken out into several individual modules or can be combined into one comprehensive tool. This tool is formulated to automatically produce an outcome and can be automated for your intranet.

Behavioral Profiling Samples - A sample of one of the profiling modules. Career Ladders Development and Implementation -What is a Career Ladder and why is it necessary. Compensation Analysis -What to pay and why - Comp philosophies. -Paying at, above or below market. -Compensation samples. -Compensation matrix. Competency Models This tool is used in several ways. One is to assess performance on a quarterly and annual basis to determine areas of improvement. Another is to assess annual bonus payout. Another is to determine areas of needed continued education. Each area of assessment or performance review is created to fit the organization’s mission, vision, values and strategic goals. The areas to review are customizable and scalable. We have developed competency models with 3-5 areas of performance to 20-25 key performance indicators. This tool is formulated to automatically produce an outcome and can be automated for your intranet. Competency Models Development, Implementation and Training -What is a Competency Model with a sample. Employee Handbook Development -What are the benefits of an comprehensive legal Employee Handbook.

Executive Coaching
Executive Coaching is becoming commonplace in leadership development and as a transition tool on an international basis. It is seen as a viable lever in the retention of top talent. Since EC is an individualized, custom program, let's chat in more detail about your specific needs.

HRIS and ATS
Developing and implementing a simple yet robust HRIS and ATS system is no small task. Most applications will modify and customize the tool to fit your organizational needs. Knowing what is needed and what can be removed is key. Reporting is usually the more important internal requirement yet what about the user experience? There are many tools to choose from, yet some work better than others.

Job Descriptions Development and Overview -Job descriptions, Job scope, Job outline, Job duties. -Functional and legal JDs. -A sample of a legal job description. Policies and Procedures Development and Implementation -Complete Policies and Procedures creation or revision. -Proven prodedures to streamline current procedures. -Writen to simplify for all audiences. -Transformation change management programs. Philosophies -Corporate and divisional philosophy for how to achieve success. A process that is unique and tailored to your specific philosophies of how you see the organization growing. This includes methodologies, delivery, mission and culture. Succession Planning A comprehensive strategic plan that provides a complete, clear, and measurable vision of your organization’s future, and practical plan growing forward. Survey Says! Surveys are designed to gather information or opinions on an anonymous or public basis. Each survey is designed to educate a specific team or the organization in areas that may need a temperature read. Surveys can be developed and customized for any area of the organization. Training and Developing (OD) Extensive Organizational Development training programs developed to fit the organizational needs. Leadership training, group training and individual development.

Training programs include:
-Workshops: Teams of 5-10 employees within a department or workgroup.
-Guidance: Apply the concepts and tools learned in the workshops to the organization.
-Management Support: Strategic planning for transformation and change management.

Transformation and Change Management
Transformation and Change management is critical to every growing organization whether through a merger, an acquisition or simply the success from high achievers or the downsizing from a slow economy. Change management programs vary in design and size and are scalable to fit the needs of the organization.