Consulting Services
We provide business owners and senior management teams workable solutions and hands on assistance with employees and compliance through outsourced human resources solutions. Our target market is companies that don't need full time HR but want senior level HR expertise on a part time basis.
COMPLIANCE ISSUES
Contrary to what you may have heard… the moment you hire that first employee you are subject to most of the California and federal employment laws. And the more employees you have, the more laws that apply to you.
Compliance is important in two main areas of your company. The paperwork side of HR is the simplest part of compliance because it is more black and white. The more complex part of compliance is observed in your day-to-day practices and behaviors toward employees.
So, how do you know whether or not you're compliant? Ask us about our HR Assessment and we'll let you know where you might be out of compliance plus offer other suggestions that could reduce your risk.
INTERVIEWING & HIRING
No matter how many (or how few) people you have interviewed and hired, improvement of the techniques and results may be desired.
Have you really thought through exactly what the job entails on a day-by-day basis? Have you determined precisely what skills and experience are necessary to fulfill that role? Time is money and there's no reason to waste either by reviewing the resumes more than once. Asking candidates the right questions will get you better results when hiring. (Hint: No two candidates, even for the same position, should ever be asked exactly the same interview questions.)
Knowing what you need, how to find the person who can fulfill that need, and how to ensure that new employee's success is the key to your company's success. A few of the services we can provide include:
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Detailed job descriptions that work
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Resume review to save you time
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Training for all levels of interviewers
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Review of your hiring practices
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Orientation processes to ensure success
PERFORMANCE MANAGEMENT
We often get questions about how to handle absenteeism, tardiness, poor job performance, and a multitude of other topics. Nearly everyone gets the same basic response: performance management.
Performance management is typically where supervisors and HR people often spend the majority of their time. Don't confuse this with that annual performance review. That's merely a summary of everything you and the employee have done throughout the year.
Helping employees learn what you want or expect from them takes communication. There are many ways to communicate and finding the methods that work best for each employee is important. What you're striving toward are strategies to guarantee repetition of the behaviors you want while avoiding repetition of the problems.
Good strategies for managing employee performance can save you time and money. High productivity, employee retention, and minimizing your legal risks are just a few of the benefits of good performance management.
TERMINATION STRATEGIES
There are several reasons why an employee leaves a company. They may quit due to another job offer, personal reasons, or a need to move on. You may feel the need to terminate an employee because the person just hasn't worked out, no matter what you've tried. Perhaps, with today's economic climate, you've decided to reorganize your staff to a more manageable and profitable size.
Regardless of the reason, you want to minimize your legal risks by ensuring any termination of employment is done correctly.
Your ability to fire or lay off an employee at will has been frequently challenged in court. Juries often side (and empathize) with "the victim" of the termination. You still have the right to fire or lay off employees, but you need to be able to back up your actions and decisions. Let's make sure you and your supervisors understand the way to terminate properly.
