Human Resource Services

Record Keeping

Not only is record-keeping very critical for tracking pertinent data on employees, there are also legal requirements that must be followed to avoid compliance issues. Good recordkeeping makes the tracking easier for everyone involved from HR to Accounting and can be used for everything from ROI to performance evaluations.

Typical Recordkeeping needs include:
Tracking Employee Information
Forecasting/Anticipating Trends
Computerized Systems (HRIS/HRMS)
Auditing employee records to determine the efficiency, accuracy, and legality of personnel files
Evaluating various forms for compliance
Assessing appropriate computerized solutions for tracking employee records


Finding qualified employees can be the most difficult and time-consuming function of HR. Recruitment, the “marketing” function of human resources, requires lots of creativity to find quality candidates that will fit with the organization’s culture and remain with the company over time; the average cost of turnover is 50 – 150% of an employee’s salary. Recruitment plays an integral part of getting the employee started on the right foot, which is key for increased retention and reduced turnover.

Recruitment often includes:
Determining the best strategies for finding candidates and creating attention-grabbing job advertisements
Reviewing (screening) the applicants’ resumes and phone interviewing the top candidates
Recommending and managing the candidates through face-to-face interviews
Participating in face-to-face interviews
Conducting reference checks, background checks and employment testing
Partnering to make a hiring decision and extending offers to candidates to seal the deal
Developing and facilitating new employee orientation/onboarding
Analyzing and recommending improvements to recruitment process and strategies
Creating a recruitment plan to ensure the best approach and strategies are used to fill each position
Providing assessment solutions to help ensure candidates are a fit for the job and culture
Developing retention strategies to reduce turnover and improve retention
Outsourcing the recruitment process to manage all or pieces of the entire recruitment process described above
Providing a contract recruiter on a short- or long-term basis
Enlisting a contingent recruiter on a placement fee basis to search for top talent

Employee Relations

The most important and often most expensive resource a company has is its “human” resource. Because of its cost and importance it makes sense to ensure that this resource is operating as productively as possible. Sometimes this may mean dealing with conflict issues in the workplace and at other times it may mean finding proactive ways to keep employees happy and productive.

Employee Relations often includes:
Employee issues
Management coaching
Coaching managers and employees on how to handle employee relations issues to avoid escalation and legal impacts on the organization
Advising on how to handle and document corrective action plans and disciplinary actions
Investigating, obtaining statements, and making recommendations for further action
Identifying retention solutions to help improve turnover and employee morale
Developing training solutions to help build a collaborative workforce
Providing assessment solutions to help identify strengths and areas of opportunity for development of employees
Community Relations Programs
Recreational/Social Events
Employee Recognition Programs
Suggestion Programs
Retention strategies

Benefits & Compensation Analysis

Total compensation, the benefits and compensation package that a company
provides to employees, is one key piece of the puzzle that affects employee retention. Many components go into this total compensation package that require constant monitoring to ensure competitiveness in the marketplace and appropriateness for the employee population.

Benefits and Compensation can include any of the following:
Insurance – Medical, Dental, Vision, Disability, Life, Etc.
“Cutting-Edge” Benefits – Long Term Care, Sabbaticals, Etc.
Time Off – Vacations, Leave Of Absence, Sick Time, Etc.
Alternative Benefits – Child Care/Elder Care/Work-Life Options
Alternative Work Schedules/Telecommuting
Counseling (EAP)
Job Descriptions
Pay Policies for all employees
Incentive And Bonus Plans
“Creative Compensation” Strategies
Savings And Stock Plans
Profit-Sharing Programs
Analyzing competitiveness of current employee benefits
Identifying creative alternative benefits (i.e. low cost / no cost)
Conducting Job Analysis/Evaluation in order to develop job descriptions
Analyzing and designing compensation structure
Researching industry salary survey data
Developing merit- and performance-based compensation plans
Developing incentive and bonus programs
Creating recognition and rewards programs

Training & Development

Training and Development is a combined role often called Human Resources Development (HRD), meaning the development of “human” resources to remain competitive in the marketplace. Training focuses on doing activities today to develop employees for their current jobs and development is preparing employees for future roles and responsibilities.

HRD strategies include:
Management / Supervisory Training
Teambuilding Training
Customer Service Training
Harassment Training
Tuition Reimbursement Program
Performance Management
360 degree / multi-rater feedback system
Career Coaching
Identifying, customizing and delivering effective training solutions
Developing a multi-rater / 360 degree feedback assessment
Developing succession planning and emerging leader programs
Designing a competency-based culture tied to business strategies and goals
Creating and/or improving the performance management system
Designing a reward and recognition program
Conducting employee opinion surveys and focus groups
Establishing a formal career development planning program
Providing assessment solutions to help identify strengths and areas of opportunity for development of employees
Customizing teambuilding events to strengthen your team and improve productivity


There is no such thing as “too much” communication. However, communication must be targeted correctly and often to be effective. It is important for an organization to figure out what methods are most successful for reaching its employees and that the methods used are effectively producing results. Effective communications ensure that employees are “in the know” at all times and feel like a part of the “team”.

Some Communication vehicles include:
Employee Opinion Surveys/Focus Groups
Community Relations Programs
Recreational/Social Events
Employee Recognition Programs
Suggestion Programs
Conducting employee opinion surveys and focus groups
Designing an employee suggestion program
Designing a reward and recognition program
Establishing a formal career development planning program

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