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Consulting
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Having HR polices, practices, and tools is critical in operating a successful organization. But you may: (1) lack the expertise to know if you're doing the right things, (2) know what you need to do, but finding the time to implement is almost impossible, and (3) sometimes, you simply need assistance while you fill an unexpected HR vacancy. Some examples of successful solutions include:
Employment Handbooks. There's no law that says when you're required to have a written Employee Handbook or Policy Manual. However, it's much easier to be consistent if there are written policies for handling common situations and established practices for doing so. We typically recommend a manual at least when you reach a dozen employees.
Policy manuals commonly outline expectations you have of your employees, explain your requirements of fair treatment and equal opportunity employment, and provide information on benefits and compensation practices. HR Precision can develop an Employee Handbook customized specifically for your needs.
Employee Relations. This simply means handling employee issues, problems, or concerns. Employee relations may include things like resolving a problem, investigating a complaint, handling a disciplinary action or termination, coaching an employee conflict, interpreting the application of a policy/practice, or any other issue that relates to people management.
Pay Practices. Effective pay practices help you comply with legal requirements, motivate employee top performance and efficiently and fairly administer pay programs. Ineffective pay practices are just the opposite. Overtime pay and correctly classifying employees as exempt or nonexempt according to Fair Labor Standards Act (FLSA) is important and often misunderstood.
You may need to establish a pay structure, write job descriptions, or add a new compensation program. Or you may want to develop and implement a performance-based pay program that rewards high performance and aligns with business objectives. These are common pay practice issues that HR Precision can assist you in developing solutions effective for your business.
HRIS Evaluation & Implementation. Your business has continued to grow and now needs a Human Resource Information System (HRIS)…but you don't have the additional bandwidth to evaluate business needs, source vendors, demo products, and select a system to meet your business and budget needs. An outside HR expert can provide the knowledge and bandwidth needed for a project such as this. A combined approach between the business and HR Precision can also tackle the implementation phase of the HRIS project.
Merger & Acquisition Due Diligence. From time to time, you will have the opportunity to evaluate outside businesses for potential merger/acquisition purposes. You may be very comfortable assessing the attributes from a business perspective, but not from an HR perspective. You realize the HR piece of the business can make or break the success of the venture, so evaluating it thoroughly is critical. HR Precision can provide an assessment of the business for due diligence purposes to evaluate its strengths/weaknesses, outstanding issues/risks, and overall effectiveness of the HR function to assist your overall due diligence of the business opportunity.
There is no one solution for most business and employee situations. HR Precision partners with you to provide customized solutions to meet your precise business needs.
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