Report includes evaluation of the current state of the HR function along with recommendations for the future state. Organizations that periodically review their HR practices with an eye toward improvement create stronger and more effective relationships with their employees and achieve better organizational results. HR Consulting & Support Maintenance: Reach out when you need additional guidance with on-demand consulting hours. Sustaining Change and Ongoing Maintenance: Monitor program status and adherence to organizational changes and the pulse of your workforce. OUTCOME Training Quarterly Quality Check Bi-Annual Risk and Compliance Audit Engagement Survey Vendor SLA Audit.

Risk & Compliance: Determine the effectiveness, compliance and risk of your HR department or team HR Auditing: Begin with a thorough inspection to see what gaps exist to reduce risk of litigation Organizational Discovery: Thorough assessment of the HR & Technology Infrastructure overall landscape OUTCOME Risk Assessment Compliance Mitigation Audit Report HR Infrastructure Map Technology Inventory.

 

 

Change Management: Implement the required components to keep your employee lifecycle optimized Process Re-Engineering: Gather your team to plan, map, and improve challenges HR Strategies: Roll-out programs to address any gaps and needs of the company to reduce costs and keep your focus on operating your business OUTCOME Resistance Plan Technology Rollout Communication Strategy Employee Training & Development Succession Planning Policies and Procedures Kaizen and PI Events.

 

 

Manage Vendor Relationship: Account liaison to ensure you receive post-implementation support and SLA standards. HR Consulting & Support Maintenance: Reach out when you need additional guidance with on-demand consulting hours. Sustaining Change and Ongoing Maintenance: Monitor program status and adherence to organizational changes and the pulse of your workforce. OUTCOME Training Quarterly Quality Check Bi-Annual Risk and Compliance Audit Engagement Survey Vendor SLA Audit.

To increase your hard-earned capital, your management team should implement due diligence so that your business receives proper HR technology.

Be future-ready and outpace change by implementing an HR ecosystem to manage your employee lifecycle and business processes.

Teach employees to self-develop through live webinars and organizational changes to accelerate adoption.

An HR Audit is an opportunity to take stock of where you are. Does your business have the protection it needs? Are you getting the best from your employees? Our HR Audit looks at all areas of your business and identifies any weak areas that may cause you problems in the short, medium or longer term. A written report explains our findings along with practical recommendations on the priority areas and how to tackle these, bearing in mind any practical or commercial constraints. Engagement Survey Vendor SLA Audit.

Leverage HR advisors for classifying your employees–including suggestions for redefining duties, adjusting salary, and highlighting how changes impact employee pay, internal equity, timekeeping, and employee perceptions. Our thorough review of job duties in light of DOL exempt status duties tests and exempt status recommendations ensure that your employee classifications comply with the new FLSA overtime rules.

Fosters awareness on potential employee relations legalities.

Focuses on the HR Foundation of the Organizational &/or Department-managed HR functions, activities, and stability.

With the help of an audit team, business owners can improve controls and operational inefficiencies while gaining a sense of best practices within their industry. Retrieves department-specific policies to assess potential risk to remain compliant with federal, state and local laws, regarding employment.

Assesses potential risk to remain compliant with federal, state and local laws, regarding employment.

Shapes organization, align your employees and enhance engagement to improve business and personal performance.