PERFORMANCE MANAGEMENT
Performance evaluation measures employee results against established standards and identifies whether performance Meets Expectations or Does Not Meet Expectations.
Performance Evaluations
- Performance cadence
- Semi-annual reviews
- Annual Review
- Assess behaviors
- Assess work performance
- ID performance gaps
- Coaching
- Rewards & acountability
- Documentation
- Follow-up
Meets Expectations
- ID goals
- Increase responsibility
- Hi-Po road map
- Hi-Po preparation
- Development projects
- Development exposure
- ID promotion path
- Coaching
- Documentation
- Follow-up
Does not meet Expectations
- Performance Improvement
- ID performance gap
- Clear expectations
- Develop an action plan
- Monitor progress
- Implement training
- Documentation
- Evaluate results
- Determine outcome
SAFETY & COMPLIANCE
Assessments
Policies and Written Programs - Evaluate whether required policies, procedures, and written safety programs are in place and up to date.
Training and Communication: Have employees and managers received the required training, and do they understand their responsibilities?
Records, Audits, and Corrective Action - Review documentation and monitoring systems to verify compliance and track issues to resolution.
Compliance Framework
- Employment laws
- Payroll & Tax Compliance
- Anti-Discrimination & Harassment
- Leave & Accommodation Laws
- Benefits Compliance
- Workplace Safety & Health
- Immigration and Work Authorization
- Recruiting and Hiring Compliance
- Records and Data Privacy
- Labor Relations
- Industry Specific Regulations
Safety
- Written Safety Programs
- Safety Training
- Hazard Identification and Prevention
- Incident Reporting and Investigation
- OSHA Recordkeeping
- Workers’ Compensation Administration
- Required Postings and Notices
- Emergency Preparedness
- Safety Audits and Inspections
- Contractor and Equipment Safety
Compensation & Benefits
Compensation and Benefits are core components of an organization’s Total Rewards strategy, combining competitive wages and comprehensive benefits to attract, motivate, and retain top talent
Benefits
- Medical, dental, vision
- Life & disability insurance
- Retirement plans (401k)
- Paid leave & time off
- Wellness programs
- Employee assistance programs (EAP)
Total Rewards
- Compensation
- Benefits
- Work-Life Balance
- Recognition
- Learning and Development
- Career Opportunities
- Culture and Employee Experience
Wages
- Comp & pay strategy
- Benchmarking
- Pay grades & ranges
- Internal equity analysis
- Merit increase process
- Bonus plans
- Commission structures
- Compensation policies
SCREEN CANDIDATES
- Post job
- Search candidate databases
- Review resumes
- Conduct phone screens
- Assess qualifications
- Verify minimum requirements
INTERVIEW CANDIDATES
- Coordinate interviews
- Structure interview guides
- Collect feedback
- Compare candidates
- Reference and background checks
SELECT CANDIDATE
- Compare candidates
- Offer letter
- Complete employment paperwork
- Prepare equipment and system access
- Schedule orientation
- Onboard
Training & Development
Our Learning and Development methodology enables organizations to Assess needs, Design effective programs, Deliver Training that drives performance, Evaluate results for measurable impact, and Enforce accountability to ensure lasting behavioral and organizational change.
Assess
- ID knowledge and skills
- Assess behaviors
- ID performance gaps
- Conduct job analysis
- Competency assessments
- Leader's input on employees
- Prioritize needs
Design & Deliver
- Curriculum design
- Create in-person training
- Create virtual training
- eLearning and microlearning
- Leadership development
- Coaching and mentoring
- Pipeline development plan
Evaluate
- Analyze assessment findings
- Participant feedback surveys
- Process training documents
- Records filed
- Touch-Base 30 days
- Manager Updated
- Follow-up action plans
EXECUTING TRADITIONAL CORE FUNCTIONS WITH A SMILE
HR HUMOR
The Interview: An HR manager asks a job candidate, "What would you say is your greatest weakness?" The candidate replies, "I can be a bit too honest." The manager says, "I don't think honesty is a weakness at all." The candidate looks at them and says, "I don't really care what you think."