Leaders can depend on our HR experts to help minimize risks and align their people with their goals.
You need your HR department to be performing at peak if you are going to win the war for talent and achieve your goals. Just as importantly you need them to be on top of compliance issues to mitigate the risk of expensive complaints and possible court cases.
How can you be sure you’re getting the support you need from your HR department? Our talent and organizational development team has developed an HR department review process that assesses your situation, compares your processes against industry best practices, and provides you with easy-to-implement recommendations for improvement.
EXPERT THIRD-PARTY REVIEW
Members of the review team are specialists in human resources and industrial/organizational psychology with a range of human resources experience.
Their assessment will cover key areas like:
- HR policies & procedures
- HR information systems
- Performance management
- Employee relations
- Recruitment & selection
- Benefits administration
- Training & development
- Workplace productivity & climate
Antidote to a litigious environment
You will appreciate their thoroughness. With EEOC charges up 32 percent from 2006 to 2011, employers should be looking more closely at compliance.
According to legal analysts, there are two reasons for this increasingly litigious environment.
- The growing complexity of employment laws
- A growing awareness among employees of their rights
Because courts often consider employee handbooks equal to an employee contract, our HR review evaluates your materials to ensure they protect your interests and carefully outline complaint processes, disciplinary procedures, and termination pay.WAR FOR TALENT
You can also depend on them to help you put in place the processes that will help you select people, coach your managers, and develop leaders who can achieve the goals you’ve set for your organization.
In other words, our talent and organizational development team can help you develop your HR department into a strategic partner so that you are better able to avoid risk and to address challenges like rapid growth, high turnover, mergers and acquisitions, reductions in force, and changes in senior leadership.