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Depending on the client’s budget, implement a paper based or electronic applicant tracking system shall be created, implemented, and maintained.
Help employers hire the right people in the right jobs by planning and managing career fairs; counsel and coach employees in career planning to take their careers to the next level.
Analyze, evaluate, and price jobs and design a pay structure / system that will attract, motivate, and retain high performing employees.
Workforce planning and productivity forecasting.
Analyze, evaluate, and introduce employee benefits consultants committed to proposing and providing employee benefits strategies that will attract, motivate, and retain high performing employees at all client locations.
Develop strategy to ensure fair administration of company policies, timely resolution of employee concerns; fair treatment, respect, and dignity towards employees; continuous communications with employees, access to career opportunities, balanced promotion decisions, rewards and recognition, and a friendly workplace to prevent the appearance of an unfair work environment.
Assistance in ensuring employee benefits are relevant to the needs of the existing workforce. Services include employee benefits consulting, open enrollments, employee relations, self-service systems, and employee benefits invoice auditing.
Increase attractiveness and enhance the public image of employer organizations to prospective and current employees, and to the public.
Unbiased fact-finding from our human resource and EEO experts, who identify and secure relevant information and prepare impartial and appropriate factual records, known as investigative files (IF).
Provide training programs for executives, managers, and supervisors, to ensure they are knowledgeable about and understand their roles and responsibilities based on the employment handbook, negotiated agreements and as it relates to employment laws, rules, and regulations. Training programs are provided by subject matter experts, e.g., an employment attorney.
Establish record-keeping requirements based upon retention of employment records per federal, state, and local laws, rules, and regulations.
Safety, Security, OSHA, and Worker’s Compensation program. This includes a walk through of the client facility and meetings with supervisors, managers, and employees to proactively identify potential hazards and opportunities for incidents. All documentation is updated to ensure that on-the-job injuries and workplace hazards can be minimized. Training provided as appropriate.
Establish and implement an exit interview system to gain candidate information on conditions in the organization as well as specific issues that may have contributed to an employee’s decision to end the employment relationship. Utilize information to assess and improve the organization’s culture, identify problematic areas, and minimize exposure in litigation.
Create and implement all human resource related forms and documents including offer letters. Establish a self service system in a central location where employees and supervisors have access to forms and documents needed on a day-to-day basis.
Present a HRIS system to automate and help streamline the day-to-day human resource processes, manage employee benefits, reduce paperwork, and track ongoing employee data. By managing these and other activities from a single location, the HR function can focus on more productive tasks. In addition, the system can provide employees with self-service access to their personal information so they can get answers to basic questions on their own. This will save time and effort on the part of employer’s managers and supervisors along with the human resources personnel.
Processing of new-hire documentation, payroll, separations and benefits enrollment/changes; providing answers to employee and manager questions pertaining to policy, benefits, and employment law.
Conduct study of jobs to determine activities, responsibilities, relative importance, and relationship with other jobs to include qualifications necessary to perform the job along with conditions under which the work is performed. Summarize the most important features of the job and create the job description to include ADA considerations and classification.
Ensure appropriate insurances are secured and strategies are in place to prevent or minimize exposure to liability in the event of a loss or injury in the workplace. This includes personnel, employment law, workers compensation, unemployment, safety, employee health, ergonomics, hazards, workplace security, theft and fraud, workplace violence, terrorism, and transportation risks.
Facilitate new employee orientation program that includes an overview of employee benefits and company policies and procedures, customer service expectations, tour of the facility, payroll and timekeeping requirements, OSHA and Worker’s compensation prevention; harassment and violence prevention; department orientation; and other topics important to ensure the success of newly hired employees.
Career transition and outplacement services that are customized to meet the needs of our employer clients; and their respective employees. We help employers prepare for this challenging event carefully planning the downsizing process, by equipping management with talking points for meetings with personnel to be downsized; and by creating a supportive and caring experience for the downsized employee(s).
Design and implement a performance management system that will improve employee job performance through the use of performance assessment tools, coaching, and counseling, as well as providing regular and continuous feedback.
Ensure employment law and client requirements compliance. Documents can be located with ease, and information not appropriate for employment records is removed and archived in more appropriate record keeping systems.
Design a recruitment and hiring strategy that is aligned with the organization’s strategy, objectives and goals, ensuring that it will attract a pool of qualified candidates for employment.The strategic framework shall include selection criteria, recruitment methods and sources, employer branding strategy, interview guides and questions, interview process, testing and background investigations, physical and alcohol/drug screening, employment offers, non-compete and work-made-for-hire agreements, new hire processing, and new employee orientation. For more information about HR Anews Recruitment services, please visit the Executive Search, Recruitment & Staff Augmentation section of our website.
Accessible resources to assist with special needs, including unique, emerging or one-time needs. Examples, include:
Our SMEs provide support and expertise when it is needed in a timely and cost effective manner. HR Anew has a deep bench in these areas and can assist you quickly and easily. This value added component ensures you have everything you need, when you need it, rather than carrying the expense or overhead on an ongoing basis.
Conduct skills assessment and identify training needs. Recommend (or develop and present) training and professional development programs that are aligned with the organization’s goals and priorities. Assist in the development of IDPs (individual development plans) as needed. The intention of programs shall be to provide individuals with the necessary skills to meet current and future job demands. Manage training budget and monitor return on investment (ROI) of training dollars. To learn more about HR Anew’s Training and Professional Development, visit the Organizational Development section of our website.
Respond to and address all unemployment claims in a timely manner. Supervisors, managers, and/or witnesses are prepped for unemployment hearings as appropriate and an HR Anew representative shall attend hearings with client personnel as needed.
HR Management & Consulting Overview
HR Management & Consulting Overview
