Solutions
Our client came to us
with this dilemma:We
have experienced a lot of growth in recent years; now we have three facilities with a
total of 55 employees. We know we need to
“do something about HR”, but don’t want to add to our employee count by
hiring a full-time human resources person. We
also want our store managers to have autonomy to run their own business within our
business.”
Our
solution was two-fold. First, we conducted a
human resources diagnostic review. The first
person we visited with was the core person that handled most of the human resources basics
(primarily administrative in nature). That
gave us a good base from which to then visit each facility.
We met with the manager of each facility to ascertain their level of
knowledge and interest in managing their portion of the HR responsibilities. We finished our visits by meeting with the company
owner to fill in the blanks and tie all of the previous input together. Our final step was to prepare a comprehensive
written report to be used as our business plan for “doing something about HR”. That report also outlined what the company had to
do to be in compliance with federal and state regulations.
The
second part of our solution was to develop a Management Manual that the managers could use
as a tool to guide them through handling their primary human resources related
responsibilities. This manual included a
Pre-Hire section, a New Hire section, a Termination section, and a Miscellaneous section
that included items such as Corrective Counseling, Job Descriptions and Performance
Management. We developed a set of checklists
that could be used by the managers and the central office staff to ensure the appropriate
steps were taken, forms completed, and other necessary tasks for all employment related
activities. We worked with their IT department
to put everything on their company Intranet and ensure appropriate passwords and security
levels were assigned. We also spent time with
their managers and others to train them on the various aspects of human resources that
they were not familiar with.
Our
client’s human resources function is now effectively up and running!! They have retained our services to assist them as
needed with complicated employee situations and to take advantage of our ability to keep
them legally compliant when regulations change from time to time.
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