Human Resources Strategic Planning:
Utilization of employees to achieve maximum performance, productivity and profits. Includes identification of objectives and responsibilities, defining present and future personnel requirements, succession planning, training and career development needs. Defines the corporate culture. Implemetation of Total Quality Management and Employee Empowerment programs.
Organization Development:
Breaking down the obstacles to teamwork and performance. Working with executives, managers and supervisors one-on-one and in groups to promote harmony and synergy.
Organization Structuring:
Developing the structure most effective for accomplishing company objectives. May involve re-engineering, defining processes, identifying positions and the skills and experience required to fill them.
Compensation Programs:
Pay-for-performance salary structures that Attract, Retain and Motivate outstanding employees.
Motivational Programs:
To inspire superlative performance.
Training:
To develop managers and supervisors as effective leaders and facilitators.
Human Resources Policy Development:
Developing and communicating policies which foster practical and positive compliance with government regulations.
Mediation and Arbitration:
To resolve employee disputes related to company policy, discipline and/or discharge.
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