• Management Team
• Meetings
• Organizational Structure

• Compensation
• Recruiting
• Benefits

• Strategic Planning
• EEO / Harassment
• Employee Handbook

ISSUE: “My Management Team is not effective, not working together and concerned only with their specific areas of responsibility vs. working together to achieve company goals.”

HRMG_SM SOLUTION: We redefined the roles of key managers, recommended restructuring of the Management Team, and monitored and facilitated management team meetings to keep them on track.

RESULT: A cohesive Management Team focused on company goals resulting in the entire company driving towards increased profits.
 

ISSUE: While conducting our Organizational Effectiveness Review, we learned that employees, managers and executives felt that meetings were too frequent, too long, not focused and generally a waste of their time.

HRMG_SM SOLUTION: We instituted a meeting process that was focused on key topics and time management, and facilitated initial meetings.

RESULT: Less frequent meetings that were shorter and to the point. This resulted in more focus, less frustration, greater resolution of key issues, as well as enhanced time management.
 

ISSUE: A company President thought that reorganizing under “business units” with additional Vice Presidents would solve unit coordination problems.

HRMG_SM SOLUTION: While conducting our Organizational Effectiveness Review, we identified that the entire business was one continuous flow – from sales to design to implementation to accounting. Everyone was blaming the other for mistakes. We recommended forming integrated teams that included customers and representatives from all functions of the company at the inception and during their projects.

RESULT: This produced a more efficient business process and reduced costly re-dos resulting in reduced cost, satisfied customers and happy employees.
 

ISSUE: A new President was concerned that pay was inconsistent and “all over the place”. Further, key employees were not paid according to their appropriate internal value. Finally, he wanted the big picture on one page.

HRMG_SM SOLUTION: We used a number of salary surveys as well as industry-specific data to match jobs, slotted internal jobs, and created and implemented a salary program. Yes, we did present it on a one-page overview.

RESULT: The company was compensating employees fairly on both a competitive and internal basis that reduced internal issues and the risk of key employees leaving.
 

ISSUE: Various clients have wanted to know what type of person they should hire to run their Human Resources function.

HRMG_SM SOLUTION: After an audit of the HR function and interviewing managers to identify their needs, we have recommended appropriate mid-level to high-level placements. We then recruited candidates and assisted in the selection process.

RESULT: In some cases, a mid-level HR manager was employed with HRMG_SM serving as senior advisor on an on-going basis. In another case, a senior-level HR manager was hired resulting in much less council from HRMG_SM. We always do what is right for our client, regardless of the outcome for us.
 

ISSUE: “My employees want better benefits, but I don’t think I can afford them.”

HRMG_SM SOLUTION: We reviewed existing benefits versus employee needs, facilitated meetings with existing and new providers, recommended changes to eliminate or reduce costs, and held the provider/broker accountable for updates and administration.

RESULT: Better benefits to meet the life-style needs of employees at the same or reduced costs.
 

ISSUE: A subsidiary of a larger firm needed to develop a Strategic 5-Year Human Resources Plan. The HR Director had no experience in this area.

HRMG_SM SOLUTION: We interviewed the management team to determine their future business plans and the HR requirements to achieve those plans, as well as reviewed the company’s vision, mission, and goals. We obtained concurrence from the President, developed the HR Plan, and prepared the HR Director to present it to their Board.

RESULT: The Plan was adopted and implemented resulting in HR focusing on future needs in addition to meeting present conditions.
 

ISSUE: Several clients have had issues ranging from compliance training to managers causing problems.

HRMG_SM SOLUTION: In one case we conducted off-site counseling for a senior manager, in another we conducted our Organizational Effectiveness Review to determine the root causes, and in another we conducted training for the management team.

RESULT: All immediate issues were satisfactorily resolved, and additional future issues were reduced or eliminated.
 

ISSUE: Many new clients have had out-of-date policies and procedures in their Handbook, or had no Handbook at all. They wanted policies that protected the company, provided information to employees and were current with regulations - but not restrictive to their work processes.

HRMG_SM SOLUTION: We worked with management to develop policies that were effective and supportive of their operations but not bureaucratic. Handbooks were updated or developed and reviewed with employees.

RESULT: Supervisors and employees knew the rules and were aware of the company’s expectations.
 

ISSUE: They haven’t contacted us yet to discuss (at no charge) their challenges with the “people” side of their business!

HRMG_SM SOLUTION: Call us today!

RESULT: You will be more than satisfied with HRMG_SM Services.