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Partnering For Your Competitive Advantage
HR Analytics
Collecting data to drive business plans and process improvements is a critical
component of every successful organization. Data sources must be well thought-out
regarding content, timing, scope, depth, breadth, intended use, audience,
roll-out method and ultimate expectations of the use of the data. Analytics
can include (by category): number of employees; number of FTE’s; turnover
by department, organization, position, tenure; length of time to fill a
position; cost to fill a position; average rate of pay fully loaded, etc.
Use the experience of our professionals in the HR Services Division of C4PD
to guide what data you should be gathering, when and how, its analysis and
ultimate impact.
Successful organizations maximize their employee talent pool with competitive
compensation strategies which have to fit within the financial resources
of the company. At least annually, organizations must assess how they will
allocate the largest outlay of funds they will experience—salaries and benefits
for their employees. This analysis/implementation/oversight must include
local, regional, national and industry review of recent compensation trends
that will drive the appropriate average merit increase, merit range, pay
ranges, structure adjustment and any variable pay measures. The HR Services
Division of C4PD is proud of the extensive experience of its professional
staff in the formulation and implementation of comprehensive compensation
plans and can lend this skill to your organization today.
Benefits
Many employees are ultimately attracted to and stay with an organization
based on the fullness of its benefit package. Making decisions on benefits
by audience and level of coverage is a critical business / financial decision
for all organizations—large and small. The use of brokers, analyzing when
benefits begin and end, deciding accrual and pay-out processes can all be
very complex and expensive if not done “with the end in mind”, in consideration
of the financial resources of the company, based on competition in the area
/ industry. Use the expertise of the HR Services Division of C4PD to help
analyze and guide your benefit offerings / processes.
Unless you take care of your most valuable asset—your employees—you can’t
expect them to take care of you—corporate goals, strategic plans, day-to-day
duties all of which are critical to a successful organization. Employee
Health serves many functions for an organization including assessing the
appropriate physical/mental fit for new hires and current staff; oversight
of compliance requirements and associated policies as they relate to employee
health; and, perhaps, most importantly, wellness initiatives for employees.
The HR Services Division of C4PD has deep experience in Employee Health
which can be used by your organization to guide and support improved employee
attendance, ability to do their jobs and drive down benefit expenses and
enhance employee loyalty—enable your workforce to be able to provide peak
performance. Contact us today!
The diversity of your organization is reflected in its employee make-up
and that begins with your recruiting strategy. You need a plan to explore
and represent the diversity of your service area and then outreach into
those populations to prepare them for jobs within your company. The recruiting
process also includes external and internal education support, job description
development and refining, formal recruiting and on-boarding. Use the skills
of the HR Services Division of the C4PD in developing and implementing your
strategic recruiting process to drive your organization well ahead of its
competition.
Assuring that all of your employees are treated fairly and consistently
is every Leader’s responsibility. Employee relations is more than the preparation
for and meeting with employees in difficult discussions regarding discipline
/ expectations. It starts with appropriate policies that meet all of the
laws and regulations governing your business, educating Leadership and staff
on those expectations and supporting all employees in adhering to the policies
consistently. Use the extensive expertise of the HR Services Division of
the C4PD to guide policy development / implementation as well as coaching
strategies on behalf of all of your employees. Let us help you stay “legal”
and your employees motivated by fair and consistent treatment while we greatly
lessen the likelihood of your business being sued for discrimination.
In order to provide consistent feedback to all employees so that your organization
can continue to flourish, you must have a state-of-the-art employee evaluation
process and associated development tools. The evaluation process begins
with accurate job descriptions shared with employees for collective use
and which lead to goal-setting with line-of-sight to the strategic plan.
The HR Services Division of the C4PD can guide your evaluation and associated
development processes to assure heightened success for your organization.
From “filling the holes” to reviewing your current policy manual for accuracy
to developing a complete Human Resources policy manual, the HR Services
Division of C4PD is your partner. HR policies are the key to guiding employees
consistently and fairly which leads to enhanced loyalty and, therefore,
quality and productivity. Another reverse outcome is reduced legal charges
based on the perception of discrimination. Not only are consistent, fair
and accurate policies appropriately written, implemented and monitored the
right thing to do legally, but it is critical for the financial success
of your organization. Contact
C4PD HR Services Division for their expertise in all aspects of policies.
If your employees are injured on the job, you have a moral and legal obligation to support and guide them to wellness and back to work. Your injured employees need to know that they are being fairly and appropriately treated and guided as far as their Workers’ Compensation claim and must retain a sense of being a member of the “team” even from home. Getting them back to work in some fashion keeps that relationship intact and reduces your expenses. Beyond that Workers’ Compensation must assure that the safety of employees is consistently assessed and addressed on everyone’s behalf. Choosing the right Third Party Administrator / legal support and overseeing from an internal perspective all Workers’ Compensation claims, administration, return-to-work criteria / process takes the experience of the HR Services Division of the C4PD.