What is an Adjunct Human Resource service? It’s a virtual HR department that you may access, but only when you need one. Smaller businesses don’t often have an HR person, let alone a department. What they do have, though, is employees, and with employees come issues. Human Resources, Made Easy (HRME) makes handling those issues, well, easy. HRME also relieves headaches in other areas, such as performance management, manual creation and updating, and training.
Services are tailored to each client. They include:
Managing a staff of one or one hundred is not easy anymore, especially with the ever-changing labor law climate. Laws that you think don’t pertain to you because you only have four employees, say, actually do; and if you do not know your responsibilities, you could land in some sticky legal situations. Companies with more employees have even more labor laws to deal with in their daily operations, and one wrong move could land a company in court.
ADEA, FLSA, ADA, NLRA. If you’re not familiar with these acronyms, you may well be working out of compliance with current labor law. These laws change, and more often than you might think, which is why you need to ensure you audit your practices every year.
Do you see yourself in any of the questions below? If so, call!
The bedrock of training and development is the policy manual (a.k.a. employee handbook). The moment you begin your business you should begin writing your handbook as well as your procedure book. If you’ve been in business for a while, it’s a good idea to have your books audited and updated each year.
New–and even experienced—managers need a little help sharpening their skills. From learning how to give a performance review that will have effects throughout the year to learning how to apply the various labor laws to everyday managing, Human Resources, Made Easy can help–be it for one person or twenty.
Searching for a new person is no easy task. There are not only loads of resumes to go through, there are labor laws that need to be adhered to when putting together and placing advertisements.
Then, there’s the interviewing, which takes time and is also fraught with legal minefields of questions you can and cannot ask prior to hiring.
Pay is important to everyone, and it’s important to know that what you offer your employees and future employees is at market rate. It’s also important to offer unique and appreciated incentives to keep those on board happy and not tempted to look elsewhere.
Are you asking these questions? If so, call!
Diane K. Faulkner, ACC, SPHR, is a Senior Professional in Human Resources. She holds a Bachelor of Science degree in Clinical Psychology from Michigan State University where she was introduced to Industrial/Organizational Psychology, which set her on the path of HR. She is a certified Quality Management Facilitator through Philip Crosby Quality College. She has nearly 30 years’ experience in the field of human resources.
Diane is a sought-after speaker and an award-winning writer and editor. Some of her speaking engagements include:
Her feature articles on human resources-related topics have appeared in trade journals such as:
Prior to owning her own business, Diane was Vice President-Human Resources for Coastline Federal Credit Union with responsibility for five facilities. There, she put into action a plan that reduced turnover from 92% to 7% in 11 months. Diane was also the Director of Human Resource Programs for Reynolds, Smith, and Hills, Inc., an international architectural/aerospace/design/construction firm, where she was responsible for more than 800 employees around the nation and around the world.
Human Resources, Made Easy! 