Human Resources
Provide administrative Human Resource function and/or examine Human Resource roles, policies, and practices.
Whether you are a small business that does not have the resources for internal HR support and expertise or a larger organization that is looking for outside perspective, the HR function in an organization is no longer a focus on simply hiring, paying, and terminating employees. Your HR programs need to be resilient, adaptive, and intuitive to the environment, especially in today’s complex world.
Compensation, benefits, paid time off policies, onboarding, termination, benchmarking, performance management, recruitment, retainment, unemployment claims, training/development, and employee engagement – these areas of focus, as well as others, align the strategic utilization of employee programs with the ecosystem of the organization.
Are you fulfilling these functions yourself or managing internal support instead of focusing on the growth of your company?
Employees are your internal customers and just like your external customers, they are going to research your company and online presence. You could equate it to virtual speed dating – are they going to swipe left, or right? Does your online branding include a compelling narrative for perspective employees, or will they find mediocre Google or Glassdoor reviews?
Another mistake often made, is recruiting without a transparent and appealing job description or not paying close attention to things like arbitrary educational requirements that could unintentionally exclude underrepresented groups. If you have not outlined the requirements of the role or determined what soft skills (personal traits that shape how you work both on your own and with others) are critical to a candidate’s success, not only will you potentially be searching for the wrong candidate, worse, you may hire the wrong candidate.
Once you know who you want to hire, the next question is where do you find your candidates: headhunter, job boards, college campus, technical schools? If you are hiring for a remote position, do you want to cast a statewide, nationwide, or global wide net? In today’s ever-changing world, the necessity for diversity and inclusion is essential and will result in adding crucial lenses within the operation of your company. Using an outside resource to assist you in this effort, allows you more time to focus on a candidate’s cultural fit.
Onboarding does not start when a new hire walks in the door.
It starts with your job posting, continues throughout the interview process, and intensifies the day the candidate makes the decision to accept your job offer. A candidate immediately begins to form opinions on your culture, leadership, and engagement and this journey provides them a glimpse into the importance you place on an employee’s experience.
While the during the interview process, they should have heard about your company’s vision, mission, and core values, it is after the transition of a candidate to a team member that you need them to feel it.
An effective onboarding experience helps your new team member emotionally and professionally integrate into your organization and culture. Often this experience is either non-existent or packed with irrelevant or outdated materials.
Seize the opportunity to win their hearts and minds and make a lasting impression that carries throughout their career.
Updating, creating and implementing company policies to provide direction and expectations in today’s ever evolving landscape can be a challenge. While remote workers are not new to the workplace dynamic, the pandemic forced companies to quickly adapt, and many are embracing a hybrid work force and more flexibility. Whether your company is comprised of entirely in person, remote or both, staying on top of company policies can be a daunting task – not to mention implementing them.
Even if you find the time to update them, who is really going to read the Employee Handbook, or even know where to find it?
After reviewing, updating, and creating policies for my clients, I wanted to find a tool that team members would actually use. Furthermore, I wanted managers to be able to use the tool as an easy reference for questions or guidance. By putting information, whether about benefit plans, core values, team member information, paid holidays, time tracking, labor law posters, or code of conduct, all in one place in a custom, fun, easily searchable online format, everyone saves time.
How would you feel if your new employer gave you a policy manual that looks like this?
Ready to get started?
I’m ready to help. Getting in touch with me is super simple.
Fill out the form and I’ll reach out or feel free to contact me directly using the information below:
Tamara Knapp Advisory LLC
Based in Novi, Michigan
Serving both startups and established clients.
Office: (248) 301-9699
Email: letsgo@tknappadvisory.com