Human Resources Policies, Procedures and Handbooks
The Employee Handbook, policies and procedures are a critical part of protecting your business. This is generally the first thing a judge will ask to see when handling wrongful termination or unemployment insurance cases. The Employee Handbook serves as the guide for all of the other policies and procedures that need to be documented such as compensation and benefits, disciplinary actions and consequences, separation process, sexual harassment and other federal, state and local laws. It serves a document that contains a company's operating procedures, policies and behavioral expectations for employees. Employers utilize the employee handbook to establish important policies that are expected in the workplace and to protect the rights of employers and employees. It can help you keep your business out of court, improve overall operations, motivate employee performance and establish clear communications. HRchitects is knowledgeable and experienced at assisting you in developing an easy to follow yet thorough handbook, business policies and the procedures/processes to deliver them.
Job Analysis and Job Descriptions
Job analysis is a building block of legal and scientific HR. The results of a good job analysis can be used to recruit, select, retain, promote, review performance, etc. This is one of the most important HR functions that any company can do, and HRchitects is here to make sure you have what you need to develop and defend your HR practices. HRchitects is experienced at performing full, competency and confirmatory job analysis.
Accurate job descriptions are essential to effective recruitment and selection, conducting accurate performance evaluations, addressing challenges, determining salary and career planning. For the employee, having a clear job description allows them to understand the responsibilities and duties that are required and expected of them. Included in a job description are job specifications which state educational qualifications, specific qualities, level of experience, physical, emotional, technical and communication skills required to perform a job, responsibilities involved in a job and other unusual sensory demands. HRchitects uses best practices of sound and clear practices that are easy to understand and manage to create compliant job descriptions.
Employee Engagement and Retention Strategies
Employee engagement has become a focal point in today’s workforce because companies are finally beginning to grasp that in order to keep your customers happy, you need to have happy, engaged employees. But, according to research by Gallup, only 33% of employees in the USA were engaged in 2016 – “involved in, enthusiastic about and committed to their workplace”, On the other hand, employee disengagement costs the USA alone over $500 billion annually.
Engaged, motivated workers have higher employee satisfaction, which leads to enthusiasm in their role and overall company growth in the form of higher retention and lower turnover; higher productivity; increased profitability; less absenteeism, and increased employee loyalty. HRchitects understands what it takes to engage and retain employees. Let HRchitects assist you with an actionable plan to keep your business running smooth and successful.
Competency-Based and Panel Interviewing Techniques
High-performance organizations realize that their success depends on how capable their people are. They also recognize that formal education doesn’t necessarily equip employees with the appropriate skills to thrive in the workplace. In a competency-based system, both the employer and the employee benefit. This is a result of establishing a transparent blueprint for recruitment, job expectations, performance evaluation, and advancement paths. Personal judgment and subjectivity are minimized, creating a more positive work environment and a stronger relationship between employee and employer. The hiring decision assesses three components: knowledge, skills and competencies. Candidates must possess professional knowledge and institutional knowledge to perform on the job, and they must have the functional and technical skills required of the role. And finally, competencies, the attitudes and behavior patterns that form the foundation or culture fit for how well the candidate will use their knowledge and skills to do the job.
So it's only logical to interview and train employees against a set of identified competencies to ensure success for the organization and the employee. are experts in developing competencies for organizations.