Our Practices

The Human Resource Partnership has structured the firm into six functional practices that directly support improvement efforts to the six HR effectiveness requirements. We have also developed two industry specific practices in healthcare and publishing. These specialty practices access services from each of the core functional practices and apply them from a broad knowledge base of that industry.

 

Core

Organizational Strategy & HR Plan Alignment

Successful organizations build on the foundation of a clear mission, vision, and values that resonate with all stakeholders. In pursuit of their mission, they develop strategies to move them from their current state to their vision. They ensure that those strategies require behaviors that are consistent with their values. To implement those strategies, they align all of their resources, the most critical of which are their human resources.

This Practice of The Human Resource Partnership works with its clients to develop human resource plans that are aligned with organizational strategy. These plans encompass much more than just the activities of the Human Resource Department. They identify initiatives that the entire organization must address to maximize the contribution of its human resources.

Representative Consulting Services:

  • Mission, Vision, and Values Statements
  • Organizational Strategy Review and Framing
  • Strategy Communications
  • HR Effectiveness Index
  • HR Plan Development

Work Design and Talent Acquisition

A company with a strategy must organize itself in the optimal fashion to achieve it. In the broadest sense, this starts with the structure of the entire organization. Is a functional more appropriate than a product line structure or would a matrix work best in this situation? As the structure issue cascades down through the organization, it impacts the design of the work itself. How should work processes be grouped and sequenced and which tasks should be combined into specific jobs? At the grass roots level, the issue becomes one of identifying the qualifications required to do each job and then finding the appropriate quantity of that talent.

This Practice within The Human Resource Partnership works with its clients to identify the optimal organizational structure, design efficient work flows, create effective job specifications, and acquire the requisite talent to perform the work.

Representative Consulting Services:

  • Organizational Structures
  • Merger & Acquisition Due Diligence
  • Start Up HR Plans
  • Work Process Flows
  • Position Descriptions
  • Talent Forecasting
  • Staffing Process Assessment
  • " War for Talent " Strategies
  • Executive Search
  • Behaviorally Based Interviewing
  • Candidate Assessments

Performance Management

The most talented workforce will only produce limited results without proper direction. However, effective organizations appreciate that direction without alignment will merely result in activity not engagement. Employees need to see a connection between their work and the results the organization wants to achieve before they can become engaged. To remain engaged they will also require objective assessments of their efforts and sufficient recognition for their accomplishments.

This Practice of The Human Resource Partnership works with its clients to establish and communicate organizational performance expectations and metrics. It then helps cascade those expectations and metrics down to the departmental level and finally to the individual employee. The Practice also creates performance assessment tools and processes that measure achieved outcomes and demonstrated behavioral competencies.

Representative Consulting Services:

  • Performance Objectives
  • Performance Metrics
  • Behavioral Competency Models
  • Performance Assessment Tools
  • Performance Appraisal Training
  • Performance and Reward Linkages

Talent Retention: Policies, Procedures, and Programs

Effective organizations realize that turnover can be categorized in four ways: controllable, uncontrollable, desirable, and undesirable. Such organizations actively commit to reducing controllable, undesirable turnover because they recognize that it is more cost effective to retain talented employees than to continually acquire new ones. Retention strategies can take may forms and committed employers will typically experiment with a variety of them. The programs they choose will be determined in large measure by employee preferences.

This Practice of The Human Resource Partnership works with its clients to understand constantly changing employee preferences and to design the most effective retention strategies for each specific environment.
Such strategies may be as simple as developing clear, fair, and legally compliant HR policies and procedures to as complex as creating flexible work schedules.

Representative Consulting Services:

  • Employee Surveys
  • Exit Interviews & Turnover Analysis
  • Employee Communication Programs
  • " Employer of Choice " Initiatives
  • Policy & Procedure Manuals & Handbooks
  • Dispute Resolution Mechanisms
  • Quality of Work/Life Programs
  • Cooperative Labor Relations
  • Regulatory Compliance
  • Flexible Work Schedules

Compensation & Incentives

Human resources generally represent an organization's greatest cost. For an organization to be effective, it must manage that cost well. Human resources are also the only independent value creators in an organization. Many effective organizations attempt to stimulate those value creation efforts with incentives.

This Practice of The Human Resource Partnership works with its clients, regardless of their philosophical position on money as a motivator, to develop compensation programs that are perceived by employees as internally equitable, externally competitive, comprehensive, and flexible.

Representative Consulting Services:

  • Board Compensation
  • Annual Incentive Plans
  • Long Term Incentives
  • Gain Sharing Programs
  • Sales Incentive Plans
  • Base Pay for Performance
  • Compensation Structures & Administration
  • Job Evaluation
  • Employee Benefit Statements
  • Benefit Claims Audits
  • Benefit Program Design
  • Vendor Selections

Training and Organizational Development

Organizational cultures develop over long periods of time. Organizational strategies change rapidly. Many organizations have cultures that do not facilitate attainment of their current strategies. The management teams in effective organizations learn to create cultures that foster commitment to success. These managers develop an environment in which employees directly relate their own success to the organization's.

This practice of The Human Resource Partnership works with its clients to identify the types of culture changes that must be made, the new behaviors that must be developed by the workforce, and the role that management must play in the transformation.

Representative Consulting Services:

  • Management Training
  • Leadership Development
  • Skills Training
  • Change Management
  • Team Building
  • Conflict Resolution
  • Diversity
  • Mentoring & Succession Planning
  • 360 Degree Appraisals
  • Emotional Intelligence Assessments
  • Management Coaching/Counseling


   

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