Human Resources Consulting
Let The Arnold Group (TAG) assist you in developing competitive HR policies, objectives and strategies to ensure your organization stays in compliance with the ever-increasing complexities surrounding employment legislation. As your trusted HR partner, The Arnold Group will assist you in achieving HR compliance with confidence in the following areas:
- Creating Positive Relationships
- Compensation
- Developmental Training
- Employee Benefits
- Associate Handbooks
- Employee Orientation
- Employee Recognition
- Employment Investigative Services
- Exit Interviews
- Fee Based Consulting
- Hiring Procedures
- HR Compliance Assessment
- Job Descriptions
- Performance Appraisals
- Records Retention
- Safety Programs
- Testing & Evaluations
Creating Positive Relationships
Unfortunately, many small to mid-sized companies don’t have the necessary HR staff or the experience required to accomplish their goals. Whether you have a large HR department or just one person managing the HR function, human resources plays a vital role in any organization. HR is usually the first stop for a new employee and the last stop for an exiting employee. It is where work rules are introduced and enforced as well as where employees turn when they have a problem or need assistance.
Many companies don’t recognize the vital role of Human Resources until a crisis occurs. Once involved in employment litigation, employers soon realize their liabilities and obligations regarding employment related statutes and regulations. Failure to recognize potential causes of action for wrongful discharge, employment discrimination, pay discrimination and other non-compliance issues regarding federal and state employment laws can produce disastrous results.
Our HR consultants are certified HR professionals and work closely with organizations to develop and maintain appropriate policies and practices that create a positive employer/employee relationship. A key benefit our clients discover is our availability to assist them in thinking through the intricate HR problems that are a daily reality in most every organization.
Affirmative Action
- Plan Development & Maintenance
- EEO Reporting
An affirmative action plan is more than a declaration of good intention. It describes a program of action leading toward the accomplishment of specific and measurable results in connection with legal and moral responsibilities of an organization. Two principles are involved:
Non-discrimination: A principle which applies to all persons, regardless of their age, gender, race, creed, physical ability, or national origin. It assures that persons from all segments of society have an opportunity to compete for all employment benefits and to participate in all member-sponsored programs on the basis of their individual merit. Individual merit should be determined by criteria which are applied equally to all and which do not systematically favor one group over another.
Affirmative Action: The active extension of employment and program participation opportunities to populations formerly under-utilized in employment or under-represented in program participation. It will involve vigorous recruitment efforts for professional employment, professional representation within an association and representative programs directed toward women, minorities and people with disabilities.
Compensation
- Salary Surveys
- Pay Scale Design
- Wage Increase Guidelines
- Bonus Programs
Compensation studies are a service in which we assist companies/organizations in applying fundamental consulting disciplines to the identification and evaluation of appropriate market pay data, internal worth of jobs/positions, organizational considerations, and current fiscal resources to determine recommended job/position classifications and a structured plan of pay level ranges.
Typically, the major elements of a compensation study include the following:
- Evaluating the company/organization’s situation and need
- Conducting interviews
- Reviewing/rewriting job/position descriptions
- Conducting internal evaluation
- Ranking the job/positions
- Obtaining and analyzing competitive pay data
- Revising/recommending a base compensation plan
- Quantifying the impact of recommended pay adjustments
- Recommending pay administration guidelines
- Documenting findings and recommendations in a report
Developmental Training
- Customized
- Employee
- Supervisory
Discipline & Terminations
- Policy Development
- Counseling/Coaching Supervisors
- Investigations
Discipline and termination aren’t pleasant to discuss. While they are critical to the employment process, they can also open the door to a plethora of risk. Most employee claims and lawsuits arise from incidents of employment discipline and termination. Discipline attacks an individual’s judgment, character and self-esteem. When self-esteem is bruised, people react defensively. As such, an employer must approach the issues of employee discipline and termination very carefully.
Employee Benefits
- Communication to Employees
- Voluntary Benefits
- Fringe Benefits/Perquisites
Improve your ability to attract and retain talent by reviewing and comparing employee benefit programs.
Associate Handbooks
- Creation and/or Revision
- Individual Policies
- Entire Handbook
- Legal Compliance
An update-to-date, legal handbook is essential for all businesses - large or small. An employee handbook communicates policies, benefits and work standards to all employees in a single document. It provides an appropriate means through which the employer can disseminate legally required policies, such as anti-harassment, family and medical leave or drug testing policies. It also provides valuable guidance for supervisors regarding the implementation and enforcement of company policies. This promotes uniform and consistent treatment of employees, thus reducing the risk of discriminatory treatment.
Internal policies and procedures can mean the difference between effective and ineffective management. The Arnold Group can help you design the internal procedures behind your handbook policies and train your managers and supervisors in their part of the process.
Whether it’s just one policy you need to add or an entire handbook, our experienced staff will assist you in developing clear and appropriate policies that are up-to-date and tailored for your industry and company culture.
Employee Orientation
- Design & Implement In-Depth Program
New employee orientation effectively integrates new employees into your organization and assists with retention, motivation, job satisfaction, and quickly enables each individual to become contributing members of the work team. Additionally, a successful orientation is a critical factor in helping new employees develop a productive, lasting relationship with your organization.
Employee Recognition
- Develop & Implement Programs
Have confidence that the special contributions in your organization get the recognition they deserve. Implementing an employee recognition program is the secret to increasing employee morale and addressing ongoing needs for employee retention and employee reward. Inspire better employee performance and bottom line profits by identifying new ways to demonstrate your appreciation to your employees.
Employment Investigative Services
- Investigations of Misconduct
- Confidential
- Objective
Employers are frequently required to conduct investigations of misconduct in the workplace. Independent, prompt and thorough investigation of a harassment or discrimination claim is crucial. An incomplete, inaccurate or biased investigation can actually aggravate the problem and increase the employer’s potential liability.
The employer should, therefore, select an unbiased, well trained individual who not only understands employment law, but also knows how to properly conduct an investigation. TAG’s HR Consultants have years of experience in conducting independent investigations in areas such as:
- ADA compliance
- Discipline and discharge
- Discrimination (race, religion, disability, gender, etc.)
- Drug/alcohol use in the workplace
- Employee/supervisor misconduct
- Hiring procedures
- Other inappropriate conduct
- Performance appraisals
- Sexual and other workplace harassment
- Sexual harassment
- Theft of property
- Threatening or violent behavior
- Workplace safety
Exit Interviews
- Develop Program
- Conduct Exit Interviews
- Tracking & Analysis
- Creation of Retention Plan
Ever wonder if you’re getting honest feedback when you conduct an exit interview? Employees may be more willing to communicate to someone outside of your organization. The Arnold Group’s trained interviewers conduct objective, independent exit interviews on your behalf and provide you with the individual and summary results of the interviews to identify areas for improvement as well as areas of strength.
Fee Based Consulting
- Consultation regarding emergent and/or long-term HR issues or initiatives
Hiring Procedures
- Creation of Standard Procedures
- Recruitment Strategies
- Pre-Employment Screening
- Interviewing Process
- Selection Tools
Staffing decisions are too important to be left to chance. Often times, businesses experience personnel problems simply because they assume they do not need to use formal hiring practices. But any operation, regardless of size, can benefit from developing and implementing policies related to hiring.
HR Compliance Assessment
- Compliance Review
- Summary Analysis
- Prioritized Recommendations
Job Descriptions
- Conduct Job Analysis
- Essential Tasks
- Requirements
- Performance Expectations
- ADA Compliance
The job description is one of the primary tools for coordinating the employer’s human resource program and communicating job requirements to employees. We prepare job descriptions that facilitate accurate comparisons of job duties and wage rates, while complying with applicable legislation such as the Fair Labor Standards Act and the Americans with Disabilities Act. Whether you need to start from scratch or update existing descriptions The Arnold Group can help.
Performance Appraisals
- Develop Appraisal Program
- Based on Job Descriptions
- Define Expectations & Ratings
Performance Appraisals can be a chore – both for the manager doing the evaluation and the HR representative coordinating the effort and ensuring timeliness in the process. Let The Arnold Group help you design an easy but comprehensive evaluation form and train your evaluation staff in how to do effective performance appraisals.
Records Retention
- Establish Program
- Maintenance Procedures
The purpose of a records retention program is to create a standard for human resource record keeping, thus enabling an organization to carry out its business and to comply with applicable laws.
Safety Programs
- OSHA Compliance
- Safety Meetings
- Incentive Programs
- Safety Training
Whether you have a “problem” claim or need to design an injury reporting system from the beginning, The Arnold Group has solutions to fit your needs. The Arnold Group will assist in the design and implementation of safety training and incentive programs. We have a number of safety experts who can help you comply with state and federal safety regulations.
Testing & Evaluations
- Attitudes & Behaviors
- Management Assessment
- Organizational Development
- Skills & Abilities