PCS-Consultants is always on-the-ready to provide your staff with supplementary and complementary services when you need to bring a human resources professional on-site. Our consultants ? all with 10+ yrs industry experience ? are knowledgeable in designing and executing proven solutions and strategies.
HR Assessment (i) Assessment of current practices and employee record-keeping (ii) Review compliance of Local, State, and Federal requirements (iii) Review current policies and procedures (iv) Preview proper state and federal notification practices (v) Review documentation compliance and consistency (vi) Other areas, as required
HR ?Best? Practices (i) Provide on-going support to managers and employees on HR management (ii) Conduct training for managers and employees on priority areas, such as performance management, safety, policy & procedures, hiring practices and avoiding negative employee relations (iii) Implement systematic approach to various HR administrative responsibilities
Ongoing HR Support - Provide regular or as needed HR presence (i) Phone and/or in-house service (ii) Guidelines development and interpretation (iii) Advise and counsel on HR-related issues (iv) Problem resolution (v) Employee relations
Staffing and Recruiting (i) Update employment practice (ii) Develop and implement hiring guidelines (iii) Review position descriptions and update, if necessary (iv) Screen and interview candidates for employment (v) Develop recruitment strategy (vi) Recruit candidates
On-Site Services (i) Interim HR Director (ii) Leave of Absence compliance (iii) HR administration services: - Ensure compliance and consistency - Serve as a resource for questions/concerns - Assist with HR or benefit plan design/enrollment - Employee notification and updates (iv) Temporary team (v) Mentoring (vi) On-site advise and council
The processes of recruitment and selection are not as easy as they may seem. Any person who works for the human resource department of any company can certainly attest to this. This is because there is no definitive means of distinguishing which of the applicants for a particular position would be efficient on the job from the ones who would not be as efficient. If there were some sort of definitive system of discerning such, maybe companies all over the world would not experience such high turnover rates! This is why human resource departments of companies worldwide recognize the need to come up with human resource metrics, or HR metrics.
The term HR metrics, when you put it as simply as possible, refer to guidelines. These guidelines are measurable and are used by companies to come up with cost-effective strategies that are primarily aimed at the ensuring high-end performance of the workforce. The operative concept in HR metrics is employee assessment. Unless you have years and years of recruitment and selection under your belt, it is actually quite hard to assess the efficiency of an applicant right off the bat. Without the proper training entailed in being a recruitment specialist, it is close to impossible to assess applicants accurately. There are even times when even the most experienced HR specialist would have problems going about with accurate assessment for this!
This is precisely why HR metrics are very much needed by any personnel working for the HR department of a company. With the proper HR metrics system, the HR department of the company can determine which of the applicants would be worth investing on.
Gathering and creating a system of human resource metrics for any company is something that can be done easily; that is, as long as you have the proper guidelines to back you up. The most important thing here is to gather information about the employees. However, not all pieces of information would be used in developing human resource metrics at all. Weeding out the reliable pieces of information from those which are not is the ideal here. But then, at what figure should the gathering of human resource metrics be pegged? The recommended figure by the lot of recruitment specialists and experts here is actually pegged at ten. With this figure, you will actually come up with an effective system of assessing your company's workforce.
Another important thing to remember in the process of developing human resource metrics is that all aspects of the business should be considered. To name a few of these business aspects, these would be recruiting and retention, employee engagement, manager satisfaction, and the productivity of the workforce. There are other aspects and factors to consider, of course. But the underlying concept in ensuring the efficiency of the human resource metrics a company would use is actually very simple: the company should be very goal-oriented. When a company knows what it wants to achieve, then distinguishing the aspects to be retained from the ones to let go would be certainly easier.
Both Ramiro & Sam Miller are contributors for EditorialToday. The above articles have been edited for relevancy and timeliness. All write-ups, reviews, tips and guides published by EditorialToday.com and its partners or affiliates are for informational purposes only. They should not be used for any legal or any other type of advice. We do not endorse any author, contributor, writer or article posted by our team.
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