“Talent” has become the singular word summary for the human capabilities in your organization. In its business books, Amazon.com has over 10,000 book listings for the word.

A leader may experience three paths: (1) frustration, (2) floating (more and more responsibilities but little sense of direction) or (3) flourishing. Where are you? And the rest of your organization's talent team? Where do you want them to be?

How might a Michigan HR Group consultant build your organization’s talent? 

• Assist in determining which job applicants are the most likely to succeed and so should be interviewed.

• Coach managers to understand they are the central point on which staff pivot towards positive motivation and productivity versus passive disengagement.

• Teach leaders how to easily develop and maintain a succession plan.

• Move everyone to a performance culture with a balance of informal feedback and formal evaluation.

Click here for an in-depth view of our solution capabilities.

Have you considered a talent review of strengths and technical skills people have now and what the organization will soon need? Is there a succession and recruiting plan in place to fill and reduce the risk of talent gaps? Large organization or small, there is a tendency to wait till there is a need and then try to add or replace talent, but this results in frustration with the time required to hire great people.

Conducting an audit is one way for you to get to know a consultant, and us to understand your organization better. Are you confident the personnel files have the correct contents and are clear of anything they ought not have? Would a market-compensation analysis, or turnover/retention investigation offer new insight?

Soliciting employee opinions through a survey, focus groups or individual conversations may uncover issues to address immediately or which may, in fact, not be as important as everyone assumed.

There may also be a need for workplace-conduct -- that is, harassment prevention -- training to improve relationships as well as compliance with government expectations.  The US Supreme Court and the EEOC look not only for a policy of non-discrimination but also seek to ensure staff know and understand its key elements.

Click here for an in-depth view of our solution capabilities.

Recruitment and Onboarding

This is one area of process support. Some of our clients never ask us to help to them fill an open job: they already have relationships and connections to source great people. Kudos! For others we post positions, source candidates and pre-screen applicants. Of course, there are still required governmental forms, strongly-recommended intellectual property and confidentiality agreements, and many companies have a criminal convictions background completed as a condition of employment. 

New hire checklist, benefits orientation and enrollment, compliance training and, when applicable, new leader assimilation.  Lots to do.

Some organizations need to develop a means to capture information on candidates not chosen for a position, in case a better-fitting position arises in the future. This also requires a process for some kind of initial "thanks but no thanks" communication with applicants, lest they be turned off from considering the company in the future.

Payroll, Benefits and Compensation Administration

As you grow, is there consistency to compensation decisions? Big companies may have elaborate structures that are way overkill for your company but do you have a method for determining wages?

Even if you want to keep these processes in-house, do you have a method to update and and maintain a paper trail for pay changes, withholding amounts, garnishments, etc.?

Drop healthcare coverage and send everyone to the "exchange"? Have documentation in place to permit pre-tax premiums contributions? Selected a vendor for COBRA administration with 20 employees, know how to manage FMLA at 50, and file an EEO-1 and 5500s at 100?

Other Solutions

• Improve performance appraisal and feedback

• Train interviewers

• Set up a job posting strategy

• Switch to eVerify

• Communicate and track goals

• Comply with HR-related aspects of ISO

• Maintain job descriptions

• Conduct background checks on new hires

Click here for an in-depth view of our solution capabilities.