SERVICES
UNIQUE, PROPRIETARY SERVICES TAILORED TO YOUR NEEDS
OUR SERVICES
We deliver highly sophisticated, strategic, tactical, leading edge and reliable organization development solutions that result in:
Outcome-driven increases in productivity and quality, reduced cycle times and/or lower costs.
We assess, design, develop and deliver the following interventions:
Services in this area are designed to improve the performance of companies, business groups, departments, work teams or individuals which include: onboarding strategies; employee engagement; organization, process and job design; team effectiveness strategies; performance management; mediation and arbitration.
We design, develop and deliver the following interventions and tools:
- 360 degree assessments
- Employee assessments
- Climate surveys
- Exit interviews
- Culture change
- Meeting facilitation
- Organization design
- Organization diagnosis
- Performance evaluation
- Process mapping
- Role and responsibility charting
- Team building
- Diversity and inclusion
- Strategic planning facilitation including vision, mission and goal development
- Resource Planning using our proprietary "Staffing Model" full-time equivalent calculator
Healthy employee relations are critical for the safe, efficient and effective delivery of the enterprises' products and services. Our services in this important area include:
- 3D Employee Engagement assessments
- Conflict resolution
- Employee communications
- Grievance systems
- Problem resolution processes
- Policies and procedures
- Employee opinion surveys
- Employee suggestion systems
HRCC respects the right of employees to organize and the rights of enterprises to work directly with their employees. For over 20 years our consultants have successfully assisted organizations and their Unions to work together more effectively and efficiently.
If your organization is unionized, we can facilitate the transformation of the management - union relationship from adversarial to collaborative, resulting in a more efficient and effective operating environment of mutual respect, trust and goals.
If your organization is nonunion we have an impressive record of helping organizations create a work environment that promotes direct management and employee relationships. We have successfully managed labor relations and campaigns involving the:
- Oil Chemical and Atomic Worker's (OCAW)
- Alaska Petroleum Joint Crafts Council (APJCC)
- Teamsters
- International Brotherhood of Electrical Workers
- Plumbers and Steamfitters
- Laborers and Operating Engineers Unions
We can also:
- Develop union and employer partnering strategies
- Conduct grievance investigations
- Conduct negotiations
- Develop grievance systems
- Develop negotiation strategies
- Develop Union and Employer partnering strategies
- Manage employer organizing campaigns
Building the capacity of the organization and its employees, is essential to scaling an effective and efficient enterprise. The most comprehensive and tailored approach uses our proprietary, competency-based capacity assessment and development process, HRCC's CapBuilder℠. This process includes the following elements:
- Competency models – which identifies for each position, the most 15 or so competencies necessary for success in the position and the proficiency level required for each competency
- Competency Assessments – which evaluate job incumbents against those key competencies and proficiency levels
- Individual Development Plans – which are development plans tailored to each individual employee relative to the position they currently occupy
This tailored approach has several benefits over traditional professional development approaches which include:
- Training resources are more closely aligned with training needs and with successful job performance
- Providing employees and supervisors a common, specific and actionable language with which to discuss developmental needs
- Training is more valued by staff, because there is direct linkage to required development for success in the job
HRCC can also assists our clients with conducting traditional training needs assessments, developing and implementing off-the-shelf training or custom training programs to address their organization's specific needs. We offer scores of training programs delivered on-line or in a classroom setting.
Broad training categories include:
- Breakthrough methods
- Diagnostic
- Operational
- Process improvement
- Management
- Professional
- Remedial
Companies invest millions of dollars training and developing their employees. This employee investment yields the greatest return when the investment is made in the appropriate employees. Today many companies use assessment techniques as one of the factors that determine selection, hiring, promotion, development needs and other decisions. We utilize a variety of assessment instruments including:
- StrengthsFinder
- Thomas-Kilmann Conflict Mode Instrument
- Hogan Assessments
- Myers-Briggs
- FIRO-B
- CPI 260
- CPI 434
- Strong Interest Inventory
- Team Effectiveness Profile
- Checkpoint (360)
- Skillbuilder
- Profile XT
Additionally, companies may have key employees that are important to their bottom line, but require behavior modification in order to maintain or improve their effectiveness. HRCC provides individual coaching methodologies that have assisted executives and other key employees in significantly improving their performance or the performance of their teams.
For years, HRCC has provided alternative dispute resolution services between colleagues or other disputing parties. We have also served as expert witnesses during litigation and have testified for the defense and plaintiffs in scores of cases. Previous engagements include resolving conflicts between:
- Individuals
- Supervisors and their team members
- Departments
- Management and non-represented or union represented employees
Our consultants apply our knowledge of the labor law, behavioral science theory and practical experience with the goal of achieving win-win outcomes. When win-win outcomes are not possible or appropriate, we work toward compromise solutions, avoiding competing, accommodating and avoiding resolutions in all but the most appropriate cases.
As our clients continue to grow, restructure, and align their offerings with a dynamic marketplace, executives' and other employees’ roles can change or be eliminated. We understand the valuable resource employees represent and have assisted companies in transitioning staff into new external opportunities. Our services are comprehensive and tailored to the needs of the organization and its employees. We offer consultation and support in a wide range of areas to include:
- Benefits Preservation
- Career Management
- Directorship Programs
- Entrepreneurial Services
- Financial Planning
- Image Consulting
- Personal Marketing
We would be delighted to meet with you to discuss how we can assist your company to retain and successfully outplace personnel effected by restructuring.
These surveys are designed to capture employees' perceptions of their work environment. They assess the general work environment rather than just employee satisfaction. They measure attitudes relative to your organization's, management, jobs and other job satisfaction and engagement elements. These surveys will reveal organizational strengths and areas for improvement.
Design Considerations:
- Tailored to your organization
- Creates a positive and constructive approach
- Provides survey feedback to all participants
- Isolates and reports findings for work groups with greater than 5 participants
- Develops action plans to address findings
- Survey design is repeatable year-after-year to measure survey and action planning effectiveness
Deliverables:
- Work collaboratively with the client to design the survey structure and survey questions
- Develop the feedback sessions
- Administer the survey
- Analyze the data
- Develop and present the report
- Conduct feedback sessions
According to the U.S. Bureau of Labor Statistics, the U.S. workforce will lose the knowledge, skills and competencies of 46 million college educated baby boomers who will retire over the next 20 years. Over the next 50 years, the U.S. workforce is projected to grow at one-third the rate of the previous 50 years. We have over 10 million more jobs than candidates. As labor shortages and recruitment costs continue to rise, reducing turnover and retaining employees have become an even more important objective for any organization.
HRCC's process optimizes the use of technology without losing the humanistic and high quality feedback that should be the goal of any exit/stay interview program. HRCC conducts exit/stay interviews by phone, Internet or mail.
Each month, following an analysis of the responses, HRCC will develop a report that analyzes the results of the exit/stay interviews and makes recommendations to address widely-held concerns or issues expressed during the interviews. The reports will also profile positive findings to achieve a good balance and provide recognition for effective personnel, programs, processes, etc.
Organizations can use this management information to decrease employee turnover and increase employee engagement and retention by:
- Analyzing existing systems, processes, programs and practices.
- Developing new systems, processes, programs and practices.
- Potentially modifying or discontinuing existing systems, processes, programs and practices.
- Recognizing departments with well-regarded existing systems, processes, programs and practices.
Even if your Company currently conducts exit interviews, often the results of those interviews are never transformed from abstract data to actionable, management information.
Take advantage of this proven program to receive candid and valuable feedback regarding your company’s culture, procedures and practices.
INDUSTRY EXPERIENCE
We support start ups, small businesses, non-profits, government and Fortune 500 companies, domestically and internationally.
HRCC INVOLVEMENT & GENERAL DELIVERABLES
HRCC has several ways we can work together; from just performing organization diagnoses and needs assessments to delivering ‘turn key’ services. Options 1 through 6 below provide more details regarding the many ways we can work together!
Option 1
HIGHEST CLIENT INVOLVEMENT
Client diagnoses business issue's root cause(s)
Client provides HRCC with specific deliverables
HRCC implements
Client maintains and sustains
Option 2
HIGH CLIENT INVOLVEMENT
HRCC diagnoses business issue's root cause(s), using a non-proprietary or proprietary solution
Client implements business solution and sustains the resolution without HRCC training them
Option 3
MEDIUM-HIGH CLIENT INVOLVEMENT
HRCC diagnoses business issue's root cause(s)
HRCC trains Client to implement non-proprietary or proprietary business solution
Client implements and sustains
Option 4
MEDIUM CLIENT INVOLVEMENT
HRCC diagnoses business issue's root cause(s)
HRCC implements business solution without training Clients
Client implements and sustains
Option 5
MEDIUM-LOW CLIENT INVOLVEMENT
HRCC diagnoses business issue's root cause(s)
HRCC implements business solution
HRCC trains Client to maintain and sustain
Client maintains and sustains
Option 6
LOWEST CLIENT INVOLVEMENT (TURN KEY APPROACH)
HRCC diagnoses business issue's root cause(s)
HRCC implements business solution
HRCC maintains and sustains resolution
JOURNEY TO HIGH EMPLOYEE ENGAGEMENT
Your organization is somewhere along a journey toward employee engagement. Using our 3D Employee Engagement Model℠, we can determine where you are along the journey below, meet you where you are and steward your journey through achieving optimal employee engagement!
Candidate Assessment
Even before employees are hired, HRCC can supplement the interview process with psychometric assessments to increase the probability that new employees are a great fit for the position and organization culture, including their engaged employee climate. Our proprietary E-CAPACITY℠ model allows our clients to map their candidates’ and employees’ preferences to organizational culture.
Onboarding & Orientation
When planning to create and reinforce a 3D employee engaging climate, onboarding and orienting new staff are important elements. It can take 6 months or more for a new employee to effectively transition into a new role and become fully productive. We help new employees accelerate that transition for themselves and if they supervise, for their teams.
Job Design
Being fully engaged is supported by smart job design. We can assess whether the position possesses elements that speak to and engage the employee and if not, we can redesign the position.
Organization Structure
In efficient and effective organizations, the form (structure) of the organization follows the organization’s function. We have recommended organization structures for entire operating companies, departments and smaller work teams.
Team Effectiveness
All teams evolve over time, starting with forming the team, storming within the team, norming team values and ways of working, and performing. We are behavioral science experts that can accelerate your team’s journey to high performing.
Conflict Resolution, Mediation & Arbitration
Dysfunctional conflicts also arise wherever teams exist. We provide behavioral consulting services and certified mediation and arbitration services.
Organization Assessment
Like a vehicle, when an organization is not ‘purring like a kitten', we have conducted organization diagnoses and assessments that start with vision, mission and goal alignment and includes critiquing management and operating systems, operational and employee capacity and much more.
Employee Assessment
& Coaching
Like with new candidate assessments, we use psychometric assessments as part of capacity building, professional development and employee engagement strategies, including our proprietary E-CAPACITY℠ model which allows our clients to map employees’ preferences to organizational culture. Employee and executive coaching are also services we provide in response to improving assessment results and operating results.
Performance Appraisal
Performance appraisal is an important part of any effective performance management program. In the spirit of continuous improvement, organizations must be able to assess performance and provide constructive feedback. We design appraisal systems that are aligned with and reinforce the organization’s culture.
Employee Opinion Surveys
It is important to ‘check in’ with employees on at least an annual basis and well-designed employee opinion or climate surveys are a great way to identify opportunities to improve and assess the employee engagement level.
Employee Engagement
According to the most recent surveys, only 15% of the world’s organizations’ employees and 33% of the U.S. workforce are engaged. We have developed our proprietary 3D Employee Engagement model to create insight and assess organizational engagement. As behavioral scientist, and HR and management practitioners, we are experts in building a highly engaged workforce.
Labor Relations
Whether represented by a union or not, employee
engagement is critical to operational efficiency and effectiveness. We recognize as representatives of organizations’ employees, unions should be treated as important partners of the enterprise and not adversaries. Understanding this, we also recognize an organizations’ right not to be represented by a union. We have experience designing work environments that eliminate the need to organize under OCAW, Brotherhood of Electrical Workers, Steam and Pipefitters, Teamsters and more.
Capacity Building,
Training & Development
Leading organizations significantly invest in their workforce. We consult on and deliver all three development approaches: the 70% that occurs through work experiences, the 20% derived from coaching and mentoring and the 10% that occurs in the classroom.
Culture Change
As business environments change and organizations evolve, sometimes the culture must follow suit. We are culture change experts that have helped organizations with merger and acquisition due diligence, melding resulting disparate cultures and reshaping existing organizational culture.
Meeting Facilitation
From time-to-time planning and other meetings are necessary, and research tells us having team members facilitate their own meetings will result in less effective meetings. Experience more effective and efficient meetings through expert meeting design and facilitation.
Off-Boarding & Exit Interviews
Employees leaving organizations can be a reservoir of institutional knowledge, a great source of constructive feedback and a future rehire. We help organizations off-board staff respectfully and comprehensively. Through exit interviews, we can also glean important work experience insights that can inform, employee engagement strategies and other organizational improvements.
Strategic Planning
In our dynamic global work environment, strategic
planning has become even more important and must include external and internal environmental scans, strengths, weaknesses, opportunities and threats analysis and other tools that may not be an organization’s core competency. We use Porter’s Diamond and 5-Forces models, Griffin’s model, SOR (Stimulus, Operations, Response) models and other tools to inform the organization's strategies and tactics. We also design and facilitate Strategic Planning meetings.
