With the radical shifts that exist in our business culture today, there are opportunities within every organization to look at "how things are going;  how things might be done differently, or more efficiently."  We believe that in recognizing the value of this process, improvement in productivity and morale will generally follow.  However, these key elements, left untended may erode your company's competitive edge and its profits, diluting whatever success you hope to achieve.  Can you afford to ignore these issues in such a  fast paced and dynamic business environment?

     In today's litigious society, our government holds employers to unrealistic standards which are often difficult to maintain, not only because a small business doesn't have the means of  keeping current on such regulations, but also because small business may not be able to afford the HR expertise in house.  But these regulations must be kept, (and there are more new ones every month) so the burden falls to the office manager or the owner, both of whom are ill equipped and have little time to deal with issues that, yes, are important, but somehow get lost in the shuffle of the daily grind.

    Bill McGrath, President of Island Air talks about his experiences with The Executive Suite: 

    "Our company has grown quickly and as a typical entrepreneur, I was frustrated with my inability to be all things to all people in the company.  Our earliest contact with The Executive Suite HR consulting team began with an audit of our entire organization; to see where I might best delegate and improve my management style.  Within an eight week period I had a detailed report that outlined the areas of our operation where human resource and management problems were likely to develop.  In addition they provided us with  variety of solutions which had realistic time frames. 

    Since that time I have found that with The Executive Suite as part of our management team and their involvement in our day-to-day company operations, our management team has had encouragement and valuable human resource support.  We now have an employee manual and realistic job descriptions for our different departments.  We have a management team and a chain of command that works.   Employees know what to expect and what is expected of them.  I can see the improvement in our ability to operate more smoothly and with improved communication.   Our employees are happier and more productive.  We're all on the same page.   We're pleased that The Executive Suite is our human resource department."

 What Exactly Is An HR Audit?  

It's listening... outside the box.

     First, the members of The Executive Suite's HR consulting team look at your company's corporate policies and procedures.   We ask questions about the company's philosophy and culture, and most importantly, what you want to accomplish with the audit.    The team analyzes the organizational chart from both the company and the employee point of view.   A questionnaire is developed and a confidential interview is conducted with each company employee, where we listen to what is and isn't said.  We listen for how well the company policies, procedures, philosophy and culture are understood, practiced and accepted. 

It's looking at your big picture and recognizing your path for what it is...

a barren desert or an overgrown jungle? 

    We look at your company's work processes and the related job descriptions for both efficiency and continuity.

• Does it take five people five days to do something that three people could do in three days?
• Are tasks and procedures being done internally that might be done more efficiently and less expensively outside the organization?
• How does information flow up and down the organization?
• What are your work force core competencies? Are everyone's skill sets being used to optimum efficiency, as well as to their highest personal satisfaction?

    It is only in retrospect that most employers learn the monetary costs of ignoring such hot legal buttons as fair wage practices, proper terminations, crisis intervention, equitable hiring practices, or, stopping sexual harassment or discrimination before it begins. 

A company's indifference to compliance can result in serious financial costs.

    If you do business today, you must understand, address and properly practice such nuts and bolts issues as ERISA, COBRA, EEOC, OSHA, ADA, FMLA, FLWA/FLSA, ADEA, MCAD, Title VII, Exempt & Non-exempt Compensation, Unemployment, Age Discrimination, Sexual Harassment, Immigration Reform & Control, Right to Privacy, Workers Compensation.

    Other HR functions such as employee documentation, workplace violence, stress management, substance abuse, corporate policy, recruitment, selection, interviewing, hiring, organizational development, position descriptions, problem resolution, evaluation, discipline, termination, interim/contingency staffing, training and customer service programs, team building, payroll management and a burgeoning number of benefits administration issues are equally important.  Please visit our compliance page to better understand  the definitions of these issues.

    Our HR consultants look at how your company manages such regulations, how well they are understood, implemented and documented by your key managers, and how consistently the rules filter down through the organization.   We also look at how these issues can be properly and more easily administered, perhaps by outsourcing. 

It's identifying the problems and finding solutions.

    After the HR team completes the internal segment of your audit, we prepare a comprehensive report, which identifies those areas of concern that need attention.  We outline specific solutions and target opportunities that will foster greater productivity and commitment for your organization.  We help you design a road map which incorporates your business goals.  A well designed road map will help everyone in your company to reach your destination with a little more speed, a little less frustration, and maybe a little more fun along the way.  After all, if we are spending the better part of our day at work, it should be stimulating, it should be fun, and it should be rewarding.  If it is all of those things, it will be successful.

    This process should be the beginning of your company's new partnership with its internal and external customers:  a partnership that is willing to risk stepping outside the box, examining its goals, redefining its processes, and embracing change.  We strongly believe that today's smart managers will accept these risks and ultimately reap the reward of survival and success.

 Call us for a free consultation.