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TYPICAL CONSULTING ASSIGNMENTS <br /> ORGANIZATIONAL PLANNING: COMPENSATION: TRAINING AND DEVELOPMENT: <br /> •Succession Planning.Includes an analysis of the -Design and/or revise a wage program for factory -Management and Supervisory skills training in: <br /> current organization and the development of a plan or production workers.This would include the design -Interviewing and Selection <br /> to grow the staff to most future company needs. and preparation of a communication plan. -Management of employee performance and <br /> -Development of a three to five year manpower plan. -Develop a compensation program for salaried,"lee correcting problem behavior. <br /> Identification of the organizational structure along with or other specific areas of the company. -Overcoming resistance to change. <br /> the wage and benefit costa and training requirements. -Evaluate the needs and options for a variable -Resolving Conflicts <br /> STAFFING AND EMPLOYMENT: compensation program;profit sharing, -Sexual Harassment <br /> -Design and development of a staffing program to meet gainsharing,etc.. -first Line Supervisor Training <br /> the long term growth objectives of the organization. -Conduct an audit of the current pay programs -Development of Managers <br /> •Audit the staffing activity and establish procedures to Including a projection of the future impact of -Career Pathing. <br /> manage and control these activities. these plans. -Introduce job competencies for techncial,staff and <br /> -Assist an organization with the procedures for EEO BENEFIT PROGRAMS: managerial positions. <br /> compliance and an Affirmative Action Plan. -Prepare an evaluation of the company benefit -Assess training needs for all levels of the company. <br /> POLICIES AND PROCEDURES: plans;Including a comparison with Industry practices. EMPLOYEE RELATIONS: <br /> -Design and write a Personnel Polley and/or Procedure -Assist senior management In the creation of -Develop a Performance Review Process.Will include <br /> manual.Includes the ongoing administration issues. a benefit philosophy for the organization.This the training of supervisors and managers to achieve <br /> -Design and write an Employee Handbook;with special would become the base for plan design and the most from this process. <br /> emphasis on the legal Issues. benefit communications. -Conduct a Job Evaluation Audit.Involves a review of <br /> -Review and evaluate the Personnel/Human Resources -Research,design and develop the addition job descriptions,compensation equity and job grades. <br /> function. of new benefits plans,replacement of current -Develop a Employee Relations Policy.Involves an <br /> SAFETY, plans and coordinate the Installation of new evaluation of the corporate culture and development <br /> -Audit the company safety program,including programs.(Medical,Life,Pension,401-k) organizational practices to support the desired culture. <br /> workers compensation and OSHA Issues. -Develop a Benefit Communications Plan. -Develop a Communications Program.This may take <br /> -Establish procedures to manage the company Could Include written materials,sudio-visual many forms and may Involve the process to <br /> safety program. and coaching for individual communications. determine organizational needs. <br /> -Assist In the preparation of a Plant/Office Safety Manual. -Develop a pre-retirement planning program. <br /> Should include Occupational Safety,OSHA,Right-to- Can include the program design as well as <br /> Know and Environmental issues. presentation of segments of the plan. <br />