| Client
Issue |
People
Insights, Inc. Role |
Human
Resources Management Systems and Processes for a Start-up
organization
The
company was in a start-up situation and understood the value of
having effective Human Resources Management Programs and
processes. |
 |
Worked
with senior management from the start of the organization.
|
|
Projects
included:
|
Developed
a people philosophy for the organization.
|
|
Developed
a comprehensive employee and managers’ handbook based on
the people philosophy.
|
|
Hired/mentored
an H.R. Administrator
|
|
Provided
senior level H.R. Management expertise to the client on an
on-going basis. |
|
|
| Performance
Management
The
company needed a leading edge process for effectively evaluating
each Management Team member to use as a basis for setting bonus
and stock option levels. |
|
Worked
with the President and management team, under the general
direction of the Chairman of the Board.
|
| Developed,
tested, and implemented a 360° feedback process for
evaluating senior management. |
|
| Compensation
Management
The
Board of Directors of the organization required a comprehensive
review of its compensation and benefits programs. |
|
Worked
directly with the President
|
| Developed
a compensation philosophy |
| Analyzed
existing salaries and salary ranges utilizing competitive
salary data |
| Instituted
a job evaluation system to define internal equity |
| Developed
variable compensation programs |
| Conducted
a benefits review for the organization |
| Prepared
a report of Findings and Recommendations for the Board of
Directors |
|
|
The
client was in the process of moving head office from one city to
another and required Human Resource Management assistance to
address the people issues it faced.
|
|
Worked
with the President and key management team members along with
other consultants (management, outplacement, public relations,
legal, etc.)
|
|
Developed
and implemented a plan for moving the office.
|
| Issues
addressed:
|
|
Relocation of employees
|
|
Severance
|
|
Outplacement |
|
Communication |
|
Strategic
Planning
The
company was looking to formalize the Strategy and Business
Objectives for the Management Team for the upcoming year and
beyond.
|
|
Worked
with the President, senior management, and Founders of the
company.
|
|
Through
a facilitated workshop, developed a Strategic Plan for the
organization.
Elements of the plan included:
|
Stakeholder
Analysis
|
|
Mission
|
|
Strengths,
Weaknesses, Opportunities, Threats (SWOT) analysis
|
|
Vision
|
|
Business
Objectives
|
| Critical
success factors |
|
|
Education
and Development
The
Management Team needed education in the area of people management
and goal setting to address employee issues and move the
organization forward.
|
| Developed a Manager Handbook and provided education and HR
processes in the following areas:
| People Philosophy |
| Recruitment, Selection, Hiring |
| New Employee Orientation |
| Role Descriptions |
| Performance Reviews |
| Compensation |
| Dealing with People |
| Termination of Employment |
|
|
| Cultural
Change
Working with the entire organization, provided Senior Human
Resources and Management expertise to transform the culture to a
performance driven model. |
| Working with the Senior Management Team, designed and
implemented the following programs and processes:
| Compensation philosophy and compensation review |
| Leading variable compensation program |
| Recruitment, Selection, Hiring process |
| Role Descriptions |
| Performance Management process based on goal setting in
alignment with corporate objectives |
| Senior Management team evaluation process |
| Core Purpose statement development |
| Corporate Climate Survey |
| Team Building |
| On-going Training and Development |
|
|
