HR Policies/ Procedures & Systems
HR policies/procedures
HR metrics and scorecard
Employee Communication
Recruiting Tools
Employee Feedback
Policies act as general guidelines that regulate organizational actions. The important role of policies in guiding organizational decision making requires that they be reviewed regularly. Well-designed HR Policy Manuals are consistent, understandable, and reasonable.
Rosson & Gordon can audit or implement HR policies. We work with organizations to ensure that the number of policies is kept to a minimum and only required policies are included. We have the resources and expertise to ensure the policies and procedures are in line with market and can benchmark specific polices as required. We ensure polices are written in a consistent, understandable and reasonable manner, that are clearly communicated.
Goals and measures are critical for achieving organizational success. Metrics clarify what is important. Metrics can change employee behavior when communicated and understood throughout an organization. Balanced Scorecard is a tool that measures whether the smaller goals are aligned with the larger goals in terms of vision and strategy, which helps an organization in the long term.
Rosson & Gordon can work with organizations to ensure your metrics are aligned with business objectives. We can work with organizations to track the impact of HR or other departments on the business and also track the behavior of employees to improve ongoing performance. We can also work with organizations to develop a balanced scorecard approach to ensure the overall strategic and longer term strategies are being measured.
Communication is key to having a motivated workforce. Organizations provide employees with the information regarding Total Rewards and other HR programs to ensure understanding. Employees cannot value programs that they are not aware of, or do not fully understand. Employees require the information available to them regarding their own rewards including compensation level, salary range, methods for determining salary increases, and other pertinent aspects of the Total Rewards Program. In addition, organizations are responsible for communicating changes to policies and procedures to the appropriate personnel in a timely manner, to ensure that employees are aware and fully understand changes.
Rosson & Gordon can develop an internal communication strategy for all aspects of your Human Resource or Total Rewards Program. We achieve this by providing recommendations to you using successful strategies with various media types.
It is a challenge to find top quality talent. Organizations want to hire the 'best' and the 'brightest' to ensure that these employees work together to achieve organizational results and goals. When organizations are faced with the exercise of scanning through a series of resumes to find the 'right' fit, it can be quite a challenge. The challenge becomes even larger when faced with interviewing a number of potential candidates and having to make the 'right' selection. Hiring the wrong candidate can be a huge cash burden on an organization. There are several recruiting and selection tools that a company can use to lessen these burdens to find the right candidate. Behavioral Event Interviewing (BEI) is a tool that has been used widely and is extremely successful. The process revolves around determining the behaviors (or competencies) required for the position and interviewing the candidate looking for specific examples when these behaviors were exhibited in the past. It has been proven that past performance is an indicator of future performance.
Rosson & Gordon can work with you to interview candidates using a Behavioral Event Interviewing (BEI) technique to ensure that the candidate fits your culture and is "best" in class. We also assist with appropriate reference checking. Alternatively, we provide the tools for you to apply this process on your own. We provide the appropriate resources and training to ensure you have the ability to hire the 'best candidates' on a regular basis.
Employee feedback can be measured using employee opinion surveys, which measure quantitative job satisfaction data in connection with issues such as advancement opportunities, benefits, company culture, individual recognition, and pay. These surveys are valuable but the key to the effectiveness of an Employee Opinion Survey is timing and action. The cost of these surveys can be costly and many organizations make a crucial mistake when conducting an Employee Opinion Survey by never responding to any issues of concern that are uncovered by the survey.
Employee feedback can also be conducted by conducting employee focus groups, which can capture similar data found in surveys for a fraction of the cost. The data is qualitative and not as reliable as the quantitative data found from surveys but focus groups get to the heart of the employee issues.
Rosson & Gordon can conduct value added employee feedback sessions for you. We meet with senior executives to determine the perceived culture and meet with employees on to determine an overview of the employee issues when conducting focus groups. External consultants tend to be more successful than internal employees when conducting feedback exercises since they are viewed as more objective in these settings. We bring impartial and forthright recommendations back to you that will provide the feedback necessary to solve issues, enhance the development of employees and increase employee motivation
