As an HR Firm, we Specialize in Human Resource Consulting and Outsourcing Services in Charlotte, NC
At HR Consulting Group in Charlotte, our goal is to provide personal relationships with small businesses who are looking for a Human Resource Consulting Firm and Services. With all the rules and regulation involved with HR such as employee recruiting, retention, termination, or HR audit to ensure state/federal compliance, Handbook/Policy creation, and/or Performance Management, there are endless aspects to HR that small businesses face.
With a Charlotte HR Consultant
- Obtain professional advice and guidance of tough HR issues.
- Benefit from expertise and experience of certified HR consultant.
- Receive HR advice, tips, tools and best practices that work.
- Meet specific goals in a timely manner.
- Only pay for the time or services you use.
- Receive the most flexible solution to fit your needs and budget.
- Stay focused on your core business.
An HR consultant can assist you in handling employee relations matters, such as investigating informal and formal complaints filed by employees alleging that your company has engaged in unfair employment practices. The advantage of having an external consultant is that it preserves the integrity of workplace investigations. In addition, an HR consultant who is specially trained to mediate workplace disputes can save exorbitant costs to litigate employment cases. HR consultants may also advise you on proactive measures to ensure employee satisfaction so that you mitigate future risks of liability concerning employee issues.
Strategic human capital development is an HR consultant’s strength. There are two ways an HR consultant benefits your organization concerning the strategic direction of your HR functionality. Your HR staff benefits from the expertise that your HR consultant lends in coordinating the HR tactical functions
Many HR consultants are well-versed in the pros and cons of outsourcing HR functions. HR consultants may not perform the duties of outsource providers, such as processing payroll or handling benefits administration. However, an HR consultant can help you decide whether to hire an outsource provider or help you weigh the benefits of one outsource provider over another. In the event your HR consultant does perform some of the HR functions your company needs, you save the expense of paying the salary and benefits of a full-time employee to handle personnel functions that are well within your consultant’s purview.
Ensuring the proper functioning of business communications is also a significant aspect of the business. HR consulting group can help in assessing the overall attitude of the employees. From studying employee satisfaction, happiness, behaviors, and more, human resource consulting firms can help you find out what your workers are happy with, what they desire, and what they dislike.
Who is HR Consulting for?
- Small Businesses who need an immediate, professional solution.
- Small Businesses where HR is handled ineffectively and/or inefficiently by existing resources.
- Small Businesses spending too much time on one or more HR issue.
- Small Businesses that have one person covering many functional areas.
- Small Businesses wanting to protect and grow their business.
Human Resource tips & advice that will help you.
Understand your people:
First and foremost, to begin with, understand your people, know that an HR’s role begins with empathy. Get familiar with your employees – their personal lives, milestones and work anniversaries, roles, strength, weaknesses, comfort, and discomfort, etc. Value the diversity and learn to develop a balance in it. This is an investment you need to make from day one as it will help you in the long run when it comes to creating the right culture, increasing employee engagement and productivity, and achieving the overall goals.
Recognize your role:
HR now is recognized as a strategic partner, the focus is more on employee engagement, talent management, fostering innovation, breaking stereotypes and developing a collaborative culture. Understanding the strategic definition of your role and then connecting these to the business plan will assist you in planning a strategy
Comprehend the business:
It is difficult to capitalize on the human capital unless you have a completing understanding of the business. This means identifying the respective stakeholders i.e. the top management, employees, potential employees, and everyone else who falls under the corporate umbrella. Understand their specific needs and requirement, develop a bridge between all of them and based on it comprehend the year’s targets of the organization. If you have a clear understanding of the vision of the business, you will then also be able to develop the culture that will help achieve the defined targets easily and at a faster pace.
Widen your skill-set:
Make every effort to increase your expertise. This could be through e-learning, sector-based seminars, training courses or simply taking up projects that are complementary to the HR profile. This will not only give you exposure to different verticals but ensure that you keep growing. Schedule skip level meetings every quarter with the top management, this will help you understand if you are in track when it comes to your management’s vision of the organization and also your profile.
Increase your network:
Investing time in networking with professionals in the HR field across sectors is the fastest way to increase your knowledge and your skills and also expand your business connections
Embrace your role:
This is the textbook definition of being an HR. Ensure that you are well-organized, good at multitasking and multiple focusing, self-disciplined, good at negotiations and dealing with ambiguous areas, are an excellent communicator, problem solver, receptive towards your profile and above all, transparent. This is the basic checklist that will give you an advantage not just with a new career but will also with every new role.
Know that when you are an HR Manager you need to have the knowledge and be strategic to make an impact in an organization; this requires focus and a long-term commitment. A simple suggestion to achieve this? Have a mindset of a startup owner. Be determined, passionate, goal setter, hard worker and a hustler!
IMPROVING HR SERVICES
Reducing the chance of mistakes
When data is entered manually, there is always the risk that mistakes will be made, regardless of how accurate the person entering the data is.
When processes are automated there is less need for data to be entered manually, thus reducing the likelihood of mistakes. This not only saves time in terms of entering the data in the first place, but if a mistake is made then a lot of effort can be saved in identifying where the mistake was made and rectifying it.
Improved Employee Development
The Software can be used to alert HR staff when employee appraisals are due
This reduces the risk of an appraisal being missed because it was left out of the diary or it just wasn’t seen. The same software can also act as a reminder if there is anything to follow up on once the appraisal has taken place.
As well as helping to improve the employee development process, being able to efficiently follow up on any concerns that they may have will make the employee feel more valued and this will, in turn, make them more productive. Productivity can also be improved as effective employee development can ensure that your staff becomes better at their jobs by enabling them to work more efficiently.
Recruiting New Staff is Easier
The recruitment of new employees is one of the most time consuming and expensive processes that a business has to deal with.
Using software to deal with the HR aspect of recruitment can help make the process simpler and, therefore, faster. For example, if people can apply online, then time and money can be saved by not having to mail out application forms. Additionally, if an employee’s details are already entered into the system in the application process, then HR staff do not need to re-enter the data when a recruit is taken on.