Long Term Strategic Plan for Services

The long term strategic plan is to increase the profitability of customers and allow the businesses to be more sustainable through the following objectives:

  • Improving employee morale
  • Improving employee productivity
  • Decreasing business liability from lawsuits and regulatory issues



    • These objectives will be achieved in many ways:

  • Allowing company owners and senior managers to FOCUS on their core business instead of getting sidetracked by human resource issues that they are usually not prepared to deal with.

  • Consulting with business owners and managers about employee problems and how to handle the problems.

  • Creating or revising human resource policies and procedures in such areas as employee handbooks, safety manuals, drug testing policies, hiring practices, termination procedures etc.

  • Helping the business owners by ensuring the company is following standard human resource operating procedures through the use of an HR Checklist (basically auditing the HR function of a business).

  • Better employee benefit offerings to member companies including both welfare related benefits and retirement related benefits to increase morale and improve employee retention.

  • Restructuring compensation plans and packages for higher productivity.

  • Stronger orientation and exit programs.

  • Human Resource metrics that measure the effectiveness of programs on desired results.

  • Training of employees, managers and business owners in a variety of areas including: laws such as Affirmative Action, Equal Employment Opportunity, Family Medical Leave Act, Americans with Disabilities Act, Harassment in the Workplace as well as providing training programs for company-wide benefits and how employees can better take advantage of these benefits.

  • Providing a professional resource to help prevent and mitigate potential legal and liability claims through training and education.

  • Creation and interpretation of employee surveys to better understand the opinions of employees.

  • Use of personality and psychological reviews to help in the hiring process and to better gage probability of success.

  • Slowly changing the perception of employees by owners from "a necessary evil or expense" to a "company asset." For example, instead of measuring "Employee Turnover" we instead start creating a culture that measures "Employee Retention." We do this by initially looking at metrics that measure why employees leave a company but eventually become proactive to measure why employees continue to work for a company (employee satisfaction).

  • Act as a Business Partner with company owners and managers to obtain higher value for their largest asset (employees).



    • Our Consulting Services

  • Employee Relations
  • Training
  • Human Resources Audits
  • Employee Handbooks
  • Compensation Analysis
  • Strategic Planning
  • Retirement Plans
  • Performance Management
  • Employee Surveys
  • Affirmative Action
  • Outplacement
  • Succession Planning
  • Labor Relations
  • Special Projects/Studies

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