Human Resources

 

Human Resources may be the most misunderstood of all corporate departments, but it's also the most necessary. Those who work in Human Resources are not only responsible for hiring and firing, they also handle contacting job references and administering employee benefits.
Human Resources may have gotten a bum rap, but it's clearly among the most important departments in any corporation. The next time you have to meet with someone from Human Resources, remember that without him or her, your company might not be running so efficiently.
 Whenever Human Resource Consultations are Needed?:

• Are employee conflicts, performance issues and/or attitudes “eating up” your valuable time?
• Do you find yourself spending the majority of your day dealing with compliance issues or employee complaints?
• Is employee turnover or absenteeism creating havoc to your bottom line?
• Are you confident that new employees are receiving required paperwork?
• Are your supervisors and managers documenting employee issues? And recognizing employees who perform well?
• Are your leaves of absences documented and in compliance with applicable state and federal mandated leaves?
• Need forms? Staying in compliance with state and federal regulations is a challenge for every business due to court decisions and the many new laws created every year.  It can be helped by

• Conducting on site personnel/payroll file, policies and practices audits and recommending actions necessary to be in compliance with wage and hour laws, leaves of absence regulations, and other important policies such as COBRA, performance management, absenteeism, harassment and discrimination prevention, at-will employment and more.
• Reviewing the employee handbook for appropriate language, necessary policies, and for compliance with current regulations.
• Providing forms, policies and updates necessary for compliance.
• Training managers regarding compliance issues and their responsibilities.

Employee Handbooks and Supervisor Manuals
Tailor employee handbooks to meet your needs based on size of company, industry and your philosophy. 

The Supervisor’s Manual defines “how” to apply Company policy.  This is important in helping to ensure equality and consistency in personnel decisions.

Workplace Assessments
Confidential interviews and summary reports of what your employees are thinking about the workplace, designed to confirm what is going right and uncover areas of potential exposure.

Exit Interviews
Collect important feedback from employees as they leave your company regarding:  benefits, compensation, harassment, on-the-job injuries, environment, supervision and more.

Compliance Support
California Family Rights Act (CFRA)
Family Medical Leave Act (FMLA)
Pregnancy Disability Leave (PDL)
Paid Family Leave (PFL)
Unemployment Insurance Claims
Assist in responses and at hearings
California Disability Regulations
Americans with Disabilities Act
Workers Compensation Claims
Wage and Hour regulations and claims
Harassment/Discrimination Investigations

HR Consulting
These consultations provide counseling, forms and consultation on:

Employee Issues
Disciplinary Action
Recognition Programs
Record Retention
COBRA/CalCOBRA
Benefit Administration
Leaves of Absence
New Hire Requirements
Legal Terminations
Reductions-In-Force
Compensation programs
Disability Issues
Record Retention
Orientation
Performance Evaluations
Privacy
Substance Abuse

 

This is to have succeeded!

 To laugh often and much,to win the respect of intelligent people and the affection of children,to earn the appreciation of honest critics and endure the betrayal of false friends,to appreciate beauty,to find the best in others,to leave the world a bit better,whether by a healthy child,a garden patch,or a redeemed social condition; to know even one life has breathed easier because you have lived. This is to have succeeded!
                                                Ralph Waldo Emerson

Human Side of Picture

The Human Side of Enterprise by Douglas McGregor - 1960.


"The effectiveness of organisations could be at least doubled if managers could discover how to tap into the unrealised potential present in their workforces."

"The ingenuity of the average worker is sufficient to outwit any system of controls devised by management."

"When people respond to managerial decisions in undesired ways the normal response is to blame them, rather than managements failure to select the appropriate means of control."

"A half a century ago industrial management had, in the threat of unemployment, a form of punishment which made the use of authority relatively effective.

The situation today is vastly different."
"When the use of authority does not work don't use less or more. Use another means of influence."

"When objectives are externally imposed indifference or resistance are the most likely consequences."

"It is one of the favourite pastimes of management to decide, from within their professional ivory tower, what help the field organisation needs and then to design and develop programs for meeting these needs.

Then it becomes necessary to get the field organisation to accept the help provided. This is normally the role of the Change Manager; to implement the change that no-one asked for or wants".
And in the words of Douglas Mcregor:
       "You might be forgiven for thinking that this is a book of quotes, it is not. It is simply so powerful that the quotes seem to leap off every page."

Douglas McGregor characterised the current management practises as Theory X and in this book he proposed the antidote to the destruction that was waged by Theory X managers. He called it, "Theory Y"
                    This theory Y has given  breakthrough towards realisation of human side of an organisation.
Organisations are:
1.Organisations are machines led by humans
2.Organisations are biological organisms
3.Organisations are piled brains
4.Organisations are cultures and subcultures founded by humans
5.Organisations are political systems to stretched over by humans for the fulfilment of the desire for power
6.Organisations are psychic prisons
7.Organisations are systems of change and transformation
8.Organisations are instruments of domination
Organisations are for humans,by humans,on humans and in humans.
It is very important to give an organisation humanitarian liberty within the constraints of consultation and to adopt democratic benevolent style of leadership based on Theory Y research of Douglas Mcregor.