13724 Venetian Court, Orland Park, Illinois 60467Office 708-301-6425 Fax: 708-301-6455
|
|
Providing Human Resources Consulting for Small to Mid-Size Organizations | |
|
Greetings!
This is our third edition of the RGL Pipeline; a quick-read Newsletter that we hope you are finding to be interesting, informative, practical, and useful. We encourage you to provide feedback and suggestions that would enhance this publication from your perspective.
We reported on some pending legislative matters in our first edition and advised that we would keep you informed of developments. This we plan to do; yet "Congress has done no harm" of late, since they have been on summer recess. It is likely that we will have up-dates for you in our next edition.
In the meantime ........ |
| The Importance of a HR Check-Up
 Our experience suggests that many companies have only partially dealt with the various laws and regulations that exist because of the complexity and rapidly changing State and Federal Laws impacting the employee-employer relationship. This problem is compounded due to different employee thresholds that cause a number of rules and regulations to apply to employers at different times. Financial penalties for non-compliance could range from a minor fine, to $100 per day, to court order judgments of 100's of thousands of dollars depending on the severity of the offense.
Policy statements and Employee Handbooks which are out of date, inconsistent with actual practices, ambiguous, or otherwise poorly worded can be a recipe for significant exposure to both legal and employee relations problems.
We would encourage an in-depth Human Resources Functional Audit every three (3) to five (5) years to verify organizational compliance, assess the competitiveness of plans and programs, and compare them against "best practices".
An HR audit conducted by RGL Consultants is generally completed within a 30-day timeframe and will:
- review HR forms, records, processes, policies and documents to ensure compliance with State and Federal laws and regulations;
- assess the consistency of HR policy implementation and procedures within the organization;
- provide for dialogue regarding efficiency and accuracy of HR processes;
- review the correlation of programs and policies to the goals and mission of the organization;
- evaluate available data related to potential employee satisfaction and retention issues; and
- compile a customized report that will detail all findings and provide a "best practice" analysis and recommendations.
Overall, the HR audit provides a perspective of what the organization is doing well and where it can improve its operations. It assists in the alignment of the human resource function with the business needs of the organization. An audit can pay for itself many times over by uncovering changes in HR practices that will have a positive impact on your business by increasing productivity, improving performance and reducing potential liability to lawsuit by ensuring compliance with governmental regulations.
Is your HR department due for a check up?
| |
Developing Tomorrow's Leaders Today.
 Running an organization is dependant on both business strategy and on the talent within the organization. Today's leaders are beginning to put more emphasis on developing talent/future leadership for long term organizational performance. To be successful, there must be a correlation between the organization's business priorities and their talent development strategy. Organizations should seek future leaders from the existing employee pool who consistently achieve high levels of performance in all core competencies, with special attention to those who align with and reflect the vision of the organization. Once these individuals are identified, an assessment against a custom set of leadership competencies should be undertaken and a development plan crafted to challenge and cultivate the employee.
The path of leadership development requires individuals to have a passionate devotion to achieving excellence, self-efficacy, the resources of a well-informed mentor to provide guidance and feedback, and a deliberate practice that focuses on mastering tasks and competencies beyond one's current position level and comfort zone.
Leadership development is extremely critical to the future survival of an organization, especially to small and mid-sized businesses. Large corporations often have many levels or tiers of managers comprising administration and can continue to operate short-term in the absence of one or two executives;
while smaller operations may rely heavily on a single leader to sustain organizational viability and future prosperity. Therefore, it should become a priority to ensure that a pipeline of potential candidates is available (often referred to as succession planning) to fill vacancies if and when needed.
There is a truth in the adage that "people are our most valuable asset". Historically, few companies have fully adopted this truth and implemented a progressive full term development plan. Today however, forward-thinking visionary organizations are starting to recognize that leadership development is a process and not just an event. It is imperative that a plan be developed, committed to and followed through the entire career life cycle of individuals in the leadership pipeline.
Organizations who pledge to cultivate high performing employees for future management positions have a greater potential to positively impact their bottom line over time, secure a continuity of leadership and generate the ability to significantly outperform those companies that do not.
Contact Dave Slivinski for additional information or to discuss how we might assist you in implementing a leadership development program for your organization.
| |
|
|
|
|
We encourage you to forward this Newsletter to colleagues or others whom you feel would be interested in receiving the RGL Pipeline.
|
|
What's Coming in the Next Issue
Is Your Organization
Prepared for a Pandemic Flu Outbreak?
HR Outsourcing
Legislative Updates
|
|
|
Regards,
Rich
Rich Lehr, President
RGL Consultants |
|
If you have been forwarded this email and would like to continue to receive our Newsletter, please "Click" the button below to be added to our mailing list. | |
|
|
|
|
