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Do you have that position of "Office Manager" with someone with little or NO "true" HR  expertise, experience?
Do you have HR staff that have more work than they can possibly do..not enough time in the day to handle the workload?
Do you have your "HR" Function, under a professional such as a CFO because you didn't know where else to place it?
Do you fully understand the scope & value of "HR" Compliance and Administration?
Greetings! 

Working well together is important no matter what your business 
If you are like many organizations, the HR function has not been fully understood.  The complexity, the importance, the contributions such expertise provides to the "bottom line" is not clear.
Any organization or business, large or small, needs and deserves access to a strong HR professional.

It's time to review who handles your HRfunctions..remember, "HR" goes far beyond pay and benefits...Determine whether you are compliant or not and how you can handle this more appropriately. 
 
Start here by taking this HR Practices Assessment
 
JBM's traditional Consulting as well as the online, self help solution.. HR Websource.com, provides the depth of professional experience, proven best practices, tools, templates, professional development and friendly professional support that all businesses deserve.  Whether it is to assist HR staff or be that HR person to handle your HR issues..JBM is a phone call away!
 
Many clients are on retainer and contact JBM for any issues related to their employees.  All of JBM's clients will say they are glad they knew of this "Third Party Option" so that such expertise is always available, without taking on the additional costs of regular employment.
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How do your staff feel that have been given the HR function being ill prepared to do handle the demands of this critical field?
Here are how some of those individuals feel that have been asked to oversee HR functions while inadequately prepared to do so...
 
"My boss just doesn't realize that handling employee issues involve so many complex issues that not only require understanding employment law but how to handle people  well requires special skill."  Office Manager, office of 4 staff members
 
"The worst part of my job is handling the hiring and all the details that are important with it?  I wasn't trained in this field"  financial supervisor
 
"We are not a large business but we have significant challenges related to things like conflict, performance, reliability as well as issues related to OSHA compliance etc.  There is too much to learn and then too much work to ensure compliance"  director of administrative services
 
"I love what I do, but frankly lose sleep over the HR responsibilities that have been placed on me.  My supervisor just doesn't realize the complexity and the fact that we need help in this area".  controller
 
"My office manager wrote my handbook for my practice, I don't really understand the details or significance of the content and she obtained the information from a template that doesn't relate to us in many ways.  As she leaves her employment and demands certain benefits I realize I trusted her too much and now feel obligated since she created the policies and benefits.  I know I should have paid more attention to this aspect of my business but I just trusted her and don't feel skills enough to know whether it was good or bad.  I need help revising the handbook because I now realize how binding it is. I then need an understanding on how to administer it!"  Physician
 
"There is not enough time in a day.  Our organization is large and we simply are not working as smart as we are hard.  My staff is overloaded but I need some process review to ensure we are spending our time appropriately, utilizing all resources effectively and providing a service that is quality to our staff". VP of Human Resources
 
IF ANY OF THE ABOVE COMMENTS "RING" TO YOU..YOU NEED ADDITIONAL ASSISTANCE OR TOOLS TO MAKE IT POSSIBLE TO MOVE TOWARD COMPLIANCE AND EFFECTIVE HANDLING OF EMPLOYEE RELATED NEEDS/ISSUES.
Such organizations are the majority of my clients.  They range from employees bases of three employees to 3,000 employees.  Regardless of the size of the organization, there are always some knowledge gaps that are important to ensure are filled. Especially in a field that is a target for legal liability. 
 
Consulting has been the cost effective response to those organizations that reocognize the importance and have benefitted from having an experience HR professional to help them with their ongoing employee issues.  Most of my clients ask that I update or create a handbook that then prepares them to manage their staff accordingly.  We then usually create detailed position descriptions and a performance evaluation process so all the pieces are in place both administratively and for ensuring productivity. 
 
Once everything is in place, JBM trains those management personnel as to effective administrative best practices and serves as their "on call" HR Manager.  It works! 
 
JBM provides a variety of professional HR and Organization Development services and regardless of the size of your business, we can help!  Check out the details on line...jbmconsultingonline.com , our online option or call  at 716-946-8381
 
Wishing you continued success!
Jeannine Brown Miller
JBM Consulting & HRWebsource.com