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Symptoms
People
power organizations. Without their commitment and knowledgeable help, no
organization can succeed.
As organizations evolve, they experience
undiagnosed, nagging pain. Some
symptoms of troubled firms:
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Lack of communication |
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Conflict among HR policies |
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Sabotage |
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Increased absenteeism and turnover |
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Disputes among workers over the right way to do
the job |
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Challenges to authority |
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Loss of leadership |
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Compensation policy out of sync with company
goals or strategy |
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Poor performance |
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Inadequate feedback to employees |
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Incompatibility of senior execs |
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Unrecognized key employees |
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Mysterious or non-articulated values |
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Failure to walk the walk, talk the talk |
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Absence of HR partner |
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Lack legal compliance |
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No job descriptions |
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The
Trouble Doctor™ |
| Trouble Doctor is the trade name for workplace services aligning
corporate and personal goals. The Trouble Doctor
diagnoses and treats the human elements that threaten or promote
success. Whether with individuals, groups or organizations the Trouble
Doctor heals intense, emotional turmoil. |
|
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Diagnosis and Treatment
Employer liability aggravates many business owners.
Unforeseen, unpredictable events are emotionally and financially
draining and time consuming. Labor
laws increasingly complicate HR activity for all firms.
Many small firms (less than 100) are especially vulnerable
because they lack an in-house expert to guide them when employee
problems arise.
Fauecast offers an HR audit to examine and treat
workforce issues. Fauecast
prescribes:
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General assessment of firm’s HR structure and
strategy. |
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Analysis of HR policies and procedures for
effectiveness and legal compliance with state and federal laws
(posters). |
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Review of recruitment, selection and retention
process: application forms and files; check “negligent hiring
risk.” |
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Review of job descriptions and performance
review process. |
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Absenteeism and turnover assessment. |
|
Review salary structure, benefits, incentives,
professional development, and linkage to performance. |
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Assess strategic HR planning and forecasting. |
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Review training and development; especially
orientation and supervision. |
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Review employee communications. |
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Check employee information system. |
Result:
Work plan to reduce employer liability and improve HR practices. |
