In today's business environment, it is important that your organization takes a deep look into all aspects which may be limiting maximum performance. HR On Call^® takes a similar approach as a general physician takes when they are trying to diagnose problems based on symptoms you tell them. In many cases, a larger problem may exist but unless you take a systemic approach to understanding what it is, you will never know.

Our approach starts with identifying your business goals at a high level. We try to gain insight into the direction your organization is wanting to go in. We look at specific employee performance areas such as knowledge or learning gaps, work environment, cross-training skill needs, or even reinforcement from management or colleagues.

Here are some other examples that we can help you and organization with:

• Business Planning: HR On Call can help entrepreneurs or existing businesses plan, start, operate, or expand their business and market their products and services. Our consultants can help establish a strategy and vision, develop a professional business plan or bid proposal, assess the feasibility of a business concept, prepare proposals, assist with contract negotiations, obtain funding, create marketing plans, create partnerships and strategic alliances, complete applications and certifications as needed, and assist with project implementation.

• Organizational Direction Setting: Developing and reviewing core strengths and effective strategies presents challenges for most organizations. Progress happens when your employees move in the same direction. HR On Call has developed proven ground rules that work effectively to bring together your team in establishing motivating strategies for your company’s future.

• Change Governance: The change governance structure of organizations is often designed to prevent chaos rather than facilitate work. What is needed is a structure that allows managers to creatively manage and perform at maximum efficiency and effectiveness throughout the change lifecycle. Clear and effective change governance enables managers to achieve the greatest results with the least amount of disruption to their operations and people. Without it, power struggles, conflicts and confusion arise, priorities become uncertain, resource politics and power-plays occur, and employees become confused about who is actually in charge. This seminar helps managers clarify those with the authority for change and the interface between the change governance structure and operational management to ensure that both run smoothly throughout the change and predictable conflicts are minimized.

• Organizational Audits/Assessments: HR On Call can help identify the roles, responsibilities and skills required for employees to be successful in their positions. The optimum organizational structure, including processes and reporting relationships, will be determined based on this information.

• Staffing Analysis: HR On Call can review your current staffing plan, including job titles and descriptions, and make recommendations for alternative staffing levels, organizational design and structure, functional alignment, etc., to maximize staff effectiveness. An accurate staffing analysis is required in order to create a human resources strategy that will accurately align business and people initiatives, link tactical priorities to business growth goals and objectives, and provide a sustainable process for acquiring, developing and training human resources.

• Performance Gap Analysis: The increased reliance on human capital, as well as the tremendous investment in this resource, requires organizations to better manage, develop and deploy their human resources. Organizations need to determine gaps between employee’s current knowledge and skill level, and that which is needed to accomplish new initiatives, perform changes in responsibilities, or prepare for future initiatives. Using enterprise-wide standards and insights, HR On Call maps resources against expectations for certain roles while taking business goals and technology requirements into account. Our performance gap analysis will determine what type of training is required to close this gap so productivity levels remain high.

• Behavioral Assessments: These assessments measure the work-related behaviors and motivational needs of employees to give managers the required knowledge to better lead, motivate, and utilize employees to accomplish company goals and objectives.

• Culture Assessments: Management and employee satisfaction and culture assessment surveys, and interviews and focus group discussions with managers, employees, and other stake holders are performed to identify the current company culture, and then develop an action plan for systematically moving this culture to a preferred state to ensure a satisfied and productive workforce.