Human Resources
Protecting Your HR Investment
Your organization has invested resources, time and energy in your business. You maintain building space filled with telephones, furniture, computers and software. You've invested your time and energy to developing marketing strategies, developing business plans, hiring staff and showing them how to do the job. You've spent money on the tools and materials your people need to do their jobs.
Are the people in your organization as efficient and effective as they could be?
Solve the People Challenge:
The Problem:
- Ineffective, low-productivity employees
- High employee burnout or turnover
- Conflict among employees
- Absenteeism and tardiness
- Too much time spent on personnel problems
- Employees who require too much supervision
- Inconsistent results from employees
- Lack of motivation and responsibility
The Solution:
- Better return on staff investment
- Retention of your best employees
- Responsible, committed employees
- Good interpersonal relationships
- Satisfied employees and customers
- Minimized complaints
- Increased profitability
What do large organizations have that help them make the most of their investment in people?
They have:
- Selection Processes - Methods and tools to help them select the best people for the job
- Assessment - Standards and measures for assessing performance
- Performance Management Systems - A process for regular review and feedback on employee performance
- Coaching - for managers to help them get the best performance from employees
- Training & Development programs that help employees be more effective.
- There is a solution to your human resources needs. VERO Group provides a Human Resources Solution that is flexible and allows you to tailor the solution to suit your organization and its budget.
Performance Management Systems
Employees are the key to our success. Their drive and effectiveness is the most important factor in the continued success of the company. Each person at every level of the organization contributes towards our goals everyday.
To help your company be successful, we develop and launch the Performance Management Program, to facilitate the ongoing development of your people. It is tailored to your organization and its culture. We provide just the support you need to implement the program.
Compensation Programs
Equitable compensation systems are an important component of good employee morale and retention. When an employee feels they are fairly treated within their organization they tend to be more effective. When they feel they are unfairly treated they can become the bad apple that spoils the rest.
There are two components to a good compensations system. Position Descriptions that accurately describe competencies as well as performance standards and a Compensation Grid that places those positions based on the competencies and standards. VERO Group uses a process to develop Compensation Programs that have proven themselves in organizations both large and small.
Position Descriptions
- Develop position description template allowing standardization
- Identify competencies for each job classification setting a standard that employees can be assessed against.
- Develop job descriptions
- Review and approval of position descriptions to ensure their accuracy and increase acceptance by staff members.
Develop Compensation Grid
- Determine compensation structure & align positions within compensation grid.
- Explore basis for incentive programs.
- Identify performance standards for compensation and incentives.
Contact us to find out more about developing Compensation Programs.
Selection
How can you maximize your human capital? You need the right leadership managing the right people, with the right skills. But how do you recognize the right people?
VERO Group has a process for identifying, developing and retaining the best individuals in an environment where good staff can be hard to find and even harder to keep.
Using benchmarks specifically designed for your organization our process allows you to identify the candidates that best suite the position. Reduce your dependence on information that may be faulty such as exaggerated resumes and trained interviewees (people who have been coached on how to take an interview).
Contact us to learn how you can make your selection process more effective.
Succession Planning
You may already know the best person for the position you are trying to fill in your organization. That person may be sitting in your office right this very minute. Succession planning is a process that greatly reduces the cost of recruiting and personnel development by making the best use of the trained resources you already have. But don't you have to replace the person who has moved to the new position. Yes, but ...
Career development is a significant reason why, capable, ambitions people move to other organizations. Career development isn't just getting a promotion or a raise. It also means learning new skills, facing challenges and having opportunity for recognition.
People who know there are opportunities in their own organization are less likely to look elsewhere. If they leave they take their valuable knowledge of your organization with them.
Succession planning is about identifying the growth path in your organization. It is also about helping individuals to acquire the knowledge, skills and attitudes to take advantage of new opportunities within the organization instead of moving to someone else's.
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