Every organization & COmpany has THE opportunity

The opportunity to make MORE than products & services

employers have a chance to make GOOD PEOPLE.

Given the significant amount of time we ALL spend at work, employers have aN opportunity AND responsibility to employees

The opportunity & responsibility To help all employees develop in ways that benefit the quality of work for the org and the quality of life for each individual, our families and our communities.

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HR management adult education

As HR professionals, we engage employees & managers

from onboard to exit

Providing each with access to the  knowledge, skills and abilities they have or they need to reach their full potential at work and in their homes/communities.

An integrated talent management strategy has the potential to make the employee life-cycle more meaningful, measurable, and manageable at an organization where employees are valued


TALENT MANAGEMENT STRATEGY

Is a business strategy that includes a set of integrated and collaborative organizational-wide processes designed to attract, select, develop, support, engage and retain  the most productive employees. Strategic alignment with organizational goals is pivotal to talent management. Talent management must become a part of the culture. The best talent management strategy is closely aligned with each individual team's strategic plan (yes, each team/group/office creates & follows their own strategic plan), which is further aligned with the larger organizational strategic plan and objectives. Effective talent management is integrated and collaborative, highly quantitative, targeted, and is tied directly to the organization's business outcomes. When an organization does not have the resources to create and commit to an entire talent management strategy, tremendous value still exists in strategic alignment between the organization's business goals and its human resources function.


CULTURE

Is the customary set of beliefs (what is true), values (what is important), and norms (what is right or acceptable) that characterize the way things get done on our team and within our organization. Culture defines what expectations we need to fulfill to fit in and to be successful. Culture also defines what we can expect from others on our team and within our organization. Organizational culture is too important to leave to chance; organizations must use their culture to fully execute their business strategy and to inspire innovation and loyalty. *One thing is guaranteed: A culture will form in an organization, a department, and a work group. The question is whether the culture that forms is one that helps or hinders the organization’s ability to execute its strategic objectives. The emphasis on culture and talent management is inevitable given that, on average, companies spend over one-third of their revenue on employee wages and benefits. The ability to effectively attract, select, develop, support, engage and retain the most productive employees is the only true competitive advantage an organization can possess. An organization can create a new product and it is easily copied; lower their prices and competitors will follow; go after a lucrative market and someone is closely behind careful to avoid making your initial mistakes. However, replicating a high quality, highly engaged workforce is nearly impossible!


RECRUITMENT

 Is how talented people come to know our brand and our organization. Recruitment is a core function of human resources management, and the gateway to our respective organizations. Recruitment includes attracting, assessing, selecting, hiring, and effectively onboarding candidates. Creating and managing the organization's brand, and a pipeline of high potential candidates is critical to recruiting. This develops a diverse and effectual workforce, and makes succession planning much simpler.


PERFORMANCE MANAGEMENT

Includes all of the activities which help ensure goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, a process, and most commonly, an individual employee. If and when an organization or department has its own business strategy, Human Resources should be directly aligned with this strategy and capable of supporting efforts to facilitate comprehensive performance management that encompasses activities such as joint goal setting, continuous progress review, communication, giving feedback, receiving feedback, coaching for improvement, implementation of employee development programs, and a variety of avenues to appropriately reward individual and group achievements.


EMPLOYEE & LABOR RELATIONS

Organizational success is dependent upon employee relations success. Maintaining healthy employee relationships is a prerequisite for organizational success at any level. This functional area helps ensure certain workplace standards are met and maintained, by avoiding or resolving, perceived or actual issues surrounding communication and interpersonal relationships. Employee relations includes existing and future HR policies, performance management, applicable local/state/federal laws, and the expression of organizational values and culture. Maintaining good employee relations reduces workplace conflict, raises morale, and increases overall productivity. Labor relations is the study and practice of managing unionized employment situations. This includes interpretation of contractual agreements, regular negotiation cycles, creating and sustaining relationships with union members, and mitigating risk for all parties involved. In essence, labor relations is employee relations for unions.


CONSULTATIVE SERVICES

Human Resources is no longer the "personnel" of the past. With strategic alignment and strategic integration, human resources can positively impact the organization's bottom line. A consultative approach to Human Resources is effective in situations ranging from casual conversations to formal investigations. Being consultative (as compared to being directive) is based more on asking questions than it is on answering questions. Trust and credibility are fundamental to this approach which focuses on open, honest communication in our efforts to gain insight and understanding.