Welcome to Human Resource Strategies

Perform human resource audits.
Set-up and administer personnel, confidential and I-9 files.
Establish and maintain a personnel data base or HR information systems.
Write and distribute employee information handbooks.
Develop and write human resources policies and procedures manuals.
Provide management with HR reports on a scheduled or as needed basis.
Ensure regulatory compliance with the ADA, FMLA, ADEA, COBRA, EO11246, ERISA, FLSA, FUTA, IRCA, OSHA, etc.
Ensure adequate documentation required by federal/state agencies.
Prepare organizational charts.
Analyze staffing.
Develop, write and monitor Affirmative Action Plans.
Create handbooks on Windows-based software.
Conduct periodic or as-needed site visits.

Outsourced Human Resources Management

Lucille Eisele can effectively facilitate the complete outsourcing of the human resources management function. The Core Services, which are provided on a day-to-day basis through outsourcing, include, but are not limited to the following:

Assistance in setup and maintenance of Human Resource information system.
Personnelfile/confidential file setup and maintenance.
Employment.
Benefits administration.
Workers' Compensation administration.
Unemployment Compensation administration.
Employee Relations.

Compensation and Salary Administration

Perform position evaluation and job content analysis.
Write job descriptions.
Perform comparability studies and establish salary ranges.
Conduct performance management and evaluation training.
Audit salary ranges.
Conduct periodic salary surveys.
Review and assess recommendations for salary increases.
Provide management reports on compensation issues

Employee Relations

Conduct employee counseling.
Coach supervisors in dealing with performance issues or work habit problems.
Represent management on issues related to EEOC, unemployment compensation and worker's compensation.
Assist in complying with requirements for governmental reporting.
Ensure regulatory compliance.
Ensure that all required reporting such as EEO-1 and Vet-100 Reports, are accomplished.
Design and administer Employee Opinion Surveys.
Develop and administer an Employee Scholarship Program

Recruiting and Employment

Assist in identifying hiring requirements.
Source and identify qualified candidates for vacant positions.
Perform initial screening interviews.
Refer qualified candidates to the hiring manager for final selection.
Extend offers of employment to ensure consistency in process.
Perform all pre-employment testing.
Perform background inquiries, which may include educational, prior employment, performance, social security number, professional license, and address verifications.
Develop, implement and/or administer employee orientation programs.
Provide outplacement services.

Safety and Workers' Compensation Program

Insure OSHA forms are completed and maintained related to safety and injuries.
Provide a safety training program for employees to reduce risk of accidents and/or injuries.
Manage cases to reduce costs associated with prolonged claims.

Training and Organizational Development

Perform needs analysis.
Provide feedback and training reports to managment.
Conduct employee career counseling.
Conduct employee training on wide range of subjects.
Ensure adequate employee training related to HR management issues.
Conduct supervisory training on issues such as performance management, labor law, interviewing, sexual harassment, EEO, affirmative action, positive corrective discipline, drug and alcohol testing, etc.
Design and deliver custom, client-specific training sessions.

Employee Benefits

Monitor time off for benefit purposes and to minimize absenteeism.
Develop and implement systems or administer a system of coordinating time-off due to workers' compensation, FMLA, ADA and sick leave.
Shop and assess benefit plans for better coverage and lower costs.
Prepare and present benefit summaries for employees to clearly communicate the total investment and commitment the company has in each of them.
Provide access to a retirement plan, ensure adequate employee communication through group and individual employee meetings and file appropriate forms.
Intervene on employee's behalf for claims resolution.
Provide access to miscellaneous benefits such as a Section 125, credit union membership, long-term disability, life, dental and vision insurances, etc.

EXCLUSIVE: Human Resources Assessment

The Human Resources Assessment is a comprehensive review of all general functional areas related to human resources management. The purpose is to provide a baseline of current human resource practices, policies, and procedures in order to develop improved processes and standards for eventual implementation. Typical areas for review may include:

General HR Function Administration
Staff Development
Training and Development
Personnel Record Maintenance
Internal Communications
Performance Management
Discipline
Termination
Benefits
Compensation
Health and Safety
Government Compliance
Other HR Services

The audit scope is tailored to include and focus attention on areas of particular interest to company management. The assessment generally consists of two days spent on-site interviewing appropriate human resource staff and management officials regarding specific policies, procedures, and practices related to human resources management. In addition, a thorough examination is performed on all forms and manuals, including personnel files, used in the conduct of activities related to human resources management.

Upon completion of the assessment, a thorough summary report is prepared and presented in an executive briefing meeting scheduled with senior company officials. This summary report includes, for each general functional area of human resources, a description of observations made during the assessment along with corresponding comments and recommendations.

Recommendations are made pursuant to the following:

Ensuring legal compliance, both state and federal;
Minimizing risk and exposure to employee litigation;
Implementing industry or professional “best practices”; and
Increasing overall department or function efficiency and effectiveness.

Recommendations are prioritized as follows:

Critical issues and projects believed to require immediate attention to limit exposure to litigation or arrive at legal compliance.
Issues and projects of a critical, yet less time-sensitive nature requiring attention.
Issues and projects not of a critical nature aimed at improving efficiencies, effectiveness, quality, level of service, or installing a “best practice”.

Steps in the HumanResources Assessment Process

Client is provided a comprehensive outline of standard assessment scope. Consensus is reached on any additional topics to be included.
Client gathers and provides to Lucille Eisele copies of all forms, written policies and procedures used to conduct activities related to human resources management.
Client selects a sampling of personnel files for review by Lucille Eisele.
Lucille Eisele conducts a review of such personnel files, forms, policies and procedures off-site.
Lucille Eisele visits client sites to conduct interviews with appropriate key management officials regarding HR policies, procedures, and areas of concern.
Lucille Eisele evaluates interview feedback and prepares summary report.
Lucille Eisele conducts an executive briefing session to present and discuss assessment findings and recommendations with client.

The summary assessment report is a powerful management tool, which can be used for determining the priority of needed HR projects. Lucille Eisele is available to complete needed H.R. projects identified through the assessment or mentor someone on the client’s staff for completion in-house.

Assessment typically requires 50-75 hours which includes on-site interviews with management officials, data collection, analysis, 3-4 hours will be needed on-site during the executive summary meeting to present and discuss the summary assessment report. The interim time will be spent off-site reviewing and evaluating data and compiling the summary report.


			Human Resource Strategies Services General Human Resources Management Perform human resource audits. Set-up and administer personnel, confidential and I-9 files. Establish and maintain a personnel data base or HR information systems. Write and distribute employee information handbooks. Develop and write human resources policies and procedures manuals. Provide management with HR reports on a scheduled or as needed basis. Ensure regulatory compliance with the ADA, FMLA, ADEA, COBRA, EO11246, ERISA, FLSA, FUTA, IRCA, OSHA, etc. Ensure adequate documentation required by federal/state agencies. Prepare organizational charts. Analyze staffing. Develop, write and monitor Affirmative Action Plans. Create handbooks on Windows-based software. Conduct periodic or as-needed site visits. BACK TO TOP Outsourced Human Resources Management Lucille Eisele can effectively facilitate the complete outsourcing of the human resources management function. The Core Services, which are provided on a day-to-day basis through outsourcing, include, but are not limited to the following: Assistance in setup and maintenance of Human Resource information system. Personnelfile/confidential file setup and maintenance. Employment. Benefits administration. Workers' Compensation administration. Unemployment Compensation administration. Employee Relations. BACK TO TOP Compensation and Salary Administration Perform position evaluation and job content analysis. Write job descriptions. Perform comparability studies and establish salary ranges. Conduct performance management and evaluation training. Audit salary ranges. Conduct periodic salary surveys. Review and assess recommendations for salary increases. Provide management reports on compensation issues BACK TO TOP Employee Relations Conduct employee counseling. Coach supervisors in dealing with performance issues or work habit problems. Represent management on issues related to EEOC, unemployment compensation and worker's compensation. Assist in complying with requirements for governmental reporting. Ensure regulatory compliance. Ensure that all required reporting such as EEO-1 and Vet-100 Reports, are accomplished. Design and administer Employee Opinion Surveys. Develop and administer an Employee Scholarship Program BACK TO TOP Recruiting and Employment Assist in identifying hiring requirements. Source and identify qualified candidates for vacant positions. Perform initial screening interviews. Refer qualified candidates to the hiring manager for final selection. Extend offers of employment to ensure consistency in process. Perform all pre-employment testing. Perform background inquiries, which may include educational, prior employment, performance, social security number, professional license, and address verifications. Develop, implement and/or administer employee orientation programs. Provide outplacement services. BACK TO TOP Safety and Workers' Compensation Program Insure OSHA forms are completed and maintained related to safety and injuries. Provide a safety training program for employees to reduce risk of accidents and/or injuries. Manage cases to reduce costs associated with prolonged claims. BACK TO TOP Training and Organizational Development Perform needs analysis. Provide feedback and training reports to managment. Conduct employee career counseling. Conduct employee training on wide range of subjects. Ensure adequate employee training related to HR management issues. Conduct supervisory training on issues such as performance management, labor law, interviewing, sexual harassment, EEO, affirmative action, positive corrective discipline, drug and alcohol testing, etc. Design and deliver custom, client-specific training sessions. BACK TO TOP Employee Benefits Monitor time off for benefit purposes and to minimize absenteeism. Develop and implement systems or administer a system of coordinating time-off due to workers' compensation, FMLA, ADA and sick leave. Shop and assess benefit plans for better coverage and lower costs. Prepare and present benefit summaries for employees to clearly communicate the total investment and commitment the company has in each of them. Provide access to a retirement plan, ensure adequate employee communication through group and individual employee meetings and file appropriate forms. Intervene on employee's behalf for claims resolution. Provide access to miscellaneous benefits such as a Section 125, credit union membership, long-term disability, life, dental and vision insurances, etc. BACK TO TOP EXCLUSIVE: Human Resources Assessment The Human Resources Assessment is a comprehensive review of all general functional areas related to human resources management. The purpose is to provide a baseline of current human resource practices, policies, and procedures in order to develop improved processes and standards for eventual implementation. Typical areas for review may include: General HR Function Administration Staff Development Training and Development Personnel Record Maintenance Internal Communications Performance Management Discipline Termination Benefits Compensation Health and Safety Government Compliance Other HR Services The audit scope is tailored to include and focus attention on areas of particular interest to company management. The assessment generally consists of two days spent on-site interviewing appropriate human resource staff and management officials regarding specific policies, procedures, and practices related to human resources management. In addition, a thorough examination is performed on all forms and manuals, including personnel files, used in the conduct of activities related to human resources management. Upon completion of the assessment, a thorough summary report is prepared and presented in an executive briefing meeting scheduled with senior company officials. This summary report includes, for each general functional area of human resources, a description of observations made during the assessment along with corresponding comments and recommendations. Recommendations are made pursuant to the following: Ensuring legal compliance, both state and federal; Minimizing risk and exposure to employee litigation; Implementing industry or professional “best practices”; and Increasing overall department or function efficiency and effectiveness. Recommendations are prioritized as follows: Critical issues and projects believed to require immediate attention to limit exposure to litigation or arrive at legal compliance. Issues and projects of a critical, yet less time-sensitive nature requiring attention. Issues and projects not of a critical nature aimed at improving efficiencies, effectiveness, quality, level of service, or installing a “best practice”. Steps in the HumanResources Assessment Process Client is provided a comprehensive outline of standard assessment scope. Consensus is reached on any additional topics to be included. Client gathers and provides to Lucille Eisele copies of all forms, written policies and procedures used to conduct activities related to human resources management. Client selects a sampling of personnel files for review by Lucille Eisele. Lucille Eisele conducts a review of such personnel files, forms, policies and procedures off-site. Lucille Eisele visits client sites to conduct interviews with appropriate key management officials regarding HR policies, procedures, and areas of concern. Lucille Eisele evaluates interview feedback and prepares summary report. Lucille Eisele conducts an executive briefing session to present and discuss assessment findings and recommendations with client. The summary assessment report is a powerful management tool, which can be used for determining the priority of needed HR projects. Lucille Eisele is available to complete needed H.R. projects identified through the assessment or mentor someone on the client’s staff for completion in-house. Assessment typically requires 50-75 hours which includes on-site interviews with management officials, data collection, analysis, 3-4 hours will be needed on-site during the executive summary meeting to present and discuss the summary assessment report. The interim time will be spent off-site reviewing and evaluating data and compiling the summary report. BACK TO TOP