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PROVEN BUSINESS RESULTS THRU HR

COMPANIES WITH EFFECTIVE HR PROGRAM INTEGRATION, HAVE PRODUCED  GREATER EMPLOYEE PRODUCTIVITY, SALES REVENUE AND COMPANY MARKET VALUE THAN COMPANIES THAT DO NOT EFFECTIVELY INTEGRATE HR PROGRAMS

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MAJOR PROGRAMS

 

 

CUSTOM HR PROJECT DEVELOPMENT

We have performed thousands of projects in all areas of human resources for clients in a wide variety of Industries.  High demand projects include Employee Handbooks, Professional Recruitment, Supervisor Training, HR Auditing and More...

JOIN THE HR CLUB - IT'S FREE!

The HR Club is our client membership program that offers every program, project development, training, coaching all services at our most affordable discounted rate. For a limited time we want you to take a free test drive to explore the value of membership. More...

FULL SERVICE OUTSOURCING

As a business leader you understand there is not greater resource than your time.  This is why we provide the opportunity fully outsource time consuming but essential HR programs: Full Service (Payroll, Business Insurance and HR Mgmt), Performance Appraisal and Employee Relations. More...

 

PROFESSIONAL RECRUITMENT

One of the most important contributions to be made by HR professionals is the ability to deliver the Right Talent at the Right Time in order to support the business needs of the organization. We provide Professional search for direct hires and interim professionals. 

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WHAT’S HOT IN HR

 

 

 

ARE YOU READY FOR MINIMUM WAGE CHANGES?

By the Workforce Consultants Team

Service@WorkforceConsultants.Us, 559-670-1524

 

California Companies need to be prepared. Minimum wage increase will occur in two phases. On July 1, 2014, the state minimum wage will increase from $8 to $9 per hour.

 

Later, on January 1, 2016, the Golden State’s minimum wage will increase to $10 per hour.  California’s minimum wage increases will have a significant impact on California employers and businesses operating, or with employees, in the Golden State. Not only will the increases impact non-exempt hourly employees, they will also affect how exempt employees must be paid. Employers need to strategically consider this issue.  A one dollar increase is significant. The Payroll Budget issues need to be reviewed.  A major issue that could be overlooked might be how this major jump in pay will compress other employees that are making slightly over $9 per hour with greater experience, value and seniority.  If the employers do not consider this issue soon your employees will let you know.  This is a good time for California Companies that employ hourly employees to review their entire compensation program. 

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PERFORMANCE MANAGEMENT --- GOODorBAD?

By Greg Wilson, President of Workforce Consultants

Greg@GWilson.US, 520-441-9696 

 

A successful Performance Management Program goes well beyond the simple Annual Performance Review.  We frequently hear from employees that have been surprised by a poor rating.  Employees have complained that all previous feedback has been positive and to receive a negative and formal performance review is an outrage.  Another scenario that we hear about from employees that have received an excellent performance review, say three months ago and suddenly his/her supervisor wants to fire them.  These are two of many examples that give the importance of performance management, such a bad name.  We all know that a formal performance review process is time consuming, so when you add improper usage it easy to see why so many companies have abandoned the process altogether or have poorly managed the process. Whether a company prefers to implement and manage a formal performance management program is secondary to consistent regular, open and honest feedback occur in the workplace….every workplace.

 

At Workforce Consultants, we believe that formalizing the Performance Management is one of the essential components for creating a powerful HR strategy leading to a powerful overall company.

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LEGAL UPDATES

 


Georgia Employers Can Still Ban Guns on Private


Premises Despite New ‘Guns Everywhere Law’


New Model COBRA Notices Should be Used by Employers


Employer Must Prove Physical Presence in Workplace is Essential Function, Sixth Circuit Rules


Policy Restricting Employees from Discussing Wage Info with Outsiders Ruled Unlawful


Workplace Bullying

 

 

 

 

 

 

 

 

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