Need a “People Plan” for 2017?

 

2016-2017

Let Premier HR Solutions help you grow your emerging business in 2017.

We provide:

  • Senior HR leadership at an affordable cost
  • Discreet guidance and customized solutions
  • Expertise in direct hire and contract recruiting

signature_line

Premier HR Solutions provides a variety of valuable HR services to emerging companies. If your company is seeking HR solutions that are similar to any of these, then call us today for a free consultation:

  • Is your company struggling to keep up with your business growth?
  • Is your talent pool a roadblock for reaching your business goals?
  • Do you need assistance with recruiting or developing a recruiting strategy?
  • Are you unsure of how your company is complying with federal and state employment regulations?
  • How does your employee compensation compare to the current market? Are you paying your employees too much or not enough?
  • Are you starting a business and need HR advice, but not needing to hire a full-time resource?
  • Once we have your programs established, we will train your employees how to maintain them without the large overhead cost associated with senior HR management.

Premier HR Solutions For Any Size Business

Premier HR Solutions is a HR consulting firm serving small to medium size businesses. The company specializes in working with business owners to provide solutions to their human resource needs.

Why Choose Us?

We can provide senior HR leadership without the high cost of employing a full-time senior HR professional. We’ll become a member of your team offering discreet guidance and customized solutions. We’re not here to judge you or your problems, just to give you and your team a plan and resolutions. No project is too big or small for our experienced team of HR advisors.

Premier HR Solutions would love to hear from you.  Contact Scholley Bubenik at 512-799-7418 or email her at sbubenik@premierhrsolutions.net.

Advertisements

What does your company need from its HR Business Partner?

man drawing business conceptYour HR consultant should be perceived as one of your strategic business partners, not just an administrator who manages paperwork and new hires.

As your strategic business partner, your HR consultant needs to understand your company’s goals and the talent resources that are required to achieve these goals quickly. Determining the exact number of resources in every area to execute on the strategy and maintain balance across the organization is crucial when it relates to making a profit.

Finding the right employees is also a must. A valuable HR business partner doesn’t just post jobs and fill them. They understand the company and seek to find the top talent and the “industry stars”. Knowing how to compete in today’s war on talent is also essential.

Along with attracting top talent and making exceptional hires, your HR business partner should successfully articulate your company’s history, culture and the job expectations to the new hires. Equally important is developing and implementing the proper job-specific training needed so that the new hire can contribute quickly. Empowering employees through career development training programs are also key strategies that your HR Business Partner should be developing that result in increased employee retention.

These are just a few examples of how Your HR Business Partner should be engaging with your executive team. What strategies do you have implemented?

As Your Premier HR Business Partner, Premier HR Solutions can provide a variety of services to deliver the results your emerging business requires. Contact us for a virtual meeting to discuss your human resource strategies.

Scholley Bubenik (512) 799-7418

sbubenik@premierhrsolutions.net

Logo SM

Managing Employee’s Performance Doesn’t Have to Spook You!

Too often managers procrastinate and even avoid managing employee performance because they are unsure how to conduct these conversations or fear the employee’s reaction to these discussions.  But this doesn’t have to be the case.

Generally most employees want to do a good job.  Employees don’t want to fail or perform unsatisfactorily.  But when employees perform poorly, it can be for a variety of reasons and identifying the root cause is the first step to knowing how you should address the problem.  Here are a few of the primary reasons employees under-perform.

  • The employee doesn’t know what is expected of him/her and therefore fails to meet your expectations.
  • The employee has too much work or doesn’t have the proper resources to do the job.
  • The employee doesn’t have the skill set he/she needs to do the job and is way over their head.
  • Sometimes, it’s personal.  Yes, employees have a life outside of work and sometimes these situations interfere with their job.

The manner in which you address the situation should vary depending on the cause of the poor performance. Here are some suggestions that have proven to be successful to many managers:

  • When you speak to the employee make sure they understand the value of their work and its importance.
  • Explain to them what your expectations are and what it means if they don’t meet these expectations.
  • Reinforce what they are doing well in addition to pointing out their weaknesses.
  • Offer resources and assistance such as additional training, coaching or mentoring with another employee.
  • Let them know you are investing in their development and want them to succeed.

Talking about employee performance is something you should do every day not just when things go wrong.  Make time to talk to your employees everyday about their work, their achievements and their questions.  Clearly communicate your expectations and the results that are needed. Engaging your employees in a manner in which they feel valued can improve performance in many ways.

For more information about HR best practices or HR Consulting Services, contact Scholley Bubenik- 512-899-7418 sbubenik@premierhrsolutions.net- http://www.premierhrsolutions.net

Premier Training Showcase! Join us for a day at the Domain

Austin Aloft

The Austin Aloft Hotel

Date -Friday, October 24, 2014

Time – 9:00 a.m. – 10:30 a.m. (Optional Round table Discussion until 11:00 a.m.)

Cost – Free  Limited space is available. Refreshments will be provided.  Great time to network with fellow colleagues from the Austin area.

Place – The Aloft Hotel – 11601 Domain Drive, Austin, TX 78758

MORNING TRAINING SHOWCASE

“Stay Calm, Lead On”

In today’s market, where Austin was recently ranked the second fastest growing job market in the United States, companies need to continue to attract, develop and retain talent to “Stay Calm and Lead On.”We invite you to attend this premier training showcase to preview three of our most dynamic workshops.:
HRCI Classes2.5 PHR Credits
For more information select link below

Getting it Right the First Time

How much is recruiting costing your bottom line?  Experts claim that employee turnover can cost you between 25-50% of the employee salaries. According to Forbes, US corporations spend nearly $72 billion each year on a variety of recruiting services, staff, and products – and the worldwide number is likely three times bigger. Businesses spend on average $3,300 per hire on recruiting and this cost has increased 6% since last year. So getting it right the first time is essential to keeping your recruiting cost down overall. Most of us recall a time when we hired what we thought was a perfect candidate to find out that the person that reported to work that first day was an imposter.  Hiring managers and human resource professionals often find themselves scratching their head and asking, “How did I miss that?” and “Where is the person I interviewed for this job?”

Nothing is fool proof, but developing a recruiting strategy that encompasses several dimensions can be quite successful.  I refer to this method as “Right Sourcing”.  Right Sourcing is a Systematic approach to recruiting and selecting the right candidate based on assessing three areas:

  1. Job Requirements- Does the candidate have the technical skills, qualifications, education and job experience required of the position?  This is fairly basic and the most common approach to recruiting.  Reviewing the candidates resume and responses in the interview process and comparing this information to the job description is the basis of this strategy.  Most hiring managers stop here and base their selection on this sole dimension.
  1. Personality dimensions- What type of personality traits and emotional intelligence does the candidate portray and how does it relate to the position?  There are many different assessments that can be used to identify personality traits and emotional intelligence.  The costs range in price, but typically you can locate one for a reasonable cost.  I advise employers that it is better to spend a little extra in the process to ensure you make the right selection.  The challenge here, however is to commit to using this information obtained from the assessment.  If you are going to hire a candidate regardless of the assessment, it may be a waste of your resources.  I recall an incident where the hiring manager ignored the results of the assessment and hired the candidate anyway for a supervisory role.  The newly hired supervisor struggled in his new position and the operations of the department suffered greatly.  After this incident, I began administering the assessment prior to the hiring manager interview and refrained from presenting candidates who did not meet the “personality fit” of the position.
  1. Cultural Fit- How well will the candidate adapt and perform within the company and their team based on the culture and personalities within the team?   Knowing the culture of not only the organization, but the department and the personality of the manager or supervisor is very important. Behavioral interview questions are very useful in this area and a way to evaluate a cultural fit.  For example, if the manager is a micromanager, then selecting an employee who is autonomous and unaccustomed to this work environment would be a poor choice.  Another example, if the company is a start-up company, hiring employees who are flexible,  who will adapt quickly and take on new roles as the company grows and changes is very important.

Regardless of what approach you use for recruiting and selection, collecting and obtaining information from multiple sources can only increase your odds of getting it right.  Wouldn’t you rather spend the time and energy upfront during the selection process than dealing with the issues regarding a poor hire?

For additional information regarding recruiting services, human resource consulting and training and development projects, contact Scholley Bubenik at sbubenik@premierhrsolutions.net. Premier HR Solutions LLC is a full service human resource consulting firm located in Austin Texas serving business throughout the US.  Visit us as www.premierhrsolutions.net or follow us on LinkedIn- https://www.linkedin.com/company/3537939?trk=tyah&trkInfo=tarId%3A1403010043332%2Ctas%3APremier%20HR%2Cidx%3A2-3-5

 

Hiring the Best

The Funnel Approach

In today’s market, finding the right candidate can be overwhelming due to the large number of candidates that a job posting generates.  Therefore, I find it quite useful to include a set of processes that go beyond the basic screening and interview process.  I refer to it as the “funnel approach” and although it takes more time upfront, your success rate will increase significantly in the long run.  You begin with a large number of candidates at the top and as you continue with the selection process, you narrow the application pool to only a few candidates.  In essence you are trying to find not just an applicant to fill a position, but the best match for the position and the company.

Here is what it looks like:

Recruiting Pyramid2

 

You begin with the job description.  Spend time with your hiring manager before you post the job to identify essential skills and qualifications in addition to the details of the job responsibilities.  Many times positions may change as the company evolves and using an existing job posting may overlook new requirements.

Next develop a screening process which includes a list of essential qualifications that a candidate must have before proceeding to the next level. Conduct a first interview which includes a review of the applicant’s job history and qualifications, a discussion of the job duties and a couple of key behavioral questions that provide a preliminary insight to personality traits.  Next include a first level assessment which includes technical testing such as computer, math, cognitive or industry knowledge skills.  At this point you can eliminate some candidates and prepare for the second round of interviewing.

In the second phone interview, I like to use a behavioral interview which is based on the premise that a person’s past performance on the job is the best predictor of future performance. The interview includes real life examples of how the candidate acted in situations related to the questions, which is unlike a traditional job interview that ask uncomplicated questions related to past experiences.

After the second interview, you should have your final candidates.  At this point, I recommend an in-depth assessment which evaluates mental and emotional intelligence and identifies personality traits that you may have overlooked in the selection process.  Now you are ready to present your final candidates to the hiring manager for review.  This should not be your first time to discuss applicants with the hiring manager.  I always include a check in process at the early stage of this process that includes a discussion of a couple of candidates to ensure I am accurate in my selection criteria.

The final stage of this process is the hiring manager interview.  I typically prepare a packet for the hiring manager that includes the information I have collected as well as discuss the strengths and weaknesses of each candidate. Most hiring managers prefer to conduct the interview as they see fit, however, make sure that you have reviewed legal interviewing techniques to ensure compliance with state and federal laws.

The Funnel Approach goes above and beyond typical recruiting and selection practices for most employers, but I have found that it increases your success rate and justifies the time and expense.  Successful recruiting is more than filling positions with people, it is an art of match-making in the workforce.

It’s A New Year Ahead. Motivating Employees in 2014!

Motivating Your Employees To Excellence

Motivating Your Employees To Excellence

We all know that a motivated employee will work better and harder.  Many organizations realize that highly motivated employees can really make a difference.  But how do you create an environment that motivates and engages employees to be their best?   You can begin by establishing a motivation partnership between you and your employees.  What does this exactly mean?  It means that as a manager you and your employees each play a role in this partnership.

The employee contribution begins with a willingness to learn and a to develop open communication where both parties discuss concerns and ideas.  Actively listening is also important on both sides.

Managers have a responsibility to ensure that the work environment does not contain de-motivators such as poor working conditions, unsafe equipment, excessively long work days and weeks, unfair pay, disagreeable supervisors and unreasonable rules and policies.  Implementing motivators such as recognition and reward programs and opportunities for employees to develop through training is also beneficial. But most of all, employers need to communicate to employees on a regular basis in order to better understand their needs and interests.

How well is your company motivating its workforce?  Do you know what triggers dissatisfaction for your employees and how to remove these?  For additional information about employee motivation and training opportunities for your company contact:  Scholley Bubenik at sbubenik@premierhrsolutions.net or visit her website at www.premierhrsolutions.net