Barbara Brannen offers your organization the skills and talents that you will need to solve your Human Resource issues. Barbara has gained this experience over thirty years of practice in her field of expertise. Her employers, and now her clients, find Barbara has a thorough approach to all of the issues that you will face with your employees. They have also found that Barbara brings an energy to her work that leaves the companies she assists with renewed vigor in their Human Resources programs.

The work of a good Human Resource consultant is to listen and hear what you want, research and delve into the issues that you are facing, and offer a roadmap of successful solutions to what you are facing. All of this is done while respecting the culture you have established and involving the current staff to fast forward their Human Resource skills. Barbara can come in and help your organization create, change or solve your issues and then leave a legacy of good work that is easily absorbed by the company while she seamlessly moves out of the assignment. You will find Barbara a trusted advisor for your organization.

Barbara's work may involve, but is not limited to;

	Human Resources Auditing		Succession Planning
	Mergers and acquisitions		Orientation
	Leadership/Team Development		Compliance
	Reward and Recognition		Employee Relations
	Establishing the Human Resource Function for the first time		Training
	Human Resource Strategy		Human Resource Information Systems
	Interim Vice-President of Human Resources		Prescreening
	Mission, Vision and Values		Safety
	Recruitment		Education
	Job Design and Job Descriptions		Employee Events
	Compensation		Surveys
	Benefits		Exit Interviews
	Workforce Analysis

Human Resource Strategy

Too often the lack of a Human Resources Strategy has been the downfall for an organization. In these 8 simple steps you will be able to see if your organization has created an HR strategy to match the success and growth you have planned in your overall strategic plan.

As you or your HR department answers these questions know that you are on your way to a stronger, more successful future.

1. Does Human Resources sit with the executive team and plan the "people" strategy to match all the corporate strategic goals?
2. Have you as an organization clearly defined the characteristics of successful people in your organization and do you recruit for those characteristics?
3. Do you have job outlines versus job descriptions and expectations that make it easy for new ideas to come into your organization and a clear understanding of what is expected and in what time frames?
4. Do all your supervisors, managers, directors and VP's have comprehensive management training? Is this overseen and evaluated regularly to be sure it that matches the strategic objectives of your organization? (In other words do your people manage to the corporate strategy or something else?)
5. How do you Human Resource systems match your business strategies?
6. What professional development systems are in place for each person that match your corporate strategy?
7. What performance enhancement programs exist to address behavior as unaligned with corporate strategy?
8. What powerful reward, recognition and appreciation strategies are in place that dovetail to corporate strategy?

A Human Resources Audit
for Your Success Now and in the Future

© 2006 Playmore

A Human Resource Audit will provide you with the following good information to support and grow your organization;

	Looking at your current compliance with laws and regulations
	Finding ways you can improve Human Resources as a support to your organization
	Look at what is the cause of your issues and problems relative to Human Resources
	Looking at how payroll and human resources integrate for the best results
	Measuring Human Resources positive affect on your organization
	Looking at what level of investment your organization should make in Human Resources

Some of the many things we will discuss with you…

	A wide spectrum of issues that are affected by Human Resources from hiring to compensation
	How well various areas of the organization are supported by your Human Resources Department
	Next Steps for your HR department to remain successful
	Areas of Concern to be addressed

What will be the great outcomes for us?

	You will know how the current Human Resources Department supports future stability and growth plans
	How Human Resources is reflecting your culture for growth, risk and change
	Seeing how Human Resources supports your business model
	You have a significant investment in Human Resources; you will be able to see that you are getting what you want from that investment
	What safety, health, and environmental issues are affecting your organization positively and negatively
	How you fair in compliance with laws and regulations
	How your Human Resource function supports your mission
	You will have a better understanding of the level of Human Resource knowledge in the current staff and what development needs to occur.

Major areas we will cover:

	Job Descriptions, hiring and orientation		Benefit Programs
	Compensation		Progressive Discipline Process and Documentation
	Employee Relations		Handbooks other employee materials
	EEO and AA compliance		Reward, Recognition and Appreciation
	How HR fits in the strategic planning and growth of the organization		Payroll Issues (if requested)
	Immigration Compliance		Leadership readiness
	Staffing		HR systems
	State and Federal Laws		How well HR is structured and how effective are they as a team
	Training and Development		How HR is positioned for future growth in the organization
	Performance Management		How well the HR department implements
	OSHA/ Safety (if requested)		Morale
	Wage and Hour		Emergency processes
	Employee Development/Advancement/Succession Planning