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HR Analytics

Collecting data to drive business plans and process improvements is a critical component of every successful organization. Data sources must be well thought-out regarding content, timing, scope, depth, breadth, intended use, audience, roll-out method and ultimate expectations of the use of the data. Analytics can include (by category): number of employees; number of FTE’s; turnover by department, organization, position, tenure; length of time to fill a position; cost to fill a position; average rate of pay fully loaded, etc. Use the experience of our professionals in the HR Services Division of NCSA to guide what data you should be gathering, when and how, its analysis and ultimate impact.

Compensation

Successful organizations maximize their employee talent pool with competitive compensation strategies which have to fit within the financial resources of the company. At least annually, organizations must assess how they will allocate the largest outlay of funds they will experience—salaries and benefits for their employees. This analysis / implementation / oversight must include local, regional, national and industry review of recent compensation trends that will drive the appropriate average merit increase, merit range, pay ranges, structure adjustment and any variable pay measures. The HR Services Division of NCSA is proud of the extensive experience of its professional staff in the formulation and implementation of comprehensive compensation plans and can lend this skill to your organization today.

Benefits

Many employees are ultimately attracted to and stay with an organization based on the fullness of its benefit package. Making decisions on benefits by audience and level of coverage is a critical business / financial decision for all organizations—large and small. The use of brokers, analyzing when benefits begin and end, deciding accrual and pay-out processes can all be very complex and expensive if not done “with the end in mind”, in consideration of the financial resources of the company, based on competition in the area / industry. Use the expertise of the HR Services Division of NCSA to help analyze and guide your benefit offerings / processes.

Employee Health

Unless you take care of your most valuable asset—your employees—you can’t expect them to take care of you—corporate goals, strategic plans, day-to-day duties all of which are critical to a successful organization. Employee Health serves many functions for an organization including assessing the appropriate physical/mental fit for new hires and current staff; oversight of compliance requirements and associated policies as they relate to employee health; and, perhaps, most importantly, wellness initiatives for employees. The HR Services Division of NCSA has deep experience in Employee Health which can be used by your organization to guide and support improved employee attendance, ability to do their jobs and drive down benefit expenses and enhance employee loyalty—enable your workforce to be able to provide peak performance. Contact us today!

Employee Recruiting

The diversity of your organization is reflected in its employee make-up and that begins with your recruiting strategy. You need a plan to explore and represent the diversity of your service area and then outreach into those populations to prepare them for jobs within your company. The recruiting process also includes external and internal education support, job description development and refining, formal recruiting and on-boarding. Use the skills of the HR Services Division of the NCSA in developing and implementing your strategic recruiting process to drive your organization well ahead of its competition.

Employee Relations

Assuring that all of your employees are treated fairly and consistently is every Leader’s responsibility. Employee relations is more than the preparation for and meeting with employees in difficult discussions regarding discipline / expectations. It starts with appropriate policies that meet all of the laws and regulations governing your business, educating Leadership and staff on those expectations and supporting all employees in adhering to the policies consistently. Use the extensive expertise of the HR Services Division of the NCSA to guide policy development / implementation as well as coaching strategies on behalf of all of your employees. Let us help you stay “legal” and your employees motivated by fair and consistent treatment while we greatly lessen the likelihood of your business being sued for discrimination.

Performance Measurement

In order to provide consistent feedback to all employees so that your organization can continue to flourish, you must have a state-of-the-art employee evaluation process and associated development tools. The evaluation process begins with accurate job descriptions shared with employees for collective use and which lead to goal-setting with line-of-sight to the strategic plan. The HR Services Division of the NCSA can guide your evaluation and associated development processes to assure heightened success for your organization.

Policy Development

From “filling the holes” to reviewing your current policy manual for accuracy to developing a complete Human Resources policy manual, the HR Services Division of NCSA is your partner. HR policies are the key to guiding employees consistently and fairly which leads to enhanced loyalty and, therefore, quality and productivity. Another reverse outcome is reduced legal charges based on the perception of discrimination. Not only are consistent, fair and accurate policies appropriately written, implemented and monitored the right thing to do legally, but it is critical for the financial success of your organization. Contact NCSA HR Services Division for their expertise in all aspects of policies.

Workers Compensation

If your employees are injured on the job, you have a moral and legal obligation to support and guide them to wellness and back to work. Your injured employees need to know that they are being fairly and appropriately treated and guided as far as their Workers’ Compensation claim and must retain a sense of being a member of the “team” even from home. Getting them back to work in some fashion keeps that relationship intact and reduces your expenses. Beyond that Workers’ Compensation must assure that the safety of employees is consistently assessed and addressed on everyone’s behalf. Choosing the right Third Party Administrator / legal support and overseeing from an internal perspective all Workers’ Compensation claims, administration, return-to-work criteria / process takes the experience of the HR Services Division of the NCSA.