Transformation and Strategic Human Resources Management
Transformation does not have to be expensive!
Titanium Infrastructure offers an advisory Transformation & Strategic Human Resources Management service for entities without a specified Human Resources department (companies where department or operation managers are acting in place of a formal human resources professional and handling issues on their own) or for companies that have less experienced HR professionals performing the Human Resources functions. These companies have the added benefit of their own people on the ground while having us in the background to provide them with Strategic Human Resource Management guidance and consulting for various business-related activities and situations.
We also guide and integrate your existing human resources departments to flow into the other operational divisions.
We also guide and integrate your existing human resources departments to flow into the other operational divisions.
Strategic Human Resources Management
We can advise and offer Transformation & Strategic Human Resources and Management coaching in the following HR-related areas through Fractional CHRO services:
● Human Resources Management
● Orientation and Onboarding
● Business Process Re-Engineering and Process Improvement
● Performance Review Techniques
● Recruiting and Interviewing / Interview Questions
● Conflict Resolution
● Employee benefits package development
● Compliance with employment laws (e.g., FMLA, ADA, ADEA)
● I-9 completion
● Proper documentation acquisition and retention
● Organizational development
● Transformation
● Strategic Planning
When your existing staff performing human resource functions understand more fully the depth of each element of HR and how they not only tie in with each other but also touch and integrate with other departments, the company as a whole flows more fluently (AKA Transformation). The creation and flow of human resources elements throughout all areas of a company IS the goal of Strategic Human Resources Management. Guidance in these individual human resources areas enhances employee perception of your Employee Value Proposition because the managers of those components will be more knowledgeable and competent. Who doesn’t want a subject matter expert in their back pocket?
When these areas are integrated into all of the business processes, the organization overall will be more cohesive. This broader and more encompassing approach allows us to guide your company through the transformation process with the end result of informed managers, happier employees, and streamlined operations.
Contact us for more information.
When these areas are integrated into all of the business processes, the organization overall will be more cohesive. This broader and more encompassing approach allows us to guide your company through the transformation process with the end result of informed managers, happier employees, and streamlined operations.
Contact us for more information.
Performance Reviews:
Do your managers give Performance Reviews? Have the reviews been evaluated and your managers trained on how to give them? Some of the issues surrounding Performance Reviews include rater bias, primary bias, rating differences between evaluators (in the case of more than one reviewer), and review formats that are either too subjective or objective. All of this can lead to inconsistencies and unfairness and loss of employees.
Titanium Infrastructure can assess your current process and make suggestions on how to make it more reliable and consistent. We can coach your reviewers to guarantee they understand the basic fundamentals of giving a Performance review. Having a consistent process and feedback system gives employees more confidence in the management of a company. When employees have more confidence, they are encouraged to engage more and contribute to the larger business goals, which is one of the goals of transformation.
Titanium Infrastructure can assess your current process and make suggestions on how to make it more reliable and consistent. We can coach your reviewers to guarantee they understand the basic fundamentals of giving a Performance review. Having a consistent process and feedback system gives employees more confidence in the management of a company. When employees have more confidence, they are encouraged to engage more and contribute to the larger business goals, which is one of the goals of transformation.
Orientation and Onboarding:
Does your company include Orientation and Onboarding in the Transformation concept or are they merely sessions to collect paperwork? Orientation and Onboarding are the first interactions, aside from the interview process, where employees make determinations about the company culture, management buy-in, and feeling welcome.
This initial perception is the first step in fostering continuing employee engagement. Orientation and Onboarding are great areas to consider in the transformation process because they can easily be modified so employees immediately feel welcome, engaged, and eager to become part of the team.
First impressions are important and having a great Orientation and Onboarding program leads to engagement, employee referrals, and ability to retain top talent. These areas are often overlooked by organizations when considering strategic human resources management and transformation. It really does start with the paper.
This initial perception is the first step in fostering continuing employee engagement. Orientation and Onboarding are great areas to consider in the transformation process because they can easily be modified so employees immediately feel welcome, engaged, and eager to become part of the team.
First impressions are important and having a great Orientation and Onboarding program leads to engagement, employee referrals, and ability to retain top talent. These areas are often overlooked by organizations when considering strategic human resources management and transformation. It really does start with the paper.
Recruiting and Interview Questions
Do your people charged with Recruiting and Interviewing know what and what not to say? Wouldn’t it be nice if they could ask someone? This is especially nice if they habitually say something they are not supposed to…<<insert discriminatory hiring practice lawsuit here>> The good news is that the bad habits can easily be averted 😊
Types of Interviews and Interview Questions are extremely important when vetting candidates and selecting the best fit for the position yet these are potentially some of the most under considered elements in strategic human resources & transformation. Are you asking open-ended questions? Are the questions phrased in a behavioral context to glean the most information from a candidate? Are interviews structured or unstructured? Perhaps the most important thing: Are the base Interview Questions consistent across positions and hiring managers?
Types of Interviews and Interview Questions are extremely important when vetting candidates and selecting the best fit for the position yet these are potentially some of the most under considered elements in strategic human resources & transformation. Are you asking open-ended questions? Are the questions phrased in a behavioral context to glean the most information from a candidate? Are interviews structured or unstructured? Perhaps the most important thing: Are the base Interview Questions consistent across positions and hiring managers?
Why are the Recruiting / Interview Question concepts often not included in strategic human resources management? Recruiting is commonly looked at as an area in and of itself and not really involved with the rest of the organization. It often is looked at as the "find a body" department. Each manager has their own way of selection, and that is ok, IF they all operate from a central set of core tenants when assessing cultural fit, skill set, and advancement potential. Titanium Infrastructure can use your existing methods and pull everything together to make it more consistent across the organization while allowing the uniqueness of your hiring managers to shine through.
Why are the Recruiting / Interview Question concepts often not included in strategic human resources management? Recruiting is commonly looked at as an area in and of itself and not really involved with the rest of the organization. It often is looked at as the "find a body" department. Each manager has their own way of selection, and that is ok, IF they all operate from a central set of core tenants when assessing cultural fit, skill set, and advancement potential. Titanium Infrastructure can use your existing methods and pull everything together to make it more consistent across the organization while allowing the uniqueness of your hiring managers to shine through.
So far, we've only looked at Orientation / Onboarding & Recruiting / Interview Questions as part of the reform of strategic human resources management . These are largely behavioral and knowledge tweaks. Not a bad cost-effective but huge-payoff way to begin the transformation of your company is it?
Conflict Resolution
Did an unexpected negative event happen with an employee? Are your employees at odds with each other? A huge complaint among employees is that “management doesn’t care” and this perception inhibits the transformation process by short-changing employee buy-in which hinders the organization from reaching a higher potential. This is yet another concept in strategic human resources management that is overlooked.
Titanium Infrastructure works with your organization in Conflict Resolution transformation to successfully navigate difficult situations resulting in the best possible outcome. We can work as a neutral 3rd party or we can guide your designated Conflict Resolution person to build a roadmap for the path of least resistance. Win-wins, or in the very least, situations where all parties relent a little are the optimal goal here. Quick and effective Conflict Resolution gives employees the feeling that their organization cares and this enhances the Employee Value Proposition.
Titanium Infrastructure works with your organization in Conflict Resolution transformation to successfully navigate difficult situations resulting in the best possible outcome. We can work as a neutral 3rd party or we can guide your designated Conflict Resolution person to build a roadmap for the path of least resistance. Win-wins, or in the very least, situations where all parties relent a little are the optimal goal here. Quick and effective Conflict Resolution gives employees the feeling that their organization cares and this enhances the Employee Value Proposition.
Employee Benefits Package Development
This is another important component in the Employee Value Proposition, Retention, and Recruiting for Top Talent equation. Having a robust Employee Benefits Package is an attractive element that can further help in recruitment and retention. There are No-Cost-To-The-Company elements that can be built into the employee benefits package that make it more full-bodied. How is that for low or no-cost strategic human resources management that will push the organization along the transformation highway?
We can review your plan and give suggestions for more employee choices and contentment. We can also help you put an Employee Benefits Package together.
We can review your plan and give suggestions for more employee choices and contentment. We can also help you put an Employee Benefits Package together.
Business Process Re-Engineering and Process Improvement
We can also assess the processes within your human resources arena and filter them throughout other departments to decrease redundancy. We strive for a collaborative situation where all teams have access to what they need when they need it.
Business Process Re-engineering and Process Improvement transformation is where we analyze the reason, end goal, challenges, and involved people for a particular process. The answer can range from a few tweaks to re-delegation or alternative tasking. Applying the principles of Lean Six Sigma and translating results in a non-quantitative and understandable format to employees will make them more at ease with their tasking and let them know that their contribution is valuable to the mission of the company.
Business Process Re-engineering and Process Improvement transformation is where we analyze the reason, end goal, challenges, and involved people for a particular process. The answer can range from a few tweaks to re-delegation or alternative tasking. Applying the principles of Lean Six Sigma and translating results in a non-quantitative and understandable format to employees will make them more at ease with their tasking and let them know that their contribution is valuable to the mission of the company.
This is a favorite area of strategic human resources management because it can extend outside of human resources to every department or total organization transformation.
Take for example manual invoicing in the AP/AR department – a few spreadsheet creations and training on a spreadsheet can save loads of time yet something that simple can transform an area and ease employee burden.
Smaller to mid-sized growing businesses have often been "getting by" with their processes and knowledge but now need a few cost-effective changes to leap ahead and be more competitive in their market and industry.
Compliance, Employment Law, I-9s Documentation and Retention
We audit and advise on existing documentation retention practices to minimize liability. As this page is geared more to transformation across Operational Human Resources and Strategic Human Resources Management, visit our Employment Law and Compliance pages for more information on these areas.
Transformation and Organizational Development
Transformation and Organizational Development are buzzwords in the Human Resources world. These terms explain what Strategic Human Resources Management strives to achieve: an organization in which employees, managers, and departments evolve during the process of overall transformation that results in a more robust organizational development.
These two concepts are the goal of the above-listed human resources components and enhancing these areas will transform the organization into a better version of itself.
These two concepts are the goal of the above-listed human resources components and enhancing these areas will transform the organization into a better version of itself.
Strategic Planning
Titanium Infrastructure assists companies with larger strategic planning goals. This service is of a bigger picture and larger scope than the strategic human resources management areas on this page. Please visit our Strategic Planning page for more information.
Operations and Management Consulting
We consult with your management and leadership team to handle employee relations issues and challenges, as well as support process and procedural improvement for Govcon and commercial clients.
We work with companies serving as their management, process and procedure identification, business process re-engineering, compliance, and transformation and integration consultant. We will guide your management team in defining and re-engineering processes and procedures, ensure compliance, and foster integration of all of these elements throughout the organization using Lean Six Sigma concepts that align with the needs of your business.
By the end of our work together, you’ll have decreased waste and redundancy to improve productivity, efficiency, and the bottom line. This is like our strategic human resources management consulting, but expands across the organization and in some select cases, doesn't even touch human resources. Many companies utilize our services for HR and Operations consulting.
We work with companies serving as their management, process and procedure identification, business process re-engineering, compliance, and transformation and integration consultant. We will guide your management team in defining and re-engineering processes and procedures, ensure compliance, and foster integration of all of these elements throughout the organization using Lean Six Sigma concepts that align with the needs of your business.
By the end of our work together, you’ll have decreased waste and redundancy to improve productivity, efficiency, and the bottom line. This is like our strategic human resources management consulting, but expands across the organization and in some select cases, doesn't even touch human resources. Many companies utilize our services for HR and Operations consulting.
Additional Services
If you’re interested in Industrial Security and FSO services, including Obtaining a Facility Clearance (FCL), Setting up an FCL, Self-Inspection Evaluation, and ITPSO (Insider Threat Program Senior Official) services CLICK HERE
If you’re interested in Industrial Security and FSO services, including Obtaining a Facility Clearance (FCL), Setting up an FCL, Self-Inspection Evaluation, and ITPSO (Insider Threat Program Senior Official) services CLICK HERE
~Making your organization strong and resilient by
giving you the EDGE you need for success!~
304-607-3343 (EDGE)
giving you the EDGE you need for success!~
304-607-3343 (EDGE)