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Cramer Management Consultants

Eileen Cramer

Email: This email address is being protected from spambots. You need JavaScript enabled to view it.

Employee Handbooks

20 June 2013
Published in Compliance

handbook

There is nothing generic about your company, its culture, or the way your company uniquely operates. Communicating policies to employees is certainly one place where one size will never fit all.

  • Employee Handbook Review

     

    Employment laws and regulations change quickly these days. If you haven’t had a review in a while, chances are your handbook is not up to date with current federal and state employment law. CMC can review, revise, and improve your current handbook.

    We will read every word of it and provide a detailed written and verbal report that:

    • Highlights which policies are up-to-date and comply with Federal & State employment laws
    • Details what changes need to be made for compliance with regulations
    • Details inconsistent or conflicting policies
    • Includes a listing of required policies to be added
    • Suggests additions and deletions provided in MS format
    • Reveals language that could create company liability
  • Handbook Development

     

    There is only one thing worse than a poorly written, outdated handbook.And that would be not having one at all. And many companies do not.

    That might be because developing a handbook can be time consuming and expensive. So some companies adopt another company's handbook or download a generic product from the internet. That can save you time and money, right? However, borrowing another company's handbook or buying generic employment policies and handbooks can end up costing you more money in liability claims and compliance issues.

    There is nothing generic about your company, its culture, or the way your company uniquely communicates. Communicating policies to employees is certainly one place where one size will never fit all.

    In addition, employment laws and regulations vary from state to state, so they are not generic. And federal law changes quickly at times, so you cannot guarantee your "generic" policy is up to date. So why expose your company to unnecessary risk? Liability claims or compliance issues can be very costly.

    CMC can help you create and maintain a legally compliant and effective employee handbook/policy manual. Let us save you time and energy. We will develop an employment handbook that communicates your culture to your employees while providing guidance and information about the company’s history, mission, values, policies, procedures and benefits in a clear and concisely written format.

    • Serve as a guide on the company's culture
    • Communicate value to the employee
    • Are a reference guide for both managers and employees
    • Reflect the expectations of management
    • Protect the company by describing clear policies and employment relationships
    • Helps enforce the policies and gives the employer a basis for important personnel actions
    • Answer recurring questions that your employees want and need to know
    • Proves employment policies are  consistent with current employment laws

Executive Coaching

12 June 2013
Published in Coaching

coaching

Recent studies show a return on investment (ROI) of almost 6 times or more of the cost of an executive coaching program. Now that is impressive!

Let's face it. Some of the old rules of management and supervision simply are not working with today’s workforce. That’s why the most effective leaders today are relying on the power of coaching and mentoring to fuel success. Recent studies have shown a return on investment (ROI) of almost 6 times the cost of an executive coaching program. Now that is impressive!

"Eileen has always been sincerely engaged in my success! I simply would not be where I am today, not only in my career, but also my personal life, without the profound gift of being coached and mentored by Eileen."

Lelah Campo, President Associated Builders and Contractors, www.ctabc.org 

In this world of rapid change, we all need motivation at different times in our lives: someone to 'coach' us into the business equivalent of running a four minute mile or helping us make those crucial adjustments to our ‘swing’. We need honest, challenging feedback with helpful solutions and direction at times. An executive coach is like a personal trainer for leadership. The coach helps build leadership stamina and muscle. Everyone benefits from working out, right? So it stands to reason that any leader who wants to achieve at the highest possible level of success can gain enormous benefits from executive coaching.

Coaching unlocks a leader’s potential and enables them to maximize their own performance. Coaches help them to learn rather than teaching them.

Today, scores of major companies make coaching a core part of management and executive development. They make this investment because they believe that, given the right circumstances, one-on-one interaction with an objective third party can provide a focus that other forms of organizational support simply cannot.

BENEFITS FOR A COACHING PROGRAM:

  • Support for succession planning and creating successful new leaders
  • Improved organizational and “bench” strength
  • Support for the newly promoted
  • Increased retention of high-performing employees
  • Recruit high-performers and key talent
  • Greater employee satisfaction
  • Increased productivity and team effectiveness
  • Enhanced conflict management skills
 

Employee Handbook Review

12 June 2013
Published in Employment Handbooks

 

Employment laws and regulations change quickly these days. If you haven’t had a review in a while, chances are your handbook is not up to date with current federal and state employment law. CMC can review, revise, and improve your current handbook.

We will read every word of it and provide a detailed written and verbal report that:

  • Highlights which policies are up-to-date and comply with Federal & State employment laws
  • Details what changes need to be made for compliance with regulations
  • Details inconsistent or conflicting policies
  • Includes a listing of required policies to be added
  • Suggests additions and deletions provided in MS format
  • Reveals language that could create company liability

Handbook Development

12 June 2013
Published in Employment Handbooks

 

There is only one thing worse than a poorly written, outdated handbook.And that would be not having one at all. And many companies do not.

That might be because developing a handbook can be time consuming and expensive. So some companies adopt another company's handbook or download a generic product from the internet. That can save you time and money, right? However, borrowing another company's handbook or buying generic employment policies and handbooks can end up costing you more money in liability claims and compliance issues.

There is nothing generic about your company, its culture, or the way your company uniquely communicates. Communicating policies to employees is certainly one place where one size will never fit all.

In addition, employment laws and regulations vary from state to state, so they are not generic. And federal law changes quickly at times, so you cannot guarantee your "generic" policy is up to date. So why expose your company to unnecessary risk? Liability claims or compliance issues can be very costly.

CMC can help you create and maintain a legally compliant and effective employee handbook/policy manual. Let us save you time and energy. We will develop an employment handbook that communicates your culture to your employees while providing guidance and information about the company’s history, mission, values, policies, procedures and benefits in a clear and concisely written format.

  • Serve as a guide on the company's culture
  • Communicate value to the employee
  • Are a reference guide for both managers and employees
  • Reflect the expectations of management
  • Protect the company by describing clear policies and employment relationships
  • Helps enforce the policies and gives the employer a basis for important personnel actions
  • Answer recurring questions that your employees want and need to know
  • Proves employment policies are  consistent with current employment laws

Policy and Practice Development

12 June 2013
Published in Compliance

policy and practice 3

Successful HR policies and practices strategy must do more than communicate the “rules.” Our strategy must recognize our changing work world and address employees’ needs for flexibility.

 

The Importance of Strategy in HR Policies & Practices 

It’s our nature test limits and push boundaries.  So it comes as no surprise that we need guidelines and work rules in our companies. Policies provide consistency and clarity about what is expected of us and what we can expect from the company.

But too many policies and work rules don’t create a work environment that is attractive to highly motivated, creative and productive employees.  And those are the kind of employees we want to attract, right?

On the other hand, loosely defined policies become subjective and open to interpretation. The result of such ambiguity is often litigation.  It takes time and money to deal with productivity-draining employee issues, leaving you with less time to deal with core business matters. 

It is worth the investment to strategically design company policies and practices that improve the way your employees interact as well as minimize the personnel obstacles.  But don’t stop there.  Successful HR policies and practices strategy must do more than communicate the “rules.” Our strategy must recognize, value and address employees’ needs. If we want to retain our high performers, we have to think outside of the proverbial “box” to address our employee’s changing needs. 

CMC helps your organization build and improve human resource practices by gathering and sharing best-in-practice approaches to employer responsibility and HR policies.  It's an investment that can pay large dividends in increased productivity and minimized litigation.

Here are just a few examples:

  • Flexible Work Arrangements
  • Compressed work weeks
  • Social Media policies
  • Telecommuting policies
  • Coach/mentor practices
  • Flexible training programs
  • Work-life “blend” practices/policies

Happier employees are more efficient, better with customers and much more productive! The key to success in building a great company today is to devote the time and resources it takes to human resource strategies for your business that will address how our work world and our employees have changed.   CMC also provides assistance in developing single policiesand subsequent practices such as changing leave policies, or adjusting ADA or harassment policy and practices. 

 

 

Auditing Process

12 June 2013
Published in HR Audits

Human Resource Auditing Process

CMC’s Audit Process can spot areas that require closer alignment with the business goals of the company.

 

CMC’s Audit Process

  • An initial meeting with senior management is conducted to understand your business strategy and specific, pressing issues.
  • Information requests are forwarded to you prior to the audit. The necessary information is reviewed to minimize disruption in your schedules.
  • CMC maximizes the on-site review visit by asking your company to complete a few forms and questionnaires about current HR policies and practices prior to our visit.
    (This allows us to identify key areas during the HR audit and spend less of your time gathering information.)
  • An on-site visit to your facility is scheduled to interview staff regarding HR policies and practices. Audit checklists are completed. During this on-site visit, we also review HR records and postings. Random personnel files are examined. Compensation, employee claims, disciplinary actions, grievances and other relevant, related information are reviewed.
  • We then thoroughly assess current HR practices, programs and review all information gathered. We identify gaps between business objectives and HR activities. We identify applicable federal and state labor laws and note compliance issues. We review what your organization is doing well and where it can improve. With this information you can align the HR function more closely with the real needs of the business. It makes sure investments in HR are directed where they are most needed.

What is the End Result?

CMC provides a confidential in-depth report on our specific findings plus recommendations in each of the above areas. Our report is a quick, cost-effective way to get a clear understanding of your existing situation, spot areas of highest priority and plan specific steps required to avoid costly mistakes. CMC will help you evaluate the impact of corrective measures, develop a plan of action and realize a tremendous return on your investment in managing your human capital.

 

What We Audit

12 June 2013
Published in HR Audits

Human Resource Auditing Reviews Cramer Management Consultants

A clear snapshot of your current "health" in human resource management

What is reviewed in HR Audits?

  • Company structure, culture, and environment
  • Current plans in human resource management
  • Hiring process, selection of staff, onboarding, and orientation
  • Compensation & benefits policies & procedures
  • Employee Handbooks
  • Training & development systems
  • Safety Programs
  • Performance management & coaching systems
  • Recognition, rewards & retention systems
  • Employee relations, discipline and communications
  • Employee record keeping & file management
  • Management Diversity
  • Terminating Employment practices
 

Note: Because CMC must have access to relevant information contained in files and other confidential documents of the organization we provide a signed confidentiality agreement. Our professionals hold all documents, manuals, handbooks, forms and reports in strict confidentiality and consider them classified information.

 

HR Audits

12 June 2013
Published in HR Audits

Human Resource Auditing Cramer Management Consultants

At CMC, we know how a few key changes can make a huge difference and enhance the value of your human capital

 

 

Enhance the Value of Human Capital

Some questions for you...

  • Are your HR processes compliant, efficient, and effective?
  • Are your policies and practices aligned with business strategies?
  • How does your management of human capital measure up?
  • Does your company attract the very best people in your geographic area?

Managing human resources is always a work in progress. We know that. We also know how a few key changes can make a huge difference and enhance the value of your human capital, so you can answer those questions with a confident, “yes!”

CMC’s simple, but comprehensive audit is an investment in your company’s future that will pay for itself many times over. Our objective, professional review of human resource policy, practice and procedures provides a clear snapshot of your current "health" in human resource management.

But it isn't a "test"..It is a measurement. And knowing exactly where you stand today and where you want to go is the first step to more effective, results-oriented HR management.

  • A quick way to identify what is working well and what is not
  • Minimizing exposure to lawsuits and related risks of which you were not aware
  • Being able identify specific targets and opportunities for future improvements as your company grows
  • Know what good practices you can continue to maintain
  • Know what you need to improve
  • Identification of systemic problems
  • Having a tool to assist you in aligning HR to your company’s business objectives

Assessments

12 June 2013
Published in Tools

Cadidate Assessment Training

CMC partners with you to determine critical skills and key performance factors that spell success in the position.

 

Hiring and promotional mistakes are costly.  Strategically, it makes more "cents" to assess the fit of a candidate for hire or promotion up front—before it is too late.

Let us assist you in finding the "best fit"" candidates for you, with our selection of online, up to date, validated sets of behavioral and cognitive assessments.

It is crucial an assessment tool measures the skills and abilities that are relevant to the job. You don’t want to be assessing sales skills for your maintenance positions, right? But, wouldn’t it be helpful to identify candidates for a key position in customer service that possess a high level of behaviors critical to success in the job like patience, team orientation, tolerance for stress, self-control and interpersonal skills?

Assessments can be also be used for multiple purposes beyond selection such as training, leadership development and promotions/lateral moves.

Assessments CMC can provide: 

  • Pre-Employment Screening
  • Personality and Skills Assessment
  • Team and Organizational Development
  • Coaching and Leadership Development
  • Professional and Managerial Selection
  • Mechanical and Technical Skills
  • IT Skills

Interviewing

12 June 2013
Published in Tools

Human Resource Interviewing

Find great staff efficiently and effectively, saving you time and money.

Have you ever hired someone who was impressive in the interview process, only to find out two months later they simply do not have what it takes to do the job?

Hiring great employees isn't everyone’s area of expertise and not doing it well can cause major headaches, not to mention the costs involved. And costs will continue to grow until the problem is solved.

So, why does this happen? One problem is that we forget that the essence of a person is not what they say, it is what they do! Behavior never lies. Understanding and accepting this truth will transform the hiring experience.

Behavior Based Interviewing 

Behavior-based interviewing is not a new term, but it does take training and practice to do it well. Today's applicants are becoming "interview savvy" . Employers need to get past the "right" answer and find out if the candidate is the right fit for the organization. Behavior-based interviewing involves focusing not just on technical skills, but also on critical elements of performance that will breed success in the job such as specific behaviors, motivations, transferable abilities and self-management skills. It involves going beyond traditional questions such as "What are your strengths and weaknesses?" and focusing on what you really need to know about the person sitting in front of you.

CMC Interviews

CMC can provide experienced interviewers who are highly skilled in behavior based methods. Save valuable time and resources by having us narrow your "top ten" down to the three "best fit" candidates. Our systematic approach and application of behavioral measures help identify candidates' levels of :

  • Emotional intelligence
  • Resilience
  • Critical thinking skills
  • Problem solving skills

CMC provides detailed reports of our interviews for your review, which saves you time and money.

Additional Cost-effective Interviewing Services

  • "Hands-on" Interview Skills training for your own hiring managers
  • Assistance in developing systematic questions that evoke detailed responses
  • Developing reliable rating techniques for evaluation of selected criteria during interviews.

Ensure you continue to get the highest quality employees to support your growing company. Find great staff efficiently and effectively, saving you time and money. Contact CMC today.

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Cramer Management Consultants
This email address is being protected from spambots. You need JavaScript enabled to view it.

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