Strategic Human Resources

Human Resource Administration

Employee Handbooks – We can start from scratch, or we can analyze your existing handbook and make suggestions to ensure compliance with federal, state, and local regulations. We will also help you incorporate specific policies for your organization, such as dress codes and PTO.

Employee Assistance Programs (EAP) – EAP is an employee benefit program offered by many Fortune 500 employers, but often overlooked by smaller organization due to budget constraints. EAPs are intended to help employees deal with personal problems that might adversely impact their job performance, health, and well-being. EAPs generally include short-term counseling and referral services for employees and their household members. Supervisors may also refer employees (supervisor referral) based upon unacceptable performance or conduct issues. These types of services no longer have to be overlooked by the small and mid-sized firms- we can make it affordable for you to take advantage of such services through our vendor relationships.

Background Screenings – Although most businesses have high standards, many are also are challenged by limited resources. In addition, they frequently need to move quickly when the time comes to make a hire. Yet each applicant and employee adds business and security risk.
Fortunately, performing background checks on applicants and employees is an effective way to discover potential issues that could affect your business. However, companies that provide these services can be very costly. SOS Consulting will find you the most cost efficient solution so that you have the ability to implement such programs.

Human Resources Management System (HRMS) & Human Resources Information System (HRIS) – A Human Resources Management System (HRMS) is a type of information system (IS) that is designed to manage an organization’s computerized and automated human resource (HR) processes. It is a combination of hardware and software resources that hosts and provides most, if not all, of a HR department’s business logic and is often included in the services provided by our PEO vendor relationships. Developing and implementing the right HRMS for your company is important. While it is certainly possible to take care of these functions manually, it becomes very tedious for Human Resources and is difficult for the company to maintain all these functions without any error, leaving the company exposed to compliance issues. An automated system ensures there is plenty of time available for the human resources staff to develop and maintain the data that goes into those systems.

The most important thing to remember is that HRMS systems are not “one size fits all.” Just as each company is different, so are the systems available on the market to choose from. By moving to HRIS, companies are able to keep more accurate and up-to-date records, allowing them to better prepare for future growth in their companies. The efficiency of HRIS solutions has enabled companies to produce more effective, efficient, and accurate results than what can be accomplished on paper. Applications of HRIS systems include:

• Applicant tracking
• Training
• Risk management
• Flexible-benefits administration
• HR planning
• Time and attendance
• Financial planning
• Training management
• Management succession planning
• Turnover reporting
• Government compliance
• Strategic planning
• Accident reporting and prevention.

These systems can be very expensive, so smaller companies are not the ones purchasing a full-blown HRIS—it is the mid to larger-size companies that typically look at this option. But why should they be the only ones to benefit from the efficiency, accuracy and ROI? SOS gives everyone the same opportunity by doing the due diligence: We’ll find the system that fits into our client’s budget and select the system that best suits the company’s needs.

Performance Review SystemsYour business has goals and priorities, but do your employees understand them, and see how their own work relates to the larger business? If not, it’s time for performance management that focuses employees on continuous improvement, facilitates conversation between staff and managers, and points individuals in the direction that benefits the entire organization. From goal setting to evaluations, performance management is an ongoing process that requires year-round communication to be truly effective. But that doesn’t have to mean year-round paperwork .

You’ve got a clear plan for evaluating performance. Now what? The next step is integrating performance management solutions with compensation. Our partners bring these systems together so managers can tie compensation directly to individual goals and overall performance ratings. Combined with tools that provide visibility into goal achievement and progress reports, this integration further simplifies the process of aligning individual performance with company strategy.

Employment Practices Liability Insurance (EPLI)Employment Practices Liability Insurance is a type of policy that business owners can purchase in addition to professional liability insurance..It covers an area of United States law that deals with wrongful termination, sexual harassment, discrimination, invasion of privacy, false imprisonment, breach of contract, emotional distress, and wage and hour law violations.

The EEOC recognizes eleven types of employment practices discrimination: age, disability, equal pay/compensation, genetic information, national origin, pregnancy, race/color, religion, retaliation, sex, and sexual harassment. Analysis of annual claims totals suggests that EPLI claims rates correspond to unemployment rates from 2007 to 2008: total claims in the U.S. jumped 13% as mass layoffs increased by roughly a third. In 2012, charges of retaliation, race, and sex discrimination (including harassment and pregnancy) were the most common types of discrimination that prompted EPLI filings. EPLI is often provided at additional cost to the business- but our relationships with vendors often allow us to provide this valuable insurance at no additional cost.