ENHANCED HUMAN RESOURCES
Semi-automate time-consuming functions like recruiting, onboarding, training, evaluations, retention, policy management, and more.
SLOW & STEADY
HUMAN RESOURCES
Grounded Employee Lifecycle statistics set the standard for our expectations.
THROUGH THE FUNNEL
Recruiting the right talent is a very time-consuming process. After posting the vacancy, we have to filter through stacks of resumes and an inbox full of cover letters. Comb through our database of online applications and even search the job boards for that diamond in the rough. Then comes the endless prescreen phone calls to vet A-listers and the first and second-round interviews. Eventually, we make our offer about thirty (30) to forty (40) days from when we started. And that’s just the beginning of the cycle.
BEFORE THE HONEYMOON
Onboarding our new hires is tedious work. The paper trail of compliance requires meticulous organization and attention to detail, redundant confidential information, numerous initials and signatures, and an effective oversight process. The preboard checklist must also be a well-coordinated, multi-departmental team initiative to provide access, workspace, resources, orientation, guidance, and acclimation support. How well we do this will influence employee confidence, loyalty, and productivity.
ON THE JOB
Training our newbies on company culture and policies, workflow expectations and procedures, developmental opportunities, transition protocols, and basic principals and processes is one of our most essential investments in time and resources. Unfortunately, traditional training methods undermine our return by overstressing our assets.
OUT OF FOCUS
For decades employee retention models have been primarily focused on practical behind the scenes benefits like health insurance, retirement, education, personal leave, salary increases, bonuses, and more. While these are important to keep butts in seats, they have little effect on the quality of individual output.
Retention and employee happiness are two very different things. One keeps them coming to work, and the other incentivizes them to work better.
AN ELEVATED PERSPECTIVE
LEADS TO ENHANCED RESULTS
BY AUTOMATING KEY HUMAN RESOURCE FUNCTIONS, WE CAN GO FARTHER, FASTER.
ENHANCED TALENT ACQUISITION
People are social and are addicted to media. Companies that embrace these simple truths have revolutionized the way they attract and acquire talent. It isn’t costly to create a semi-automated, talent acquisition portal (application), which will more than pay for itself in the quality of prospects engaged and the amount of recruitment labor saved. Imagine a fully streamlined funnel that recruiters and managers could access from anywhere, review and sort applications, see testing data and interview videos and make an offer with the click of a button, in many cases, without needing to meet the candidate.
ENHANCED ONBOARDING
Paperwork can be a pain in the wrist, and digitized document management can be burdensome. There are too many rules and regulations to keep up with, and redundancy is the bedrock of bureaucracy. How much time would we save and how much risk could be averted if we auto-populated employee records, tax documents, and internal forms with digital application data, and auto-duplicated confidential information wherever necessary?
ENHANCED TRAINING
There are numerous philosophies about how best to teach employees what we want them to know. However, social science has shown us that there are seven learning styles, and every person has been hard-wired to retain information differently. What may work for some won’t work for others, yet we want to teach each person the most cost-effective method for us. Creating a robust, interactive, online training center is a solution that checks all the boxes and provides a more effective platform for cross-training, performance development, and continuing education initiatives.
GRATIFICATION THROUGH GAMIFICATION
Everyone likes a pat on the back. Even those who won’t admit it, like to be recognized and appreciated. It’s nice to know that the boss’s notice us and that our contribution to the company is meeting or hopefully exceeding expectations. Even though we don’t want public notoriety, we secretly kinda do. But when that comes in the form of a points-based leaderboard with rewards attached to milestones, well then – Game On.
“Whatever you do, work heartily, as for the Lord and not for men, knowing that from the Lord, you will receive the inheritance as your reward.”
~ Colossians 3:23-24 ~
Also, having private access to our automated performance metrics with built-in acclamations and tips for improvement will encourage us to do our best. When we can see an instant grade for personal KPIs (Key Performance Indicators), we strive more toward perfection, and those who don’t should eventually get cut from the team.
WHY DO YOU NEED U.S. CLOUD CONSULTING?
To do more, in less time, with less overhead and expense.
HOW DOES THIS WORK?
Human Resources is one of the essential functions of any business, and we have to invest wisely in its efficiency to maximize our return. I’ve personally designed Human Resource systems that successfully reduced time to hire by over 65%, the onboarding process by over 40%, added keyword-searchable capabilities to records management, and remote monitor tools to improve employee accountability. My involvement, to assist in the success of your mission, would be through:
PHASE 1: PREPARATION
- Learning the future goals and foreseeable challenges of your mission
- Reviewing the general patterns and processes of departmental workflows
- Assessing the requirements and capabilities of your technical infrastructure
- Surveying the internal culture and external ecosystem of your institution
PHASE 2: PRESENTATION
- Reporting our analysis and interpretation to verify overall comprehension
- Qualifying our knowledge and experience relative to your scope of expectation
- Researching the best cloud products and services to align with objectives
- Proposing a cooperative solutions blueprint with phased milestones and deadlines
PHASE 3: PRODUCTION
- Screening potential outsourced partners and SaaS platforms
- Mediating vendor relationships to maximize efficiency and ongoing support
- Facilitating productive virtual meetings and collaborative brainstorming sessions
- Managing the progress and accountability of internal and external teams
PHASE 4: PROPAGATION
- Administrating solutions implementation and employee transition
- Establishing policy addendums and revised procedural documentation
- Mentoring principle staff on how to utilize new tools and systems effectively
- Evaluating results and making potential next-step recommendations
SCHEDULE A CALL
In the past twenty (20) years, I’ve had the privilege to help countless businesses exceed expectations by simplifying problems into two key elements, psychology and tech-knowledgy. As an outside consultant, I’m able to see the bigger picture from an unbiased perspective and efficiently support your teams’ ability to achieve success.
