Human Resources Services

Attracting people usually starts with an employer brand. In fact, businesses with excellent employer brands receive 50% more qualified applicants. Clearly, being an attractive employer has plenty of advantages – just as it is the other way around. A good example of the latter is the tobacco industry which struggles to attract talent due to its tainted reputation.

With a strong employer brand and the right sourcing strategies, you’re already halfway there. Once candidates apply, the selection process is an HR instrument to pick the best-qualified and highest-potential candidates. It’s vital to build an effective recruitment a selection process, as bad hires can cause productivity drops of up to 36%.

Technological developments in recruitment have gone very fast, and as a result, there are different types of recruitment tools for each part of your recruitment funnel.

 Performance management is essential in ensuring that workers stay productive and engaged. Good performance management involves strong leadership, clear goal-setting, and open feedback.

While (bi)annual performance reviews in which the employee is reviewed by their manager are still common, 69% of HR professionals believe that in the near future, performance management will become more frequent and include natural conversations.

360-degree feedback is also gaining popularity as a performance management tool. With this type of feedback, peers, managers, subordinates, and sometimes even customers review the employee’s performance, which can be very helpful in uncovering areas of potential improvement.

Performance management is also an instrument to close the gap between the workforce you have today and the one you want to have tomorrow by helping employees develop future-ready skills and competencies.

Helping employees with the onboarding process

LinkUp HR consultants may support onboarding new employees and implementing training programs. Other facets of this process include aiding employees in filling out applicable paperwork and getting new hires set up on payroll and benefits.

Developing plans to meet company objectives

We often help create various business plans to meet the company’s objectives and provide reports on progress by collecting key data. Plans under the aegis of human resources responsibilities include lining out policies for compliance with local, state and federal laws and creating hiring and training guidelines.

Creating systems to motivate employees

Employee relations and creating empowered employees are key aspects of human resources responsibilities. We often focus on motivating employees by implementing team-building activities or other employee engagement initiatives that help boost morale, improve cooperation and spur healthy competition with things like merit-based pay increase programs.

Addressing employee questions and concerns

One of the most important human resources responsibilities is helping employees with work-related issues. If employees need to report situations like harassment or ask questions about their employment, our consultants stand at the ready to help with policies and procedures established to deal with these concerns.

Maintaining employee policies and procedures

Strict guidelines exist on the local, state and federal level that help protect both companies and employees in almost any work-related situation. Our consultants help create employee policies to exacting standards and performs compliance checks. We always keep employees’ best interests in mind to ensure a safe, productive workplace.

Communicating and implementing business changes

Our consultants work toward creating internal business changes that benefit both the company and its employees. The responsibilities in this regard may include creating or updating employee handbooks and communicating changes across the workforce via email notices, posts to internal company portals or holding meetings to answer questions or concerns.

Conducting disciplinary actions

Our consultants use disciplinary action with close leadership partnership, as an opportunity to help employees improve performance. By ensuring employees adhere to the rules put forth in company policies and procedures, our consultants have a chance to aid those who may need help with counseling or flexibility during tough times. This, in turn, reduces recruiting and hiring expenses by maintaining experienced staff with sometimes temporary issues.

Processing terminated and retiring employees

Our experience consultants are well versed in processing terminated employees. This may include providing layoff paperwork to help the employee file for unemployment benefits, clearing severance pay with payroll specialists and conducting exit interviews. When workers retire, the process typically includes putting any pension or retirement plan benefits into motion.