No matter how prepared we try to be, sometimes things just simply go awry.

Services:

Human resources is the function within an organization that is responsible for managing all aspects relating to its employees. Key components of human resources are employee relations, compliance, compensation and benefits, performance management, recruitment and onboarding, workplace safety, and strategic workforce planning. 

Catawampus Consulting specializes in employee relations, system and process automation, policy and procedure development, organizational strategic planning, recruitment and onboarding, and providing on-demand HR support. 

Employee Relations and Management

Employee relations is the process of managing the relationships between the employer and its employees. It encompasses the interactions between employees, their communication, conflict resolution, engagement, performance, compliance, organizational culture and the overall work environment. 

Did you know?

If you develop effective employee management strategies, it can improve morale, reduce turnover, and increase productivity?

Using academically tested frameworks, Catawampus Consulting has designed comprehensive assessments that provide employers insight into how to build more effective relationships with their employees. We will collect and analyze data on the organization's current culture, norms, processes, and employee engagement. With this information, we will put together proposed action plans to help improve employee relations within your organization. 

How do I know if my business/organization needs employee management support?

• Have you seen a decline in productivity?
• Has absenteeism increased?
• Is the average employee retention rate less than a year?
• Is your turnover rate greater greater than 30%? 

Did you answer yes to any of these questions?

Let's schedule a consultation and talk about it.

System and Process Automation

In employee management, system and process automation is the process of using technology to streamline and automate various functions. System and process automation can help your team enhance efficiency, enhance accuracy, and improve the employee experience. 

System and process automation is a service Catawampus Consulting provides to small business owners and internal HR departments. It helps them automate employee management tasks by leveraging software and automation tools to simplify tasks such as benefit management, payroll, and employee data management. 

For example:

A business or organization may have all of its paper employee records in a filing cabinet. 

Catawampus Consulting can help you create a HIPPA-compliant electronic employee data management system that organizes all employee files electronically in one location. Using an electronic employee data management system, Catawampus Consulting can help your organization build an application process that feeds directly into the system. 

How do I know if my business/organization needs system and process automation support?

• Are you an HR Director/Manager who needs help automating their HR systems?
•  Do you have a small HR team that is at capacity and cannot withstand implementing an automation process?
• Are you an owner or business manager in charge of all business operations, including employee management, who does not have the time/capacity/bandwidth to implement automation systems?

 Did you answer yes to any of these questions?

Let's schedule a consultation and talk about it.

Policy and Procedure Development

Policy and procedure development is a crucial component of employee management. By establishing clear policies and procedures for your organization, employees are provided with a sense of stability and control, which contributes to employee satisfaction, retention, and performance. 

Effective policies protect both employees and the organization. It establishes stability by creating a safe and compliant work environment. Most organizations house policies within an employee handbook. Employee handbooks align with industry standards and current practices, promoting a work environment with consistency and fairness. Policies and employee handbooks:

• Provide clarity and consistency
• Comply with labor laws and regulations.
• Prevent misunderstandings and conflicts.
• Enhance communication within the organization by promoting transparency. 
• Provide employees with a framework and guidelines for performance, feedback, and professional development to improve employee performance and engagement. 
• Provide a structured approach for conflict management.
• Protect the organization and the employees. 

How do policies impact employee behavior?

Policies set clear expectations for employee and organizational behavior. They foster a fair and supportive work environment that ensures employees' rights and responsibilities are understood and respected. 

How do policies improve employee engagement?

One of the top reasons employees leave their organization is due to poor management and the company culture. Policies can help leaders, managers, business owners, and CEOs build boundaries and ensure consistency within the organization. Policies can foster an environment of fairness and trust by outlining ethical behavior and decision-making, setting a standard for leadership and employees, and promoting integrity and trust throughout the organization. Policies that ensure transparency in leadership decisions build trust and confidence among employees.

In people-first HR practices, employees are encouraged to be involved in the decision-making process and able to provide input and feedback on developing relevant and effective policies. Employee involvement in decision-making improves employee engagement and satisfaction by giving employees a sense of feeling that they helped contribute to the success of the business. 

How do I know if my business/organization needs policy and procedure development support?

• Do you have an employee handbook?
• Do your employees sign off on a policy acknowledgment?
• Do you think your policies align with your organization's culture?

 Did you answer no to any of these questions?

Let's schedule a consultation and talk about it.

Organizational Strategic Planning

Organizational strategic planning is the process by which an organization or business defines its direction. This process helps organizations set priorities and align resources and key performance indicators to achieve long-term goals. 

Key elements of organizational strategic planning include but are not limited to vision and mission development, labor and industry market performance analysis, goal-setting, strategy formation and implementation, and performance measurement. 

Why is organizational strategic planning important?

Having values, principles, and missions that align with your organization's culture conveys your business practices to your stakeholders, customers, investors, and employees. All of the key elements of organizational strategic planning impact one another, which overall impacts your business operations and the success of your business. 

How do I know if my business/organization needs organizational strategic planning support?

• Do your values, vision, and mission align with your organization's culture?
• Do you know what your organization's culture is?
• Are you meeting your strategic goals and key performance indicators?

 Did you answer no to any of these questions?

Let's schedule a consultation and talk about it.

Recruitment and Onboarding

The recruitment and onboarding process is critical to employee integration within an organization. Recruitment is the process of identifying, and attracting potential employees, creating a pool of qualified candidates for a position. Onboarding is the process of bringing new employees into an organization and providing them with the skills, knowledge, and behaviors needed to integrate them into the organization.

Recruitment and onboarding can directly impact an organization/business's performance, retention rates, and overall employee satisfaction. According to the Department of Labor, a bad hire can cost an organization 30% of an employee's first-year salary. Effective recruitment and onboarding can reduce the cost of turnover and set the tone for an employee's experience within the organization. 

What is the difference between recruitment and onboarding?

Recruitment is the process and experience of a potential employee before the first day of employment. There are seven stages of recruitment: job analysis, evaluation of the labor market, sourcing candidates, screening candidates, interviewing candidates, selection, and the offer of hire. On average, it can take 30-90 days to fill a position. Skill shortages, role specialization, and market conditions can impact how long it may take. 

Onboarding is the length of time it takes to integrate an employee into the organization after the date of hire. It is the process of welcoming an employee into the organization, preparing them for their role, acclimating them to the work environment, and providing them with support in social integration.

Did you know that 52% of new hires feel undertrained after onboarding? 

How do I know if my business/organization needs recruitment and/or onboarding support?

• Are your rates of turnover high for new hires?
• Do you need help developing a more comprehensive onboarding program for your new employees? 
• Do you need help identifying training to ensure new hires understand their role, tools, and processes?

 Did you answer yes to any of these questions?

Let's schedule a consultation and talk about it.

On-Demand HR Support

Have you ever had an issue or concern that you wish you could talk through with an HR person? On-demand HR support is just that. It is a subscription service available to existing clientele, where you can call a Catawampus consultant and have a conversation about any employee management concern. 

To best describe this service, here is a scenario.

Scenario:

You are a small business owner with three hourly employees. Your business is usually open from 8 AM to 4 PM Monday through Friday. You have been at a conference all week and have not been in the office at all. At 6 PM on a Friday, you receive an email that one of your employees has not shown up for work in two days. However, you just processed their timesheets, and they put in hours on both of the days the email indicates they were not in the office.

What is your immediate reaction? 

Don't you wish you had an HR person to call to talk through the next steps?

That is the purpose of this service. 

How can a business or organization subscribe to on-demand HR support?

To subscribe to on-demand HR support services, clients must first have two initial client consultation meetings with a Catawampus consultant to discuss their business, position, and/or employment management needs. These two consultation meetings will provide us with insight into your business to ensure we have the necessary information to best support you. 

After the two initial client consultation meetings, clients will then have the option to purchase a subscription to these services, whether that be an annual subscription or paying for individual sessions as needed. 

If you have never worked with Catawampus Consulting and are interested in subscribing to this service, schedule a client consultation by clicking on the following link: