Flexible HR Expertise When and Where You Need It
HR Concierges provides both on site and virtual HR advisory support to its clients. Employers and business owners who require HR support at multiple levels, from transactional to strategic, but do not need a full time HR professional benefit from a flexible and cost effective arrangement.
HR Concierges delivers the right combination of expertise and experience to meet each client’s specific HR needs while providing confidence in compliance and best practices without the expense of adding a full time employee to the payroll.
Employee Development Is the Competitive Advantage in Today’s Labor Market
In a time of high unemployment it is of utmost importance for employees to keep themselves abreast with the latest developments in the industry to survive the fierce competition. However, in the current environment of such low unemployment, that finds most anyone willing to work…well, working…employee development takes on a new sense of urgency…urgency to develop an internal pipeline of talent for your critical positions. For mature organizations whose owners may be planning on a sale or divestiture, it may be the difference between profit sharing and providing ownership to loyal, purposefully-groomed, deserving, capable, and willing employees and considering an unknown buyer or a total dissolution of the company.
Breaking the Cycle: How Strategic Development Retains Top Talent
Employee Development and Talent Management Programs
- Career Pathing / Career Tracks
- Employee Training
- Management Training
- Salary/Bonus/Benefits Mapping
- Total Rewards Program / Refinement
- Leadership Development
- Succession Planning
- Talent Identification
- Guidance to Leaders on Development Options
- Related Tools
- Other special projects as needed for employee development and enrichment work as necessary to advance vision, mission, and values of Client’s company
- Career Pathing / Career Tracks
- Employee Training
- Management Training
- Salary/Bonus/Benefits Mapping
- Total Rewards Program / Refinement
- Leadership Development
- Succession Planning
- Talent Identification
- Guidance to Leaders on Development Options
- Related Tools
- Other special projects as needed for employee development and enrichment work as necessary to advance vision, mission, and values of Client’s company
Why Top Young Managers Leave: The Career Development Disconnect
An article in the Harvard Business Review, “Why Top Young Managers Are in a Nonstop Job Hunt” by Monika Hamori, Jie Cao and Burak Koyuncu, described a study based on analysis of international databases of over 1,200 young, high-achieving individuals, and concluded that many of the best and the brightest are not receiving the career development support they desire. The article stated:
“Dissatisfaction with some employee-development efforts appears to fuel many early exits. We asked young managers what their employers do to help them grow in their jobs and what they’d like their employers to do, and found some large gaps. Workers reported that companies generally satisfy their needs for on-the-job development and that they value these opportunities, which include high-visibility positions and significant increases in responsibility. But they’re not getting much in the way of formal development, such as training, mentoring and coaching – things they also value highly.
Why the disconnect? We think it’s because formal training is costly and can take employees off the job for short periods of time. Employers are understandably reluctant to make big investments in workers who might not stay long. But this creates a vicious circle: Companies won’t train workers because they might leave, and workers leave because they don’t get training. By offering promising young managers a more balanced menu of development opportunities, employers might boost their inclination to stick around.”