(HPC)  is a leader in designing and implementing integrated and technology-rich human resources solutions for employee hiring and retention, performance management, talent development, and succession planning.

To sustain and grow your business, you have to hire and retain the best employees. You must manage their performance carefully and thoughtfully. You must help them reach their potential through effective training and inspired development. And you need to build bench strength ensuring leadership of the highest quality. Hayes Professional Consulting works with exceptional organizations in both the public and private sectors to deliver results-focused solutions to these and other human capital challenges.

Our Consulting services include:

• Talent Acquisition 
• Competency Models
• Job Analysis and Position Profiling
• Selection Systems
• Customized Training
• Performance Management
• Talent Review and Succession Planning
• Leadership Development
• Career Development

Hayes Professional Consulting’s approach is competency-based because we know your business is focused on the factors that distinguish superior performance from the average. From initial assessment to solution development and execution, HPC's partners with you to address the critical factors affecting individual and organizational effectiveness. Our objective is to deliver performance improvement through processes, systems and applications aligned with your business and human resource management goals and strategies.

With Hayes Professional Consulting helping you connect what your employees do every day to the organizational goals that define success, you’ll benefit from:

• Our unsurpassed capabilities and experience in crafting integrated solutions;
• Our understanding of leading-edge technologies and their application;
• Our commitment to knowledge-sharing and process improvement in everything we do.

We understands what your organization needs to achieve superior, sustainable performance. And we understand how you can keep it.

At HPC, we build management and executive coaching solutions that are integrated into – rather than independent of – your HR strategies. We partner with you in the development of your organization’s coaching practice, provide the network for delivering coaching services, and have the tools with which to measure coaching success.

Hayes Professional Consulting has been recognized as an innovator and valued partner in consulting with Fortune 500 companies and the public sector on organizational development and leadership foundation.  Our success frames our consultative approach to coaching from both the individual and organizational levels. We use our business knowledge and experience to help you determine – based on your company’s vision, strategies, corporate culture, and existing talent development initiatives – which coaching offerings are right for your organization.

Hayes Professional Coaching services and tools include:

• Strategic Coaching Program Design
• Executive Coaching
• Group and Team Coaching
• Onboarding & Transition Coaching
• Targeted Coaching
• 360 Debrief Coaching
• Internal Coach Training
• Global Coach Network
• Coaching Director™
• The Coaching Impact Study™
• Custom Coaching Measurement

(HPC) Coaching understands the importance you place on results – in improving performance, developing leaders, building bench strength, and changing behaviors – and design each program to achieve its intended objective. You’ll benefit from:

• Our industry-leading knowledge of competencies and the factors inherent in superior performance, built by 15 years’ experience
• Our best-in-class technologies
• Our global network of seasoned, business-focused coaches

 Coaching’s capabilities and experience give you the opportunity to create an approach that makes a sustainable, valuable difference.

If your coaching solution needs to be strategic, responsive to your needs, and results-driven, Hayes Professional Consulting is ready to be your partner.

Hayes Professional Consulting Survey develops integrated solutions that bring together business-issue knowledge with an understanding of how individuals are likely to experience them, what types of information surveys can and cannot provide, how respondents think, and how they are likely to respond to the questions.

With over 15 years of survey research experience, (HPC) group Survey addresses and mitigates the shortcomings of more traditional approaches, including “fuzzy” data, poor response rates, respondent bias, rater fatigue, and results that are more descriptive than actionable. Our surveys are straightforward and user-friendly, yet embed features that allow us to get to the real messages beneath the numbers.

 Survey’s services include:

• Executive Assessment
• Bench Strength Assessments
• 360™ Feedback
• Leadership Agility 360™
• ProjectManager360™
•  Leadership Inventory™
• Strategy Implementation Assessments
• Program Evaluation

Our survey’s custom-designed web-based tools deliver a number of benefits to our clients, including evaluating their leadership and technical bench strength, identifying key success factors related to new business initiatives, return-on-investment evaluation of talent development programs, and direction on where a company should invest to improve productivity.

Our services and tools are essential components underlying many of the solutions provided by Hayes Professional Consultants  Consulting, Coaching, and Interactive practices, helping our clients build understanding, improve performance, and achieve their business goals.

From design to implementation to the delivery of high-impact reports and detailed analyses, HPC Survey customizes its solutions to meet your specific business requirements.

 Identify Tomorrow's HR Challenges by Conducting a Human Resource Audit Today!

Why would Your Organization want to Conduct an HR Audit?

The changing Nature of Human Resources Management demands that Human Resource Departments participate and contribute as strategic business partners. Qualifying and quantifying this role can be difficult. That is where a formal HR audit can help by:

• Ensuring Legal Compliance
• Identifying Areas for Improvement
• Identifying Root Problems
• Justifying Costs
• Measuring Performance against Standards
• Measuring Results
• Quantifying Efforts

What Is Covered in an Audit?

• A broad based review of all topics central to HR Management
• All activities within the HR span of control
• Future Project components
• Any Problem Areas

What should a Human Resource Audit Measure?

That depends on the organization’s objective. In general a business has the following objectives, but the questions will vary based on the size, culture and industry:

• Competitiveness
• Culture
• Profitability
• Product Development/Efficiency/Quality
• Return on Investment
• Safety, Health, and Environmental

   

The audit should address each of these components by measuring the Department's Knowledge, Productivity, Quality, and Service.

What Does a Human Resource Audit Look Like and How Long Does it take to Perform?

Audit Formats can vary, depending upon the type requested. Typically they are in questionnaire format, requiring samples of work. The questionnaire may take from 2-4 hours to complete and one week to two weeks to obtain results.

Audit Description

Each audit consists of both experienced-based questions designed to obtain quantitative data and customized questions that companies may wish to add. Categories include:

                  Employee/Labor Relations

• Equal Employment and Affirmative Action Compliance
• HR as a Strategic Business Partner
• Immigration Law
• Staffing (Internal/External)
• State and Federal Laws
• Training and Development
• Performance Management
• OSHA/Job Safety
• Wage & Hour

   

Human Resource Audits typically require the review of Employee Advancement, Compensation and Benefit Programs, Disciplinary Action Rules and Processes, Employee Handbook
or Union Contract, Procedure Manual, and Training Programs.

High Cost of Turnover Getting you Down?

Market Studies

Base Compensation Structure

Is your Pay System driven by Performance, Skill, Knowledge, and Ability? Is it Competency based? Is it an earned benefit or an entitlement? Is there a formal structure that ensures internal/external equity, equal pay, career-paths, classification levels, entry-levels, mid-point and maximum rates of pay for each classification? Does your organization have a written wage and salary procedure? Do you have the capability of costing/ budgeting your pay program annually? Do you have a good defensible measuring tool in place?

• Hayes Professional Consulting has been providing organizations like yours with Compensation Design for years. We know what it takes and can help you get it!

Why provide a Variable Pay System?

• Some jobs contribute more to the organizational success than others do.
• Some people perform better than others do.

   

• Should performance be measured and rewarded based on individual, group, or organizational performance?
• Should the length of time to measure performance be short-term or longer term?

   

Administration

Our Consulting Plans are designed to be simple to understand and simple to administer. Final structures come complete with easy to follow instructions and spread sheets.

Behavioral Aspects of Compensation

Do workers perceive they are receiving fair value for their overall performance? Independent Employee Opinion Surveys can often identify performance problems or deficiencies with root causes that are tied to equity, procedural or distributive justice issues. These types of employee concerns don’t always mean a new compensation program is necessary. We specializes in confidential Employee Opinion Surveys. We also specialize in designing performance systems that tie directly to compensation structures.

How does your Compensation measure up to Legal Constraints?

Fair Labor Standards Act
Minimum Wage
Exempt/Non-Exempt Testing
Computer Related Occupations
Overtime Provisions
Compensatory Time Off
Home Work
Independent Contractor Testing
Equal Pay Act
State Laws
Garnishment Laws
Prevailing Wages
Davis Bacon Act
Walsh-Healy Public Contracts

Outsourcing has become a growing trend in business for one major reason; it's more cost effective than the full time alternative. Outsourcing allows you to pay for the expertise only when you need it, it allows you to retain a higher quality employee and there is none of the overhead associated with the traditional full time employee.

When you consider the functional areas of the Human Resource and Safety Department, there is a very large component of that function that is clerical, a smaller percentage that requires mid-level expertise and a very small component that requires high end knowledge. As companies grow, these basic requirements also can change.

Whether you are a small, medium or large company, the benefits of outsourcing your HR and Safety needs is invaluable and can directly impact your bottom line. BMA has both the knowledge and experience to effectively manage all levels of HR or Safety compliance and efficiency.