HR Services

Many times, organizations have a variety of HR services needs, or they just need occasional HR support.

Without any annoying subscription service fees or a long-term contract, the AugmentHR HR services packages are perfect for companies that need on-demand HR support.

Our “HR Services Package” is a great service offering for companies that have multiple HR initiatives to tackle.

Our HR Services Package Includes:

• Coaching/Mentoring     
• Employee Relations  
• Employee Conflict   
• Objective Setting  
• Performance Problems
• Performance Appraisals 
• Employment Legislation  
• Terminations  
• Employee Satisfaction
• Quebec HR
• Onboarding
• Employee Handbook Review
• Policies and Procedures Review
• Ad Hoc Job Descriptions
• HR Audit
• Company Benefit Review
• Confidentiality Agreements 
• Recruitment Process Review

We are not a call center; we assign one dedicated HR professional as your consultant. This guarantees that the consultant gets to know your business and can be a valued extension of your team.

To fit every kind of budget, the HR services packages are offered in hourly bundles of 10, 25 or 50. There is no expiry date on the packages. The HR Consulting package remains available to you until all the hours are used.

Once the package is completed, your obligation ends there. You can choose to purchase a new bank, go hourly, or look into HR services project pricing. It’s all up to you how you wish to continue!

Your company’s employee handbook is most often the first exposure a new hire has to his new workplace. It is important that those first impressions are positive! 

The handbook is meant to provide your employees with a clear overall understanding of its values, culture, policies, expectations, and systems. The handbook is also an essential resource for employees to refer to when reviewing rules or seeking guidance on workplace issues.

Whether you are in need of a review and update of your current handbook, or a complete employee handbook is required, we can help. AugmentHR has developed a complete employee handbook, which has been legally reviewed, and can be customized to fit your organization's culture and industry. We can perform an audit of your current policy manual and add or update the content so that they are aligned with current legislation or changes in the business.

Some of our clients opt to use our subscription service to keep their employee handbook current with ever-changing federal, provincial & local requirements.

Employee engagement surveys provide management with the knowledge and tools to build positive employee relations and a positive work environment. Employee attitudes, burnout tendencies, passion factors, loyalty, workplace climate, and competitive intelligence are key indicators for employee retention, satisfaction, and productivity.  

Effective businesses focus on creating and reinforcing employee satisfaction to get the most out of their human capital. Properly constructed employee satisfaction surveys provide the insights that are foundational to creating and reinforcing pleasurable and productive work environments. 

We base the survey questions on research that indicates the top 14 drivers of employee engagement and retention, and include up to 65 questions that touch on the following areas:

• Goals, Objectives, Priorities
• Communication
• Career Advancement
• Decision Making; Recognition
• Work Life Balance
• Compensation
• Challenge
• Sense of Accomplishment
• Management Behavior
• Bureaucracy
• Respect
• Performance Management

An AugmentHR managed EES survey provides communication advice & coordination, a customizable web-based survey, data compilation followed by a survey report analysis with recommendations. 

Employee Engagement Surveys PDF

The "AugmentHR Pulse Survey" is based on the 14 drivers of engagement and retention, as determined by Gallop research. This is a short employee engagement survey that will give you the temperature of each department. It does not take long to complete, and the participation rate is 75-85 percent on average.

Besides managing the survey results, AugmentHR will provide a sample introductory communication to employees and a reminder as the deadline approaches.

The final output will be a complete analysis of the data (by department and overall), and a presentation showing the overall company results, highlighting the top 3 and bottom 3 results with recommendations.

Exit interviews enable organizations to more accurately and confidentially measure why employees that are considered a regrettable loss are leaving. Departing employees tend to be more open with their feedback when speaking with a non-partisan, third-party HR services professional.

AugmentHR Exit Interview Methodology

•  We will work with you to identify the exact methodology for collecting and reporting your Exit Interview data.
• The interviews are performed via telephone or video conference by our seasoned HR Professionals.
• Questions are customized to target specific challenges and/or problem areas your organization may have previously encountered.
• The format of the questions can include a combination of open-ended questions, a ranking/rating system, multiple choice, or any format in accordance with your specifications.
• Interview questions typically focus on the employee and his/her reason for leaving, satisfaction with several aspects of the organization, and any changes he/she would make in the organization.
• Completed Exit Interview Questionnaires will be delivered to the client within 24 – 48 hours of the interview. Aggregated reports and trend analyses can be completed monthly, quarterly, or annually.
• Data reporting is customized to meet your needs, including singular reports, aggregation of data collected, trend analysis, departmental/divisional tracking, etc.
• We will also include our recommendations based on these findings.                           

Exit Interview PDF

Could your organization benefit from HR Outsourcing? This FREE third-party review of your HR practices and setups can provide an objective assessment of the completeness, efficiency, and effectiveness of your human resources function. The results of these intakes can help your organization optimize technologies, improve systems and processes, ensure compliance standards are met, and help you achieve your goals.

These comprehensive reviews identify not only gaps and opportunities for improvement but also areas where your organization is meeting or exceeding best practice standards.

Our AugmentHR team have worked with many companies to help support the implementation of HRIS systems such as BambooHR; HRWize; Workday and more.

Whether you need an extra pair of hands to help with your implementaion or you require a project lead, we have the experience to support you with your HR Services needs.

AugmentHR has extensive experience working with client companies that face the difficult and sensitive issue of a formal harassment complaint. 

Our investigation process is to collect, review, analyze, and assess facts with respect to an allegation. Facts are derived from evidence provided by the complainant, the respondent, and witnesses, from available documentation and/or orally.

Investigations should be done by an independent third party to ensure that the investigation process is fair and unbiased. At AugmentHR, we ensure an investigation into a workplace harassment complaint is conducted confidentially and appropriately for the circumstances.

We also have bilingual consultants to assist our French-speaking clients.

 Our Process:

• Review Summary of the Complaint and Background Information
• Interviews with Complainant(s)
• Interview with Respondent
• Interviews with Additional Identified Witnesses
•  Prepare and Submit the Investigation Report
•  Submit recommendations
•  Presentation of Report and Recommendations
  to Board of Directors (optional)
•  Ensure the complainant and alleged harasser
  are informed of the results of the investigation
  and any corrective action, in writing.

A job description is a vital step every employer should take for all positions. A good job description will allow business owners to create better job postings, improve your employer brand in the marketplace, set employment expectations, and aid in performance management.

Benefits of a Written Job Description:

• Helps you in the hiring process by clearly communicating the goals of the job to prospective employees.
• Allows you to develop compensation plans that ensure jobs are compensated to appropriately reflect their level of responsibility and qualifications in the organization.
• Can be the basis for performance management.
• A clear job description helps employees understand their responsibilities, duties, and core values expected of the organization.
• A list of the tasks that will make up the job.
• A list of working conditions or minimum physical requirements.

AugmentHR has a large database of sample job descriptions that can be customized, or we can work with the client to create a job description.

The job evaluation exercise ensures equity between jobs relative to their worth to the company. The weight given to an employee’s role will then provide the basis for deciding their salary.

AugmentHR will perform an assessment of our client's jobs using the following.

Job Analysis Questionnaire:

• Required Education and Experience
• Technical Skills and/or Specialized Knowledge
• Impact of Decisions
• Problem-solving and accountability 
• Position Ranking (relative worth of the job relative to the rest of the roles in your company) 
• Salary Benchmark
• Define salary range points (Low, Mid, High)

Research shows that lack of integration is the biggest barrier to effective talent management. 

Whether you are a new manager coming in to manage a new team or have a new direct report being onboarded, the “Leadership Expectations Meeting” accelerates the new manager’s effectiveness and acceptance by the team, and ensures immediate productivity.

Our AugmentHR senior consultant will facilitate a two-hour session with the manager and their new team member(s).

The Focus of the Leader Expectations Meeting is to:

• Clarify expectations and provide an opportunity for the new leader and the new team member(s) to get to know each other better.
• Allow the new leader to reaffirm what he/she wants the new direct report(s) to know about him/her and to provide additional important information not yet touched upon.
• Allow the new team member to reaffirm what he/she wants the new manager to know about him/her.
• Identify strengths and potential challenges.
• Identify and minimize potential blind spots.
• Maximize the natural advantages that result from the similarities and differences of team members.
• Develop action plans with specific steps to help improve performance.

 Outcomes:

• Significantly accelerates integration; minimizes the “guessing and testing” period.
• Sets the new team member up for success.
• Increases retention.

Leadership Expectations Meeting PDF

With so much on a new hire's plate when they join your company, an onboarding survey provides a systemized way to check in with people. It also gives you valuable information about the new hire experience that you can use to improve onboarding. With all that on the line, knowing the right questions to ask is important.

The survey links are sent out to each new employee at 6 weeks, 3 months and 6 months from the employee's hire date.Once the survey is completed, it is sent to the hiring manager (and HR if applicable) with results and recommendations.

Each of the survey touch points asks specific questions related to where they are in the onboarding process.

Survey Question Examples:

• 6 weeks - Is the job what you expected? Do you have a copy of your job description?
• 3 months - Have you received the training that you need in your role? Have you received performance feedback?
• 6 months - How would you rate your relationship with your manager? Do you feel recognized for your contributions?

Onboarding Surveys PDF

It’s always better to do a stay interview with a high performer than an exit interview! 

With resignations on the rise, employers are increasingly worried about keeping hold of their top talent... and one method they're using is stay interviews.

Stay interviews are one-on-one touchpoints with employees to obtain real-time feedback on an employee's sentiment toward their job and the company as a whole. 

Although our interview questions are completely customizable to fit your work environment, the topics include specifics on why employees have stayed at the company, what motivates them, and what might cause them to leave.

Step 1: Our AugmentHR senior HR services professionals will conduct engagement interviews with your employees. 

Step 2: The AugmentHR consultant will present the findings of the engagement initiatives along with observations and recommendations.

Step 3: You'll gain information that can be used to establish next steps to improve your organization's performance and employee retention.