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Practical steps you can take to make your company culture (and yourself) even better.
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PARTNERSHIP
ENGAGEMENT: CULTURE OPERATIONS PACKAGE
Dedicated Team Member
Committed Team Member
Quarterly Game Plans
Our Engagement Focus Areas
- A significant portion of the organization’s medical practices, including the Director of Human Resources, transitioned to another group. In preparation for the transition, the organization approached Culture Works for help:
- Evaluating the current state and desired state of the Human Resources/People Function.
- Identifying the bigger issues, in and post-transition.
- Developing a roadmap of priorities.
- Post-transition, Culture Works and organization leadership focused efforts on establishing and operationalizing the Human Resources structure and practices.
IMPACT & RESULTS
CULTURE ACCOUNTABILITY
- Learning & Development: facilitated monthly sessions for managers to enhance their leadership skills and abilities.
- California-required Employee Supervisor Harassment Prevention Training.
CULTURE OPERATIONS
- Talent Acquisition: established talent acquisition and recruiting best practices and tools to align with the organization’s needs and compensation structure.
- Performance Success System: developed a more interactive performance review system for the employees and managers and updated corresponding forms.
- HRIS System Implementation: evaluated available modules to ensure the organization was maximizing the potential of their HRIS system.
- Surveys: Conducted Culture Pulse Survey and a Value Survey to develop a company value statement for talent acquisition needs.
- Job Descriptions: developed new job descriptions highlighting the company’s value statement, employee expectations, and company culture.
- Compensation Analysis: conducted benchmarking for the organization and physician office roles and created resources to communicate the company’s compensation philosophy to the medical practices.
HR OPERATIONS
- Telecommuting Manual and Telecommuting Agreement: developed and implemented to align with COVID-19 requirements.
- Wage Band Development and Implementation: evaluated and established internal pay equity practices.
- Employee Handbook: evaluated current policies and provided recommendations and updates to meet current state and federal requirements.
- Revamped Employee Onboarding: updated and streamlined the onboarding process for an enhanced candidate experience.
- Leave of Absence and Employee Relations: provided support and best practices to assist SmartCare leadership.
- Ongoing HR support to assist in compliance, regulations, and best practices.
- Partnership