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Cynthia Paul
Human Resources Consulting, LLC
Human Resources Consulting, LLC
"We're in an 'At-Will' state. So does that mean I can fire my good-for
nothing employee NOW?
In my 20 years of experience in corporate America, this has to be the
most commonly-asked question I've heard.
First of all, I'd like to think that there's no such thing as a "good for
nothing employee," but on occasion, employees' motivations are not
always in sync with the employer's. Considering the replacement
costs of recruiting, onboarding, training, etc., it usually makes more
sense to coach the employee on what's expected. Still, sometimes
there simply isn't a match, and it's time to sever the employment tie. I
will work with you to make sure that the process is handled
professionally.
It's not my style to try to scare employers, but part of being "a grown up"
in the business world means that one must be aware of employment
laws and regulations. If not, it could simply be a matter of time before
a well-meaning investigator from any number of organizations,
(including the Labor Department, OSHA, the DFEH, the OFCCP, and
the EEOC, to name a few,) does a routine check, or worse, responds
to a complaint filed by a disgruntled employee.
And all of that legal scary stuff aside, being a responsible corporate
citizen, whether you employee only five or 500 people, is the right thing
to do.
nothing employee NOW?
In my 20 years of experience in corporate America, this has to be the
most commonly-asked question I've heard.
First of all, I'd like to think that there's no such thing as a "good for
nothing employee," but on occasion, employees' motivations are not
always in sync with the employer's. Considering the replacement
costs of recruiting, onboarding, training, etc., it usually makes more
sense to coach the employee on what's expected. Still, sometimes
there simply isn't a match, and it's time to sever the employment tie. I
will work with you to make sure that the process is handled
professionally.
It's not my style to try to scare employers, but part of being "a grown up"
in the business world means that one must be aware of employment
laws and regulations. If not, it could simply be a matter of time before
a well-meaning investigator from any number of organizations,
(including the Labor Department, OSHA, the DFEH, the OFCCP, and
the EEOC, to name a few,) does a routine check, or worse, responds
to a complaint filed by a disgruntled employee.
And all of that legal scary stuff aside, being a responsible corporate
citizen, whether you employee only five or 500 people, is the right thing
to do.
"Management would be so easy if it weren't for the employees! They're
driving me crazy! Can you help me get this under control?"
I've heard this statement so many times in my professional life. Usually
it's said as a joke, but those who said it weren't really kidding. The truth is,
what drives most entrepreneurs to start a business is to make money -
NOT because she or he wants to manage people.
After the initial business plan becomes a reality, and the company quickly
grows, it soon becomes necessary to hire employees. The problem is,
the skills needed to start the business in the first place may be different
from the skills needed to hire, train, and motivate employees to be a
successful part of the team.
Additionally, while dealing with the day-to-day complexities involved in
running a business, it can be easy to lose sight of important human
resources issues required to keep the company out of trouble.
driving me crazy! Can you help me get this under control?"
I've heard this statement so many times in my professional life. Usually
it's said as a joke, but those who said it weren't really kidding. The truth is,
what drives most entrepreneurs to start a business is to make money -
NOT because she or he wants to manage people.
After the initial business plan becomes a reality, and the company quickly
grows, it soon becomes necessary to hire employees. The problem is,
the skills needed to start the business in the first place may be different
from the skills needed to hire, train, and motivate employees to be a
successful part of the team.
Additionally, while dealing with the day-to-day complexities involved in
running a business, it can be easy to lose sight of important human
resources issues required to keep the company out of trouble.
"My Company Can't Afford to Hire a Human Resources professional."
That's where I come in. One of the primary responsibilities as a Human Resources Consultant is to help small-to-medium size businesses manage
these issues.
Hiring me as a your company's Human Resources consultant is convenient, and can save you money, since you can tap in to my services only when
you have a need - whether that is during a start-up, assistance with an employee relations question, help with training, some recruiting work, or for an
entire Human Resources audit.
I have my own office, use my own computer equipment, and pay my own taxes. I don't require vacation or holiday pay, medical insurance, or even a
401(k). I bill you for only the time it takes to assist you with your project. And since I don't have a physical storefront, my fees are significantly less than
what you'd pay for a large HR consulting company.
That's where I come in. One of the primary responsibilities as a Human Resources Consultant is to help small-to-medium size businesses manage
these issues.
Hiring me as a your company's Human Resources consultant is convenient, and can save you money, since you can tap in to my services only when
you have a need - whether that is during a start-up, assistance with an employee relations question, help with training, some recruiting work, or for an
entire Human Resources audit.
I have my own office, use my own computer equipment, and pay my own taxes. I don't require vacation or holiday pay, medical insurance, or even a
401(k). I bill you for only the time it takes to assist you with your project. And since I don't have a physical storefront, my fees are significantly less than
what you'd pay for a large HR consulting company.
"I'm not a business owner; I'm just a great employee who is ready for my next career step. I don't think my resume accurately reflects my
accomplishments and what I have to offer. Can you guide me through the process of developing it?"
Many talented job seekers have worked with one employer for so long that it has been years since they have reviewed or even prepared their resume.
Whether you're starting from scratch, or you'd simply like some feedback from this long-time review of resumes, (and I've seen 'em all, believe me!), I'll
be happy to help you get your own personal marketing campaign ready for discriminating recruiters. And if you'd like, I can help you get it posted on the
most commonly-used recruiting websites so that employers will know how to find you in the first place.
"It has been years since I've been on an interview, and I'm nervous. What if I blow my chance at my perfect job?"
Preparing yourself for the journey that lies ahead can be a little intimidating, but with the proper preparation, you will do much better than if you'd simply
gone to the interview without planning. I can't be there to hold your hand in the recruiter's office, but I'm available beforehand to help make sure you can
attend the interview confident, relaxed, and ready to answer "the tough questions." We'll also work together to ensure you have a few of your own ready
to ask. After all, not only is that "perfect" employer interviewing you, you're interviewing them!
accomplishments and what I have to offer. Can you guide me through the process of developing it?"
Many talented job seekers have worked with one employer for so long that it has been years since they have reviewed or even prepared their resume.
Whether you're starting from scratch, or you'd simply like some feedback from this long-time review of resumes, (and I've seen 'em all, believe me!), I'll
be happy to help you get your own personal marketing campaign ready for discriminating recruiters. And if you'd like, I can help you get it posted on the
most commonly-used recruiting websites so that employers will know how to find you in the first place.
"It has been years since I've been on an interview, and I'm nervous. What if I blow my chance at my perfect job?"
Preparing yourself for the journey that lies ahead can be a little intimidating, but with the proper preparation, you will do much better than if you'd simply
gone to the interview without planning. I can't be there to hold your hand in the recruiter's office, but I'm available beforehand to help make sure you can
attend the interview confident, relaxed, and ready to answer "the tough questions." We'll also work together to ensure you have a few of your own ready
to ask. After all, not only is that "perfect" employer interviewing you, you're interviewing them!
Human Resources Consulting, Human Resources Consultant, HR Consulting, HR Consultant, Placer County Human
Resources, Rocklin Human Resources consulting, Roseville Human Resources, Recruiting, HR, HR Audits, Human Resources
Audits, Job Descriptions, Policies and Procedures, Employee Handbook, Employee Handbooks, New Hire Orientation, Sexual
Harassment Training, Resume Preparation, Career Consultation, Resume Review
Resources, Rocklin Human Resources consulting, Roseville Human Resources, Recruiting, HR, HR Audits, Human Resources
Audits, Job Descriptions, Policies and Procedures, Employee Handbook, Employee Handbooks, New Hire Orientation, Sexual
Harassment Training, Resume Preparation, Career Consultation, Resume Review
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