High performing organizations do exist, but they don't just happen by accident or without senior leaders who realize that it takes work to create a culture where employees understand and embrace the organization’s vision and values. Smart leaders know that it’s the people who make the difference. When organizations take the time to invest in and grow themselves and their people suddenly you see these organizations taking off and soaring to new heights! Revenues increase, profits increase and other business indicators improve. That doesn’t just happen by accident either. You need a well thought out plan.

Contact Us today to find out how we can help you with your HR processes and strategies!

The Plan:

1. Laying the foundation

As modern day businesses evolve, developing internship programs become useful for organizations seeking to:

  • a. Compliance - With the many regulations regarding the handling of employees, an employer can hardly afford to be unaware of its responsibilities or negligent in complying with government regulations. Employee lawsuits and government fines can be very costly.
  • b. Setting Boundaries - Employees need to know what is expected of them. When things are clearly defined, you can hold your employees accountable. When supervisors know the proper way to interact with employees from discipline and termination to effectively handling performance reviews and coaching employees through difficult times, the organization runs more efficiently. All people need structure. They need to know the rules and understand what is expected of them. Employees also need to know that they and everyone else in the organization are being held to the same high standards. People want to believe that they are being treated fairly and aren't being singled out for mistakes while the actions of others are being ignored.


  • Job Descriptions
  • Employee Handbooks
  • Supervisor’s Processes and Procedures training
  • Performance Management Systems
  • Basic Compensation programs – Market driven salary ranges
  • HR On-call Advisor Services
2. Creating Engaged Employees

increases revenues, increases profits, fuels growth and opportunity. Engaged employees are different that those employees who merely show up, put in their 8 hours and collect a pay check. Engaged employees go that extra mile. They make better products and they treat your customers better than average employees do. Loyal and engaged employees create loyal and engaged customers. Engagement is defined by how employees feel and what they do. If employees have an overall satisfaction and pride for the organization, they are loyal to the company, recommend others to become either employees or customers and give their organizations discretionary effort. Many studies support this. We can show you how to make your employees feel valued in a cost effective way. A happy, loyal employee is more productive and will add to your bottom line. Sometimes the simplest things will make employees want to work for you and will cement lasting, loyal and productive relationships.


  • Employee Engagement Surveys and Intervention Strategies
  • Defining and Communicating Shared Vision and Values
  • Employee Recognition Programs
  • Communication and Emotional Intelligence Training for all Employees
  • Intermediate Compensation Programs – Pay for Performance, Management and Employee Bonus and Sales Incentive Plans linked to Business Performance
  • Leadership Skills Development
3. Strategic HR Initiatives

Being strategic in HR means impacting one or more corporate goals and objectives. HR must have an external focus and measure its success by its impact on business results that ultimately gives companies a competitive advantage. Nearly every business function uses the term strategic to describe its plans, programs and initiatives. Strategic initiatives vary dramatically from tactical initiatives. A strategic approach means taking a "longer" term, "big picture" approach to HR. Being strategic means operating HR programs or initiatives with the goal of making a direct contribution toward meeting major corporate long-term objectives. Rather than focusing on internal HR "issues", a strategic focus means addressing and solving "business" problems through the effective use of people management programs. HR works to align Human Capital with the bottom line. Sometimes the people portion of the business is more difficult to quantify in dollars but, it is important to understand the value in productivity, efficiency, and marketing value your employees have on your customers. The primary goal of strategic HR is to increase employee productivity and corporate revenue.


  • Total HR Strategy
  • Total Compensation & Benefits Strategy
  • Facilitation (Team Building/Strategic Planning)
  • Culture Change Planning & Development
  • Executive Coaching
  • Executive Compensation
  • Alternative Rewards Development
  • Staffing/Retention Strategies
  • International-Expat and Local National Compensation
  • Succession Planning/Talent Management


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