Does your organization have a plan for when key positions are vacated by existing employees? Whether your organization has never created a succession plan or needs to update a past plan, Purple Ink can help evaluate critical success factors for key roles, assess and determine current talent pipelines, and implement a plan of action. Doing so will ensure the sustainability of your organization against any future losses of employees.
Employee Engagement Programs
Are your team members JoyPowered? Are they working within their strengths? Studies have shown that engaged employees perform better, which impacts your organization’s success and profitability. Engaged employees have a positive effect on their co-workers as well as customers. Purple Ink will work with you to create and match your organization with the right employee engagement program to improve working relationships and increase productivity.
We know that there is no “one size fits all” when implementing a wellness program in the workplace. Variation in educational and interactive activities is what makes wellness initiatives in the workplace successful. Let us get to know your culture and create a plan that will empower employees to lead healthier lives, which in turn can lead to improved performance in the workplace.
Are your employees categorized correctly between those who are eligible for overtime pay and those who aren’t? The Department of Labor has certain requirements that have to be met by a position in order to be exempt or non-exempt from overtime pay. Purple Ink can help audit positions in your organization to determine the appropriate Fair Labor Standards Act classifications and ensure your company is complying with this important requirement.
Position competencies are the measurable or observable knowledge, skills, abilities, and behaviors critical to successful job performance. Competencies of your team are related to their individual strengths. Purple Ink can work with you to help identify these critical elements for your specific company and each individual role. Defining competencies will help you determine the right fit for employees and help them see a clear path for growth with your company.
HRIS Selection and Implementation
The task to purchase or change a Human Resources Information System is daunting. We can assess your organizational needs and wants, determine your budget, figure out your technological and time constraints, and then identify 3 to 7 HRIS programs that best fit those parameters. Next we will spearhead an internal, cross-functional project team to help think outside the HR box, demo the selection and select the best available product for you.