Hourly rate based on services provided. 
Customized pricing packages available upon request.

Please click here to set up a free initial consultation.

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At Fluent Consulting, we can help you deal with today's challenges and

get you ahead of the curve for tomorrow's opportunities. We will put your company in the strategic position necessary to manage talent acquisition, leadership development, workforce planning, HR compliance, and re-engage your employees.

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As your trusted HR partner, Fluent Consulting will assist you in achieving HR compliance with confidence in the following areas:
 

Employee Relations: 
The term Employee Relations refers to a company's efforts to manage relationships between employers and staff. A corporation with an Employee Relations Program provides honest and consistent treatment to all staff in order that they be committed to their jobs and maintain a high level of morale.

• Enhancing Clear and consistent Communication

• Conflict Resolution Strategies

• Employee Recognition Programs

• Disciplinary/Performance Review Compliance
   

HR Policy/Procedure Review:

HR policies and procedures serve many purposes: they support clear communication between the organization and their staff relating to their condition of employment and they create a basis for treating all staff fairly and equally.

• Review and suggestions

• Implementation and Communication

• Legal Compliance

 

Employment Investigations:

An investigation is the systematic and thorough examination and inquiry into something or someone, and the recording of this examination or inquiry in a report. Because of the ability to prove or disprove something, a properly employed workplace investigation can provide a balanced outcome for both the employer and employee.

• Discipline and discharge

• Discrimination (race, religion, disability, gender, etc.)

• Drug/alcohol use in the workplace

• Employee/supervisor misconduct

• Other inappropriate conduct

• Workplace harassment

• Sexual harassment

• Theft of property

• Threatening or violent behavior

•  Workplace safety

 

Employee Handbook/Policies: 

Employee engagement is the degree to which staff feel excited regarding their positions, are dedicated to the organization, and place discretionary effort into their work. Employee engagement doesn't equal staff satisfaction.

• Examining and Summarizing Results

• Recognizing Areas of Concern

• Providing Recommendations 

Records Retention Programs:

A retention period is an aspect of records and information management and the records life cycle that identifies the duration of time for which the information should be maintained or retained, irrespective of format (paper, electronic, or other).

• Establishing a Program

• Maintenance Procedures

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Employee Recruitment, Orientation, On-Boarding and Retention:

Recruitment (hiring) refers to the overall process of attracting, shortlisting, selecting and hiring suitable candidates for jobs within an organization. Employee Orientation are to gain employee’s commitment, help them understand an organization's expectations, and convey what they expect from the job and the organization. On-Boarding is the action or process of integrating a new employee into an organization. A Recruitment Strategy is a physical document that outlines your recruitment needs and goals, and how you will achieve them. Retention strategies are policies and plans that organizations follow to reduce employee turnover and attrition and ensure employees are engaged and productive long-term.

• Design, Development and Implementation

• Employee Recruiting Strategies

• Employee Relation Strategies

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Job Analysis/Job Descriptions:

It includes thorough study, observation, and reporting of what the job involves, qualifications of the job holder, working conditions, abilities, skills, competencies, duties, responsibilities.

• Conducting Job Analysis

• Identifying Essential Functions

• Job Requirements

• Performance Expectations

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Employee Engagement/Surveys:

Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work. Employee engagement is not the same as employee satisfaction.

• Analyzing and Summarizing Results

• Identifying Areas of Concern

• Providing Recommendations

 

Team Development:

Team Development is the enhancement of the effectiveness of work groups, by improving goal- and role-clarification and interpersonal processes.

• Meet with each staff member and management and discuss areas of concern regarding the team.

• Create a report based on the culmination of staff feedback and produce themes to address areas of concern (i.e. poor communication, low morale, lack of respect for other team members, lack of accountability, etc.)

• Meet with team to create action steps based on themes identified and work to improve team cohesiveness and overall engagement.
   

Employee Training/Development:

Employee training and development is a comprehensive term covering many types of employee learning. Training is a program that supports employees in learning specific knowledge or skills to improve performance in their present roles.

• Attitudes and Behaviors

• Organizational Development

• Management Assessments

• Skills and Abilities

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Talent Management:

Talent management describes an organization's commitment to hire, manage, develop, and retain talented employees.  Talent management is a business strategy that organizations hope will enable them to retain their top most talented and skilled employees.

• Helping organizations make a commitment to recruit, hire, and train the most talented employees available in the job market

• Helping organizations to make a commitment to manage and retain talented employees 

• Helping organizations through talent acquisition and retention, learning and motivating, career development, and succession planning

 

HR Compliance:

Human Resources Compliance is a necessity for any business in today's legal environment. Between the Fair Labor Standards Act (FLSA), OSHA, sexual harassment, and anti-discrimination laws that companies must regularly review.

• HR Audits/HR Compliance Assessment

• Summary Analysis

• Prioritized Recommendations
   

Unemployment Benefits:

Not everyone who's out of work is entitled to unemployment benefits. There are varied factors that dictate whether a former employee will receive unemployment benefits: the condition of the employee's departure and whether the employer contests the employee's claim. This means companies have an impact over whether a worker will receive unemployment benefits. If a former employee files a claim, the company will need to decide whether to contest it.

• Claims Management

• Appeal Hearings

• Education

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Diversity in the Workplace: 

Staff from numerous backgrounds imbue organizations with new ideas and views informed by their cultural knowledge.  A diverse workplace can help facilitate organizations to better understand target demographics and what moves them.  Increase client satisfaction by cultivating how staff interact with a diverse clientele and the public.

• Policies and practices

• Zero-Tolerance policy

• Sensitivity Training

• Diversity Laws
   

Coaching for Management & Staff Development:

Coaching is a teaching, exercise or improvement process in which an individual is supported while attaining a specific professional result or goal. Coaching is a learning tool that impacts the bottom line and productivity, as well as, management and staff development. It aids in individual performance, tackles under performance, and aids in the identification of gaining knowledge of professional needs that may need to be addressed for improved performance.

• Manager and Staff Development

• Situational Coaching

• Asking the Hard Questions

• Providing Alternative Actions for More Effective Results
   

Organizational Development:

Organization Development is a planned process of change in an organization's culture through the utilization of behavioral science technologies, research, and theory. 

• Designing Developmental and Training Plans

• Implementing and Managing Organizational Change

• Assist with Process Improvement

 

Strategic Planning:

A systemic process of envisioning a desired future and translating this vision into broadly defined goals or objectives and a sequence of steps to achieve them.

• Defining high but achievable goals

• Narrowing an organization's focus to the few initiatives that are critical to achieving the organization's objectives

• Build consensus for big objectives and promote team-work

• Connect business strategy to daily and weekly action plans bringing big objectives down to a manageable level

• Help to utilize technology to monitor progress and implement counter measures when needed

 

Performance Management:

Performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization.

• Development of Evaluation/Appraisal Program (process & tools)

• Basing systems on Job Descriptions

• Defining Expectations and Ratings

 

​Safety Programs and Consulting:

Safety Program is a health and safety program that contains the health and safety elements of an organization, objectives which make it possible for the company to achieve its goal in the protection of its workers at the workplace.

• Developing Safety Programs

• Quarterly Safety Inspections

• Developing

• Safety Incentives

  

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