1. Gainsharing plans – Gainsharing is a proven means of creating an engaged and productive workforce. In this competitive environment, economic times and business conditions, every business is striving to optimize its spend and resources. Working off the premise that those doing the job know best how to improve it has proven that Gainsharing enhances performance. Gainsharing programs are self-funding and are the most efficient and effective resistance proof employee relations way of introducing operating changes towards improvements. This bottom-up approach is employee owned and driven. Using our method you can achieve organizational, process and behavioral change(s) that otherwise would not be possible without residual negative employee resistance. Gainsharing brings together a company, improves its performance and profitability.
   
   
2. Engagement assessments – Gallup survey suggests over 50% of employees are not engaged. We work with Spring International to deliver engagement assessments using a unique and different approach. We can turn situations to more “pro-active employee relations, turning vulnerability into strength and success.” We have expertise in helping businesses choose the most positive course of action for employee relations. Starting with valid and reliable data and measurement segmentation technique, we accurately determine where vulnerabilities exist in the organization. We then identify and prioritize the operational, communications and employee relations efforts required to deal with the issues. In most cases we are able to correlate these efforts to the bottom line and demonstrate the financial impact resulting from positive employee relations.
   
   
3. Compliance audits and training – The changing employment environment, pending legislation, Presidential Orders, NLRB decisions, and the like, make staying compliance current and responsive a daunting task. We have a proven checklist and audit process to assist clients to be current and proactive and bring them into compliance.
   
   
4. Third-party investigations and expert witnesses – As the employer, you are interested in the best and most accurate assessment of a case heading to litigation. Our investigator will provide you with an independent and impartial confidential report (work product) and witness assessment. The Investigator can be retained as an expert on the quality of workplace investigations and the efficacy of employer’s responses to employee complaints. Using a third party is an affirmative initiative and creates a positive inference.
   
   
5. Merger/Acquisition/Restructuring – When all the finance engineering is done, the hard part starts. Employee relations, policy conflicts, culture clashes and turf are the genesis of many acquisition failures. We can help on the front end to determine the pinch-points and solutions or intervene to facilitate culture and teamwork through custom programs.

CONTACT US:
Telephone – 615-948-7019
Fax – 615- 269-3840
Email – info@hr-adrservices.com

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1. Joint Labor Management Committee process – This is a proven process for dealing with a wide variety of issues from conflict to operating efficiency items. Properly conceived, established and managed, this can be a valuable process in the pursuit of the parties’ goals and objectives.
   
   
2. Supervisor role and responsibilities – Supervisors are the front line for management and first line response for employees. Arm them with skills and knowledge to be able to improve productivity of the organization. We have programs to benefit supervisors and middle managers who would like to improve their influence and persuasion skills including labor management, compliance and dealing with conflict.
   
   
3. Alternative Dispute Resolution Processes - Of all the ADR processes Peer Review is perceived by all employees as the one that is most fair and impartial, confidential and effective in resolving workplace disputes.  Inherent in the process is the requirement for greater consistency and more diligent administration of policies, procedures and practices. Other ADR processes include Ombudsperson, Mediation and Arbitration.
   
   
4. Policy analyses – Changing legislation, regulations and directives along with meeting employee needs require a “check” from time to time or in a specific situation. We can analyze your policies for a variety of issues and provide you with a vulnerability report and action plan.
   
   
5. Roundtables – Roundtables provide your employees “voice” through a formal non-threatening process. They are an invaluable means of allowing employees not only a voice but a reference point to learn what is going on “real time” on a scheduled basis.
   
   
6. Focus Groups – Focus groups bypass the survey and get to the heart of the matter in a personal way. A Focus Group facilitated by a third party is the best way to understand your employees' feelings, concerns and issues. Employees are asked specific questions and about certain issues in an interactive group setting where participants are free to talk with anonymity, confidentially and without fear of recrimination.
   

CONTACT US:
Telephone – 615-948-7019
Fax – 615- 269-3840
Email – info@hr-adrservices.com

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1. Executive and management conflict coaching – Conflict is an inevitable aspect of our personal and organizational life. Clearly, resolving conflict is an important element of corporate culture and success. Learning conflict management techniques and decision making skills through understanding what constructive and destructive behaviors are like and how to react and manage them are critical. We teach executives, managers and employees how to deal and leverage conflict by understanding and improving their behavior and skills. The goal is to resolve issues and improve relationships
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2. “Manager as a Mediator” training and coaching – This workshop teaches managers mediator facilitative techniques, decision making style and tactics. The program brings elements of negotiations, conflict theory and analyses, stages of mediation and processes to employ in diffusing and settling disputes. Dealing with the issues requires searching for their sources but also understanding the process of conflict resolution or the strategies adopted to handle it. Understanding and managing conflict is a life skill and a career development/performance competency in the workplace. There is a correlation between ability to deal with conflict and career success.
   
   
3. Manager and employee Conflict Workshops – We have workshops and instruments we employ in a variety of settings subject to the culture of the organization served. We teach conflict management skills, team building and identify and support appropriate corporate culture behaviors.
   
   
4. Mediation – The Mediation process combines the practical features of problem resolution and elements of negotiations focused on the parties’ future relationships, personal concerns and mutual agreement. It is a voluntary non-adversarial process requiring the consent of the parties. Mediation is a cost-efficient and effective process that provides an outlet and facilitates the resolution of disputes quickly to avoid escalation and litigation. Litigation is very expensive, time-consuming and leaves the parties and relationships damaged. Mediation has the highest rate of success compared with other forms of ADR – 85%.
   
   
5. Arbitration – Arbitration is the process by which the parties to a dispute agree to submit their issues to a third party and confer upon the Arbitrator the authority to review the evidence and render a binding decision. These include business/commercial disputes arising out of contracts, employment matters and disputes coming out of the interpretation or application of terms of a collective bargaining agreement. The Arbitration process reserves in the parties certain mutual rights and controls that are not prevalent in a court litigation proceeding. The process is inclusive, quick, cost-effective and binding. We are panel members of the American Arbitration Association commercial and labor panels.
   
   

CONTACT US:
Telephone – 615-948-7019
Fax – 615- 269-3840
Email – info@hr-adrservices.com

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HR & ADR Services LLC and its Strategic Partners stand by to help you.