Traditional HR Services

For over 25 years, Flath & Associates specializes in helping clients with their human resource department programs. We consult on management strategies related to human resource challenges, organizational change, and performance management. Our extensive professional expertise allows us to specifically tailor these programs to your organization.

 

Compensation Planning and Implementation

All organizations need a pay program that ensures that the money allocated for employees’ salaries is spent effectively and without bias.

Basic elements of a base pay program:

  • Job Analysis is defined as the collection and organization of information about job responsibilities, duties, and accountabilities.
  • Job Descriptions describe the expected functions of the position and not what the current job holder necessarily does. Job descriptions should be edited every three years.
  • Job Evaluation involves determining the relative value of jobs (not people) within an organization. Job evaluation establishes the internal equity of positions within an organization.
  • External Data Collection is used for job pricing and involves testing the job description and job evaluation process against the external marketplace. Salary surveys for a particular industry and labor market help determine the competitiveness of an organization’s pay levels.
  • Salary Structure is a series of salary grades used to establish a formal hierarchy of base pay opportunities for different levels of responsibility, skill, and accountability within an organization. Developing a salary structure also entails setting salary ranges with minimums, midpoints, and maximums.
  • Salary Planning and Budgeting is a systematic process used to achieve competitive pay as well as to reward employees for performance. Many methods exist for awarding increases – including COLA’s, longevity-based increases, skill-based pay, and merit raises.
  • Incentive pay ties compensation directly to organizational priorities. Because variable pay plans link rewards to the achievements of specific goals and measures, they provide the flexibility to vary total pay from year to year based on business strategy and organizational results.

Executive Pay

To attract and retain key personnel, a well-designed executive compensation program should consider:

  • Pay policies within a particular industry or geographic area
  • How to reward superior results, both short-term and long-term
  • How to ensure that recruitment, selection, and retention efforts are timely
  • How to motivate executives to effectively implement the organization’s business plan as well as its mission and values
  • Tax and estate planning issues

Benefits Planning and Implementation

Flath & Associates has an alliance with USI Consulting Group to review an organization’s lifetime benefit programs. Our team also has an alliance with the employee benefits division of USI Insurance Services. As one of the largest insurance and brokering organizations in the U.S., we can offer state of the art programs for all your health and welfare needs.

For your organization, Flath & Associates can:

  • Provide state-of-the-art employee health benefit plans
  • Suggest ancillary group benefits that fit your culture
  • Evaluate current funding vehicles, administration and compliance programs
  • Develop communications programs for your employees
  • Make investment recommendations for your 401k/403b plans through our network of investment companies.

Performance Management Programs

The goals of an effective performance management system are to:

  • Focus employee’s attention on performance standards. A performance management system defines “excellence” from the organization’s perspective. It also clarifies what is expected from employees.
  • Solve motivational and performance problems as they occur. Performance management is more than a once-a-year event. Coaching and counseling can take place any time a performance-related problem arises.
  • Recognize and reward positive achievements. A pay increase is one possible reward, but a host of others exists, many of which have little to do with money. A simple “Thank you” goes a long way toward recognizing the achievement.
  • Attract and retain outstanding workers. When high achievers are recognized and rewarded, they are more likely to stay with the organization and be positive role models.