MorganHR is an HR thought-leader with specific focus in Compensation, Organizational Design, Performance Management, Total Rewards, and Leadership Development. Our unique approach of blending both corporate and consulting experience allows our teams to understand your business challenges, to foresee opportunities, and to build a path to success.
When companies’ strategies change, so too should their structure. Too often companies shoehorn new jobs into an existing structure. To complicate things further, titles have been turned into currency. Instead of defining accountability and authority, they have become a bargaining chip. Without a good structure and clarity of accountability and authority, employees find confusion among functions and their roles, decision-making bottlenecks form, and execution slows down. MorganHR uses a keen eye to ensure the structure and title strategy are aligned more towards effectiveness than efficiency. We facilitate the entire process beginning with a sound business orientation. We carry out the requisite job analysis via data collection, questionnaires, and/or interviews. We develop and facilitate the approval of a core title strategy and hierarchical minimum requirements with HR and key stakeholders. We continue with the third phase of documenting all job content with the new core and/or business-facing titles (as appropriate) on the approved job description template. We facilitate the final phase of manager review and approval of the job description and ultimate electronic storage for ease of future reference.
Duration: 6 – 8 Weeks
Together, we will determine the best timing and identify the appropriate and right-sized internal and external resources necessary to conduct the audit.
Salary compression can be a serious problem that eventually causes an organization to lose some of its most talented employees. When salary compression and the policies that enable it are sustained over several years, it can be demoralizing and lead to widespread dissatisfaction. In situations where salary compression causes salary inversion—where newer staff makes more than experienced staff—it could create a pay equity problem if the experienced staff are a protected class.
MorganHR works with companies to analyze the current pay practices and policies, identify the issue areas, and implement the actions necessary to fix the issues now and to keep it from recurring. Implementing and maintaining a structure that is transparent, aligned, and market-based is a great first start!
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Companies need talented and skilled individuals to build a successful business. If the salary structure gets out of sync with the overall labor market, a company may find itself paying employees too much and needlessly increasing operating costs, or paying employees too little and having difficulty attracting and retaining talent. A salary structure provides a framework for fair and consistent pay policies; it helps monitor and control the implemented pay practices and demonstrate possible pay opportunities to the employees. Implementing good salary structures is critical for any company. MorganHR sets up pay levels to be competitive to foster employee engagement. We help our clients set up minimum and maximum levels within those pay ranges to account for variations in experience and skill levels. We work to determine where clients align within their industry as well as competing industries that may also offer job opportunities for their employees. We help our global clients set up these structures in any geographical area.
Successful business leaders anticipate their company’s vulnerabilities and align behaviors and actions to fix them in advance of any regulatory or private employee challenge. Preventive pay audits help ensure fairness in pay rates among similarly situated employees, which serves to maintain good workplace morale potentially avoiding employee lawsuits. Such audits enable an organization to assess its susceptibility to a claim of systemic, pattern, or practice discrimination, which may be brought by the EEOC, OFCCP, or private litigant(s) in either an individual or class action context. MorganHR reviews relevant employee demographic and market data to determine risk areas. We identify the competitiveness of jobs and what the external market is demanding. We work with clients to confirm if a job is a growing or dying profession. We review client talent acquisition, job design, and progression-related decisions to ensure that they are not creating issues. At the same time, we pay attention to market changes to help clients with optimizing employee engagement.
Almost all companies, regardless of size, use as much market data as possible to inform all areas of operations. They do not depend upon hearsay, Internet postings, or anecdotal information to manage their businesses. Analyzing compensation survey results allows business leaders to determine how much to pay compared to the market. If a company pays too low, they run the risk of losing their top talent. If they pay too high they may be hindering the competitiveness of their company and reducing its sustainability. MorganHR brings to the assignment the breadth and depth of survey-related experience acquired from participating in numerous surveys for an array of industries for our broad group of clients. Therefore, our consultants can quickly respond to the client’s survey submission needs.
The survey submissions typically start in Winter/Spring and can have specific, aggressive deadlines to meet. If managing the submissions for your compensation surveys is becoming a resource drain, we can help you.
Duration: 2 – 3 Weeks
The board of directors’ key role is to create incentives that make it in the CEO’s best interest to do what’s in the shareholders’ best interests. With compensation issues and scenarios being dissected under the public microscope, board members, executives, and advisors are being scrutinized like never before. This increasingly complex environment heightens the need for credible, strategic-thinking, governance-minded compensation experts and, equally critical, the need for a solid process for selecting those experts. MorganHR either directly provides these evaluations for your Compensation Committee, or we can assist management with this information in review and formulation of compensation proposals for recommendation to the Committee.
Advisor independence rules and requirements are satisfied with MorganHR, Inc.’s help to gather, evaluate, and report on our market-based findings for the CEO and other key executive pay levels.
Duration: 2 – 4 Weeks
*Disclosure obligations under Item 407(e)(3)(iii) of Regulation S-K supplied, as necessary
Companies today face a dizzying array of compensation challenges. Rebuilding a workforce. Positioning for growth. Dealing with regulations on incentive pay and executive compensation. Paying for performance. And more. A comprehensive compensation strategy can be the foundation for creating an environment that recognizes and rewards employee performance and helps to establish a strong culture of employee engagement. Compensation priorities need to be set in light of executive governance and managerial influence, organizational culture, company KPI’s, functional KPI’s, fiscal forecasts, and current budgets. Your written and/or inherent philosophy is important to employee engagement. Do you want to pay at the top of your market or somewhere in the middle? Are you okay being considered one of the lowest-paying organizations? MorganHR helps organizations take a practical yet comprehensive review of their compensation program to establish short, mid, and long-term goals.
HR leaders realize that conducting an HR audit helps to ensure the company is in compliance and conformance with the law. It will help HR professionals standardize processes, identify risk areas, and tie HR goals to strategic business goals. MorganHR takes a diligent and deliberate approach to conducting the audit. At the conclusion of the audit, we provide our clients with a full report, including recommendations for improving their HR initiatives within the organization. This audit provides the information needed to create their HR strategic plan. The creation or facilitation of the HR plan by us can be included if requested in the original scope of work.
Business owners can have a particular difficulty keeping up with labor law regulations related to benefits and overtime pay. The continuous legislation updates and state-by-state differences create confusion and risk for non-compliance. For instance, some challenges include states with higher minimum wage than federal law and municipalities with a “living wage” even higher than the federal and state minimum wage. While the Fair Labor Standards Act (FLSA) requires employers to pay non-exempt employees overtime if they work over 40 hours in a workweek, some states require daily overtime. Even with the government-provided tests, there is a fine line in the determination of which employees are exempt from minimum wage and overtime laws. MorganHR conducts a wage and hour audit to identify issues and help clients correct any violations to ensure they do not occur in the future.
Many managers assume the most important motivator at work is pay. Yet, studies point to a different factor as the major influence over worker motivation—job design. How a job is designed has a major impact on employee motivation, job satisfaction, commitment to an organization, absenteeism, and turnover. Periodic job audits are recommended for clients experiencing rapid growth and expansion. MorganHR (re)assesses job duties, identifies the jobs’ simplest components to set minimum qualifications and training needs. We may identify needs that require further evaluation of compensation levels. Our assessment helps to ensure that our clients’ employees are suitably matched to jobs that best utilize their capabilities, strengths, and interests. The result of our job audit also ensures compliance with federal and state laws pertaining to employee and job classifications.
Performance Management Services provide guidance for performance reviews, employee and company goal alignment, and pay-for-performance policies to reduce turnover and increase employee engagement.
MorganHR specializes in aligning employee behavior with results, offering tailored training solutions to meet your needs. We help you identify training priorities and learner activities, partnering with leading development agencies to create comprehensive programs that attract and retain top talent. Choose from a variety of customizable Supervisor and Employee training programs available on-site or via virtual facilitation.
Companies want to ensure employee and company performance metrics are aligned to the root causes of financial performance, tie to customer satisfaction, and are easy to monitor and control. MorganHR’s process helps leaders develop performance scorecards and dashboards tied to their strategic plans. We are dedicated to helping organizations integrate best-practice performance management processes that fit their culture and workforce.
Business leaders want to simply get their work done. This process will develop a common understanding of the project to date: its purpose, objectives, goals, interdependencies, and history (decisions already made, work completed to date).
Its purpose is to create a framework for effective project management. In partnership with your team, MorganHR works to attract capture your needs, document activities to support the effort, and deliver a summary to put ideas into play.
Duration: 1/2 day up to 1 full day
Our deliverables include:
Many companies rely on their hiring managers to devise their own interviews and simple tests for evaluating the job candidates to fill open positions. As a Quality Manager understands that you cannot guarantee quality without a standard procedure in place to ensure consistency of the process. Inconsistent processes lead to inconsistent results. A standardized hiring process has an added benefit of being legal defensible. An inconsistent process of applying criteria can be a breeding ground for discriminatory hiring practices and can create the perception of favoritism or disparate treatment. MorganHR helps clients define the goals or standards of our their hiring process, establishes effective decision making criteria, ensures that recruiters and hiring managers use the same reference points when making decisions, and sets a course for continuous improvement.
Great organizations need great people to reach their strategic goals. When employees continue to report being short-handed and mention that certain tasks are not being done, it can point to the need for new positions. A little workforce planning can go a long way towards keeping one’s sanity. MorganHR helps clients put the right number of people and the right kind of people at the right place, at the right time, and doing the right things for which they are suited for the achievement of the organization’s goals.
Duration: 4 – 6 Weeks
To speak with MorganHR now, call 847-719-9060
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