Credit Unions in the market for a way to improve or enhance their human resource program have an all-star teammate in HRValue Group!

HRValue Group (HRVG) specializes in helping credit unions establish human resources programs that protect their greatest investment: people. Their approach to human resources management allows an organization to unite individual elements into a vital plan of action that supports a strategic vision and assures workforce stability.

Credit unions in the market for a way to improve or enhance their human resources program turn to HRValue Group. They offer a complete package of products and expert services designed to address shortcomings in human resources programs and fortify what works, including:

• Executive Search - Identifying and recruiting qualified executives is essential to the ongoing success of credit union leadership teams. HRVG conducts customized, efficient executive searches to locate top candidates, narrow the field and help select the best person for the job. HRVG provides targeted proactive recruitment and selection methods designed to identify and attract candidates who might not respond to ads or even be actively exploring a change.
• HR Outsourcing - Outsourcing is a virtual human resource department, with all the advantages of a full service human resource function with excellent cost savings. The organization only pays for what they use rather than paying annual overhead. Clients can determine how few or how many services they would like to outsource. HRValue Group has a high qualified staff ready to serve.
• Salary Compensation System Design & Management - Includes traditional and alternative pay systems that feature incentive plans, broadbanding, variable pay and skill based pay. The system addresses the need for equitable compensation for employees. Wage and salary structures are job-related as well as market driven. A well designed compensation system, therefore, minimizes overpayment of salaries, because the true value of jobs is known. It is a state-of-the-art system using the latest methodologies and systems to define equity and set policy.
• Employee Benefits Analysis - Employee benefits packages are evaluated in comparison to the marketplace. The analysis allows management to assess its total compensation package so that both salary and benefits are competitive with the market. It also provides recommendations for improving benefits policies and procedures so that they can be more efficiently administered and to control potential areas of abuse. The data is presented in a table format for comparison and an executive summary is provided to detail the overall findings.
• Human Resource Policy Manual - Comprehensive, customized and essential resource for managers and supervisors, provides an outline of company policies and procedures. It saves manages time as they will have the required information and support to carry out top management’s objectives. The manual provide a communication tool for managers and employees. It enhances employee relations by providing a rationale for managers’ actions. It is an invaluable resource for newly hired or promoted mangers and supervisors. Additionally, the manual provides direction regarding compliance with federal, state and local laws and regulations. All policies within the manual are designed to offer the highest degree of customization allowing integration of the organization’s philosophy, goals and objectives, and current policies and benefits. The manual offers a variety of policy enhancements, which range from supervisory guidelines to sample forms.
• Employee Handbook - Customized resource for employees with details on policies, employee benefits and expectations; complements HR Policy Manual but can stand-alone. Provides managers and employees with a framework within which decisions on human resource issues can be made in a consistent and fair manner and communicated to employees in a language that is understandable. It can provide written documentation of an organization’s commitment to fair and equal employment practices, which in the event of litigation can prove to be valuable.
• Performance Management Programs - Incorporate performance management cycle of appraisal, reward, coaching and development; includes policy language, review forms, and implementation training for supervisors and managers. It has flexibility in the program design while being tailored to the organization’s culture. The organization’s management team is thoroughly trained to insure the maximum effectiveness of the program. It is versatile and can be custom designed for both management and staff levels. Provides information for decisions on promotion, demotion, retention, salaries, career planning, etc.
• HR Systems Assessment - Existing human resource functions are reviewed and measured against how effective and comprehensive they are. An analysis of all major areas of human resources is conducted to include the following: posting requirements, recruitment and selection, policy and procedure administration, performance management, career development, counseling and discipline, termination, compensation, benefits, human resource planning, training and development, job descriptions, wage and hour requirements, employment process and records access. Recommendations are developed to assist the organization in creating action steps to increase the effectiveness of its human resource function.
• Employee Opinion Surveys - An employee survey is a dynamic two-way internal communication process that generates valuable feedback on an organization’s shared commitment and more. A survey tests employees’ grasp of company objectives and measures their attributes about matters that affect productivity and loyalty. Survey results identify areas that shine and those that need improvement. The information is also valuable in strategic planning, as it pinpoints how to manage employee impact on company performance.
• Management Training Program - This dynamic leadership development series is an effective way to promote and keep confident, committed managers. They learn or update valuable skills in leadership, performance management, recruitment and hiring, and communication. The consultants work with the credit union to incorporate their policies and practices into each workshop. This ensures the content is relevant to participants and consistent with the direction of the credit union.
• Employee Background Checks - HRValue Group, LLC has partnered with Verifications, Inc. to provide the highest quality employee background check service and the most accurate information to our clients using state of the art technology.
• CUcareerbuilder - An online recruiting portal for credit unions, CUSOs, and Leagues to post jobs and/or search the largest resume database in the industry.

For more information, contact Rick Govek at 800-356-9655, ext. 4189 or call CUNA Member Service at 800-356-8010, press 3, 8:00 a.m. – 4:30 p.m. Central.

OTHER RESOURCES

• Click here to learn more about HRValue Group.
• Click here to view the CUNA Strategic Services/HRValue Group press release announcement.
• Click here to for other Human Resource products and services available through CUNA.