But,

How much time and energy do you or your management team devote in demonstrating and selling the Return On Investment (R.O.I.) of your functional group in your Company? Do you frequently find yourself spending as much time selling the need for your programs and services as you do in developing them? If so, you're not particularly unique, but you can be! If you are currently referred to as the "Personnel Department" limited to administrative activities and involvement "after the fact," there is an alternative; the Human Resource Function that is perceived as a credible and effective group of professionals who can always be counted on to provide creative ideas to complex solutions.

Consider the following issues that you as the HR Professional either have, or certainly will face at some point; question is, what role did you play and was it before, after the fact, or not at all?

The CEO or another senior executive needs to handle a performance issue on one of their key direct reports.
You are being pressured to initiate a highly sensitive termination of a protected class employee but you are not comfortable that the appropriate positioning or documentation is in place.
A sexual harassment complaint has been brought to your attention involving a senior manager.
A 2^nd shift supervisor tells you he heard some employees talking about a union and he found some authorization cards in the break room.
It's annual planning time, you have some specific things you want to accomplish but are unsure of how to position it in the budget or how to best sell the need.
There is considerable dysfunctional activity in the senior ranks, and the General Manager you report to is the problem.
You’ve invested considerable time in developing a training curriculum but can’t seem to get any commitment from line managers to schedule their employees for training classes and when they do there are just to many no shows or cancellations.
Turnover is out of control and every manager in the facility wants it "fixed."
The CEO wants a performance appraisal system complete with ranges and grades. He also wants up to date position descriptions and some external wage data for benchmarking.
You are asked to develop a complaint and discipline program for your union free employees.
The OSHA inspector shows up for a surprise audit.
Benefits cost are out-of-control and the CEO wants to know why and what’s going to be done to get things under control.
It’s time to conduct an Employee Opinion Survey but you’ve never done one and don’t have the resources internally.
The senior management team has talked about clearly defined career tracks and succession planning and has tasked you to develop the program and communication strategy to managers and employees.
Your think things are functioning well in one of your remote plants but you want an objective assessment of all HR activities and process to confirm.
You want to document all policies and procedures for an employee handbook but just don’t have the time to do it yourself.
An employee has alleged managerial misconduct and fact-finding is in order but without exposing the company or the manager to adverse publicity or criticism.

If any of these circumstances sound familiar and you either don't have the experience or resources to get it done, W.I.N.G.S. can provide state-of-the-art expertise for you or your staff. All of our consultants are seasoned Senior Human Resource Generalists who have been in the trenches; our experience will solve your immediate issue, work harmoniously with internal functions, and provide programs and systems that add value through prevention as opposed to reaction.

Organizations succeed because they have clear vision, solid leadership, and motivated competent employees. The key to this equation is having state-of-the-art Human Resource programs and process that drive synergy across each of these areas.

W.I.N.G.S. Inc. offers innovative and proven techniques that build leadership and motivate employees in the accomplishment of a planned vision. Our focus is on Human Resources methodology that effectively manages Human Capital, financial measurements of Human Resources initiatives to ensure building of Intellectual Capital, and individual development and communication programs that evolve strong, results oriented cultures.

We offer full service consulting in creation, measurement, and administration of effective people process. We also offer capabilities in Information Technology to provide real time and innovative reporting systems to bring Human accounting into the mainstream of reporting.

Try us; we know you'll like us.

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