A. Identifying the Causes
ERS utilizes several behavioral measuring systems that when given to staff can specifically identify the natural behavior patterns for those persons. Combining that information with interviews of the staff helps to formulate a clear picture of what is wrong, and in some cases, why it is happening. It is essential that the client's management commit to this action for it is they who will have to assemble the statistics related to the problem, and to identify what they consider to be a normal situation.
The client must also take responsibility for defining the financial scope of the problem(s). The viability of corrective actions only has meaning in relationship to deviations from that norm.
B. Corrective Actions
ERS has assembled
a broad range of paid and contributing staff that has specific areas of expertise
that cross many disciplines. From a P.h.D. level behaviorist down through
experts in human resource management, ergonomics, safety and safety training,
drug abuse, compensation and benefits, and finally in the direct insurance
of risks and the finding of insurance markets all can be called in to help
define the most cost effective solutions to a client's risk management problems.
C. Why Has
ERS Become Involved?
In years past risk insurers would provide expertise to their clients that
would help them to identify and correct their problems. Now these services
are reserved only for the insurer's largest clients. What then can a small
to medium sized company do? Where can they turn to seek corrective actions
to help keep in line their insured costs? ERS is that professional!
THE HIRING PROCESS
In the past Many companies have handled the hiring process as a series of isolated actions that produces a desired result. In many cases, however, the process is confounded by conflicting priorities and actions.The application form at times does not relate to the information necessary to do the background verifications. The job interviewer has not been made aware of the results of behavioral tests that indicate deviations that need to be explored and confirmed within the interview. No one pays attention to the loss of personnel that might be attributable to a single correctable problem within the company that has not been identified by the company's own personnel.
It is important for an employer to be able to turn to a hiring expert to help them look at their entire hiring process or individual components thereof. Even more important is the ability to turn to a professional that has extensive experience and the tools necessary readily available to define and correct the common problems. Employment Research Services LLC is one of the very few companies in the employment industry that can and will step in to work with a client on either a short term or long term need basis.
In the next few sections we will explore the types of services that ERS can make available to you. ERS has taken the "systems approach" in assisting clients to put together a comprehensive, interrelated hiring system that they have brought together under their brand name; Shurhire™. The client can elect to use any part or all of the systems offered to accomplish their desired goal. ERS can in many cases either provide the service for the client to use, or they can perform the service for the client. The entire process will be tied together by a new piece of computer software currently being developed by ERS under the brand name of the Shurhire Applicant Tracking & Processing System™. This software, which should be available well before Summer 2001, will be resident on the Internet and will be available under license to the client. Read carefully the section that discusses this new system as it becomes available. It will be revolutionary in concept and design.
ERS has taken the "systems approach" in assisting clients to put together a comprehensive, interrelated hiring system that they have brought together under their brand name; Shurhire™. The client can elect to use any part or all of the systems offered to accomplish their desired goal.
ERS can in many cases either provide the service for the client to use, or they can perform the service for the client.
SOME OF ERS's OTHER CONSULTING AREAS INCLUDE:
- DOT Drug & Alcohol and testing programs (49 CFR 382)
- Drug Policy and Employee awareness (right to know) training
- Drug Free Workplace programs for non-regulated groups
- OSHA consulting on workplace safety 5. Ergonomics Assessments & Services (very important w/new law that is now pending)
- Hazardous Materials Programs
- Defensive Driving Programs
- Driver Assessments
- BIT & DOT Compliance requirements
- Industrial Lift Truck Driving & Certifications
- Accident and post incident consulting
- Management coaching and the establishment of criteria to more successfully manage your labor force. Taught either on a one-on-one basis or in a class environment.
- Team building with dysfunctional groups of employees
- The Selkirk Diagnosis System® for the behavioral analysis of non-responsive staff to define inherent problems.
- Available at three levels
- Analysis of systemic abnormalities of an individual
- Analysis of systemic abnormalities of a group
- Analysis of endemic abnormalities of a group
- The PDP® Management System for Staffing Improvement
- The use of the Shurhire Behavioral Panels as tools to diagnose problems within your existing employee group.
- Leaning how to develop and use an interviewing system that can work throughout your management group.
- Industrial hygiene and safety management.
- Environmental Health and Safety training.
- Environmental compliance.
- Ergonomics.
ERS will provide the talents of our contracted, credentialed staff with over 50 years of experience and recognized professional resources to offer their unique breadth and depth of expertise to resolve the clients' needs in an array of other areas not listed above. Need one that is not listed please outline your needs and you will be immediately contacted. Click here
Support Materials: many of the above programs have recorded or printed teaching aids that can be purchased by the client either to supplement the consultative staff, or to perform the training themselves. Want more detail on aids available and their prices? Please specify your area of interest.
COG NIZE (def.) to know, perceive, or recognize. Cognizant testing, therefore, is a program that is designed to enhance the ability of the employer to scientifically evaluate either an applicant or an employee. A cognizant testing program addresses an employee's ability to understand and to function within the specific knowledge and/or skill definitions of a job. The assessment generally is done at one of two levels;
LEVEL 1: General Knowledge - testing a person's ability to mentally function at a level designed for a specific job. Testing is often done within a time limit to try to replicate the conditions of a job situation. Many tests of this type provide to the employer a predefined scoring level associated with levels of known success that are associated with SIC codes that define that specific job.
LEVEL 2: Skill Specific - testing a person's ability to perform a skill level associated with a specific job. This could be in areas of physical or mental skill sets. Typical tests in this area include typing tests, knowledge and use of either a specific computer operating system or a program set such as MS Office®, Word Perfect®, etc.
Employment Research Services has the ability to provide tests of various types to employers to test either skill or knowledge. For information and/or pricing on tests of this type please supply information on the information requested, including approximate volume levels needed, by [click here].
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