Our Consulting Approach The Alice Dendinger Alliance Group provides HR consulting services to help your organization identify, develop and implement sustainable solutions that improve employee satisfaction, productivity and thus the bottom line of the business performance. We give you: A consultant who understands your business and employee-relations issues   An expert who is competent and committed to a successful outcome   A colleague who is creative, flexible and shares a passion for exceeding expectations We ask the pivotal questions that allow you to see things in a way you have not seen them before. This generates new levels of thinking and creates new possibilities for solutions that make sense for your organization. We believe in collaborative and inclusive approaches to solving your organizational issues. Examples of how The Alice Dendinger Alliance Group can assist you: Just starting up an HR Department? We know what you need to be legal, efficient, and accurate.   Need your HR department audited and evaluated? We’ll provide you with an action plan.   Setting up an efficient and workable performance review process   Going through a merger or acquisition? We know how to blend two diverse cultures.   Experiencing a reduction in force? We know how to protect your organization, smooth the process, and help your employees.   Are your employees and organization experiencing major changes? We can help with the transition.   Have a special HR project you need completed? We can get it done.   And more…anything related to human resource management. HR Consulting Services: Project Management HR Audits

Can you relate to these ten common pitfalls in people management? Pitfall #1 – Driving managers and employees crazy over performance evaluations: Enforcing a complex, lengthy and non-user-friendly performance management process that no one supports or finds beneficial to employee productivity and development. The performance management system doesn’t add to the bottom line and in fact, it is perceived to waste time. Pitfall #2 – Being inconsistent in documenting employee performance: Poor or inconsistent supervisory documentation related to employee performance issues. Pitfall #3 – Lots of questions and confusion about the exempt vs. non-exempt laws: Uncertain status of exempt or non-exempt classification of employees under the FLSA. Pitfall #4 – Letting new employees flounder: No standardized procedure for hiring and orienting new employees. Selection and placement is out of the hands of HR and into the hands of untrained managers. Pitfall #5 – Turning people into managers without the right tools: Promoting or hiring individuals into management without proper training in conflict management, sexual harassment, hiring, terminating and overall management of people. Pitfall #6 – Trying to run an organization without any guidelines: Outdated, nonexistent, poorly written policies or procedures or handbooks. Pitfall #7 – Letting employee problems build up with no way to resolve to issues: No system to address complaints or problems and no formal process for resolution of conflict. Pitfall #8 – Not knowing what to do when you have to investigate or terminate: Lack of confidence and training in conducting investigations and terminations. Pitfall #9 – Having non-productive meetings: Group meetings consist of individuals supporting the viewpoints of the leadership with no clear agenda, purpose, goals or encouragement to speak his/her opinions. Pitfall #10 – Hoping people problems will just go away: Interpersonal issues are ignored hoping they will just go away.