"With scaled workforces, tighter budgets, and aggressive goals, employee performance expectations have dramatically risen. Proactive companies will educate and train employees on performance expectations through executive coaching, career planning, and performance management. At HarrisonGray, we’re ready to lead companies through this process."

- Alice Symbas, Partner, HarrisonGray Human Relations and Employee Benefits Consulting Practice

Corporate business performance can be linked to employees’ satisfaction and perception of company benefits. As employee benefits and human costs continue to rise, companies must balance and monitor the time and money spent on employee benefits plans, human capital investment and HR technologies. Profitability begins with your employee base and effective human resource strategies.

HarrisonGray assists clients to evaluate, streamline and refine their human resource strategy through analyzing components of employee benefit plans, delivery models, and human capital functions (See diagram below.).

Our approach is built on three integrated fundamental principles,

1. Maximizing Human Capital,
2. Achieving Prevailing Benefits Planning & Delivery, and
3. Optimizing Internal/ External Vendor Utilization.

We apply this approach consistently to all HR/Employee Benefit initiatives from strategic to daily activities to achieve ultimate performance, profitability, and precision. Our case studies illustrate this range of initiatives.

In Detail

Our approach is based on the relationship between the company and its people. Companies are only as profitable as their employees’ performance effectiveness. How companies manage, train, compensate, and motivate their employees drives performance effectiveness. Performance effectiveness is the underlying connection to all HR Strategies.

In maintaining HR Strategies, we illustrate our approach through a "working wheel" of components. The core of the wheel encompasses our fundamental principles of maximizing human capital, achieving prevailing benefits planning & delivery, and optimizing vendor utilization. The traction of the wheel is driven by the soundness of each principle. Each principle is upheld through a set of components. The components can be easily explained and understood through a desired maintenance process.

1. Align Corporate and HR goals
   Define HR goals through aligning with corporate objectives.
2. Maximize Human Capital Value
   Integrate HR goals through human capital initiatives such as performance anagement, executive coaching, and career planning.
3. Implement Prevailing Benefit Plans and Programs
   Define and establish baseline, competitive to above market plans and programs to support HR goals.
4. Optimize Vendor Effectiveness
   Validate and monitor the effectiveness and costs of your internal and external vendors through diagnostic reviews, RFIs / RFPs, and project management.
5. Streamline Benefits Administration
   Implement new plan features and enhance plan performance through refining administration and implementing innovative technology.
6. Control Data Quality
   Reduce human capital intervention & expense, and eliminate potential VCR or employee complaints through data quality management controls.