Human Capital
Coaching & Consulting
Ways of Working
HC3 provides comprehensive integral consultancy services across five core product lines; Merger & Acquisitions, Executive Search, Human Capital Management, Executive Interim Management, Corporate Management Consultancy and Professional Services. To clients from mid scale enterprises to multinational organizations, with our international organization providing skills and resources across SME and start up environments. The pluses in our logo are more than an icon; they represent a clear definition of our principles in delivering added value to your organization.
HR Strategy |
Legal Compliance |
Recruitment |
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The core of every company rests on a solid overarching strategy developed from the company’s overall strategy and a closely aligned HR strategy. This alignment ensures that the
most critical resource to the company, “its people,” are linked with the company’s mission, vision, and goals.
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There are litanies of local, state and federal regulations governing how a company operates. These laws vary by the number of employees a company has from 1 to 1,000 or more. To
maintain legal compliance and avoid penalties, companies need to be aware of what the regulations are and how they impact the organization.
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Finding qualified employees can be the most difficult and time-onsuming function of HR. Recruitment, the “marketing” function of human resources, requires lots of creativity to find quality candidates that will fit with the organization’s culture and remain with the company over time; the average cost of turnover is 50 – 150% of an employee’s salary. The recruiment effort is conducted by our partner, Milton Cooper firm - Global Executive Recruiters |
Training and Development. |
Compensation and Benefits |
Communication |
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Training and Development is a combined role often called Human Resources Development (HRD), meaning the development of “human” resources to remain competitive in the marketplace.
Training focuses on doing activities today to develop employees for their current jobs and development is preparing employees for future roles and responsibilities.
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Total compensation, the benefits and compensation package that a company provides to employees, is one key piece of the puzzle that affects employee retention. Many components go
into this total compensation package that require constant monitoring to ensure competitiveness in the marketplace and appropriateness for the employee population.
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There is no such thing as “too much” communication. However, communication must be targeted correctly and often to be effective. It is important for an organization to figure out
what methods are most successful for reaching its employees and that the methods used are effectively producing results. Effective communications ensure that employees are “in the
know” at all times and feel like a part of the “team”.
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