Frequently Asked Questions

This model gives you the ability to focus on your most critical HR needs without committing to a large-scale, resource-intensive initiative. Unlike comprehensive HR initiatives that may require considerable time, money, and internal resources, the a la carte model avoids overwhelming commitments. It also provides ongoing flexibility to address specific needs as they arise. HighRoad Atlanta offers tailored solutions based on an organization's priorities which ensures the work aligns with those specific needs.

If you're asking the question and the project has been pending for some time, you likely have a need. Contact us to discuss - we offer a no cost one (1)-hour consultation to discuss current HR challenges and assess your specific priorities.

Professional HR consultants provide a multitude of services for their clients and are responsible for business research, analysis, planning, and execution. Efficient operations are critical to the success of small businesses and nonprofits who cannot always afford to hire a full-time HR resource. Alternatively, clients can hire consultants, on an as needed basis, to address specific issues and develop policies and processes that best fit their needs.

HighRoad Atlanta customizes services based on the specific needs of the client. We are primarily focused on project-based work at an hourly rate but open to discussing alternative structures that makes the most sense for a specific body of work.

An employee handbook is a fundamental management tool for all organizations; it communicates what is expected of employees and sets the tone for your organization. It serves as a reference guide that ensures the policies impacting your workforce are accessible to all.

It can answer employee questions (without management having to field inquiries directly) and provide valuable protection to the organization by demonstrating that clear expectations were communicated. A handbook also promotes consistent and equitable policy enforcement.

See the HR Fundamentals - Infrastructure, Policies and Procedures section under Services for more information.

A warning is a formal way for an organization to notify an employee that their conduct or performance is not up to the organization’s standards. A warning could address substandard performance or any behavior that expressly violates company policies or the law. This is a formal document that provides a recorded history of the incident(s) and/or behavior and is one step in the progressive discipline process.

Progressive Discipline is a method which uses graduated steps to address employee conduct and/or performance deficiencies that fail to meet established standards and policies. This type of process establishes a consistent, objective, and fair method for discipline within a workplace. It also creates an essential paper trail of the actions that were taken should a dispute with the employee arise over the feedback or the decision to terminate.

See the Progressive Discipline section under Services for more information.

Employee Relations refers to an organization's efforts to manage and sustain positive, constructive relationships with its employees. A strong employee relations strategy helps employees feel valued and keeps them engaged directly correlating to employee retention. Satisfied, engaged employees are more likely to stay with the company.

A layoff is a temporary involuntary separation of employment as a result of budgetary or operational reforms. The main reason for a layoff is that there is not enough work for the employee to do or some other business decision has led to a role being redundant or unneeded at the current time.

A reduction in force (RIF) is the permanent termination of employees due to restructuring, the elimination of their department, or a lack of funding or available work to support those employees.

Performance Management is a process that helps a manager monitor and evaluate employee work. The goal of performance management is to leverage two-way communication and ongoing feedback to ensure employees are positioned to perform to the best of their abilities and in alignment with the organization's overall goals.

See the Performance Management section under Services for more information.