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Welcome
Expert Human Resource Business Consulting and HR Management Solutions
Unlock your company's potential with our high-impact human resource consulting and cutting-edge HR management solutions.
Don't Wait To Get Into An HR Jam or Lose Your Best Employees - We got You!
DeWilde Consulting Services, Inc. (DCSI) is a trusted HR advisor and partner that helps start-ups and small—to medium-sized companies identify the obstacles to their success and find the right path for specific pain points. We arm stakeholders with knowledge using tools and resources to help navigate the confusing world of HR business complexities. We specialize in human capital management solutions, compliance, and targeted HR business strategies. We build healthy organizations through a network of specialists committed to targeting multi-faceted HR business needs.
Whether you are an HR department of just one, a manager, or a department head, our goal is to educate, support, advise, and guide you through any situation and help you formulate the best solutions for your business. Maneuvering through the intricacies of the ever-changing world of human resources can be daunting, sometimes scary, but always empowering with DCSI as your partner. Let our human resources consulting, hr management solutions, and business consulting provide you peace of mind as you grow your business.
Our Relationship Begins With The Basics
We believe that providing detailed and transparent information will help us offer a customized solution that meets your needs. Therefore, we typically start our conversations by asking for detailed information about your business, including your industry, employee count, business history, organizational culture, and current infrastructure. We ask that you candidly express the challenges that led you to contact DCSI and what you are looking for in an HR consulting and outsourcing partner. We are committed to listening to your concerns and goals and will ask clarifying questions to ensure we fully understand your perspective. Throughout our discussion, we will carefully assess your requirements to determine if we are the right partner for you to achieve your desired outcomes. We will also suggest various engagement models tailored to your specific needs. Our human resources consulting, HR management solutions, and business consulting aim to provide a personalized resolution to your people operations.
Industries and Companies We Service
We provide human resource consulting, hr management solutions, and business consulting to:
- Start-Ups
- Non-profits
- Construction
- Hospitality
- Tree Care and Landscaping
- Trucking
- Manufacturing
- Moving and Towing
- Technology
- Healthcare and Dentistry
- Insurance
- Professional Services
- And many more....
foundational Human Resources
What is Foundational HR
Foundational Human Resources (HR) refers to the fundamental principles, practices, and processes that are essential for managing people within an organization. It encompasses various aspects of HR management that form the basis for an effective and compliant workforce management system. Foundational HR typically includes:
- Recruitment and Selection: The process of attracting, sourcing, screening, and hiring candidates for vacant positions within the organization.
- Onboarding and Orientation: Welcoming new employees to the organization, providing them with necessary information, training, and resources to integrate them into their roles and the company culture.
- Employee Records Management: Maintaining accurate and confidential records of employees, including personal information, employment history, performance evaluations, and any other relevant data.
- Compensation and Benefits Administration: Managing employee compensation, including salaries, wages, bonuses, and benefits such as health insurance, retirement plans, and paid time off.
- Performance Management: Establishing goals, providing feedback, evaluating performance, and rewarding or providing development opportunities based on employee achievements.
- Employee Relations: Handling issues and concerns raised by employees, maintaining a positive work environment, and fostering positive relationships between employees and management.
- Compliance with Employment Laws and Regulations: Ensuring that HR practices and policies comply with local, state, and federal employment laws and regulations to mitigate legal risks.
- Policy Development and Implementation: Developing HR policies and procedures that align with the organization's goals and values, and ensuring their effective implementation across the workforce.
- Training and Development: Providing opportunities for employee growth and development through training programs, workshops, and other learning initiatives.
- Employee Engagement and Satisfaction: Promoting a culture of engagement, morale, and satisfaction among employees through various initiatives, communication channels, and recognition programs.
These foundational elements form the backbone of HR functions within an organization and are crucial for creating a positive work environment, maximizing employee productivity, and achieving organizational goals.
Strategic Human Resources
What is Strategic HR
Strategic Human Resources (HR) refers to the proactive approach of aligning HR practices and policies with the overall strategic goals and objectives of an organization. Unlike operational HR, which focuses on day-to-day tasks and processes, strategic HR is concerned with long-term planning, forecasting, and developing initiatives that contribute to organizational success and competitiveness.
Here are some key characteristics and components of Strategic HR:
- Alignment with Business Goals: Strategic HR involves understanding the organization's mission, vision, and strategic priorities, and aligning HR strategies and initiatives to support these objectives. HR leaders collaborate closely with top management to ensure that HR practices contribute directly to the organization's success.
- Talent Management and Planning: Strategic HR emphasizes the strategic management of talent throughout the employee lifecycle, from recruitment and selection to retention and succession planning. This includes identifying key talent needs, forecasting future workforce requirements, and developing strategies to attract, develop, and retain top talent.
- Organizational Design and Development: Strategic HR plays a role in designing organizational structures and processes that support strategic objectives. This may involve restructuring teams, departments, or reporting relationships to improve efficiency, collaboration, and agility.
- Workforce Planning and Analytics: Strategic HR utilizes workforce data and analytics to forecast future workforce needs, identify skill gaps, and develop strategies for talent acquisition, development, and deployment. This data-driven approach helps HR leaders make informed decisions and optimize resource allocation.
- Change Management: Strategic HR helps manage organizational change by anticipating potential impacts on employees, developing change management plans, and facilitating communication and support throughout the change process. This includes promoting employee engagement, resilience, and adaptability during times of change.
- Leadership Development: Strategic HR invests in developing leadership capabilities throughout the organization to ensure that leaders are equipped to drive strategic initiatives, inspire employees, and foster a culture of innovation and continuous improvement.
- Performance Management and Measurement: Strategic HR establishes performance metrics and key performance indicators (KPIs) to track progress toward strategic goals and evaluate the effectiveness of HR initiatives. This enables HR leaders to assess the impact of HR practices on organizational performance and make adjustments as needed.
- Employer Branding and Employee Experience: Strategic HR focuses on enhancing the employer brand and creating a positive employee experience to attract and retain top talent. This involves promoting the organization's values, culture, and benefits to prospective employees and ensuring that current employees feel valued, engaged, and supported.
- Strategic HR Partnerships: Strategic HR collaborates with other functional areas of the organization, such as finance, marketing, and operations, to ensure that HR strategies are integrated with overall business strategies. This alignment facilitates cross-functional collaboration and synergy.
- Risk Management and Compliance: Strategic HR identifies and mitigates risks related to human capital, such as legal compliance, talent shortages, and succession planning gaps. By proactively addressing these risks, Strategic HR helps protect the organization's reputation and competitive advantage.
Overall, Strategic HR is essential for driving organizational performance, fostering innovation and agility, and creating a competitive advantage through effective management of human capital. By aligning HR strategies with business objectives and leveraging data-driven insights, Strategic HR enables organizations to adapt to changing market conditions and achieve sustainable growth.
Operational Human REsources
What is Operational HR
Operational Human Resources (HR) focuses on the day-to-day activities and tasks involved in managing employees and supporting the organization's strategic goals. Unlike strategic HR, which deals with long-term planning and development, operational HR deals with immediate needs and ongoing processes within the HR department and throughout the organization.
Here are some key components of Operational HR:
1. Employee Administration: Handling administrative tasks related to employee lifecycle events such as hiring, onboarding, promotions, transfers, and terminations. This includes managing paperwork, updating records, and ensuring compliance with relevant laws and regulations.
2. Payroll Management: Processing employee salaries, wages, bonuses, and other compensation, including deductions for taxes, benefits, and other withholdings. This also involves addressing payroll-related inquiries and issues from employees.
3. Benefits Administration: Managing employee benefits programs such as health insurance, retirement plans, and other perks. This includes enrollment, eligibility verification, communication with benefits providers, and addressing employee inquiries.
4. Time and Attendance Management: Tracking employee work hours, leave requests, and absences. This involves using software systems or manual processes to record attendance, calculate leave balances, and ensure compliance with company policies and labor laws.
5. Performance Management Support: Assisting managers and employees with performance management processes, including goal setting, performance evaluations, feedback sessions, and development planning. Operational HR may provide guidance on performance improvement plans and disciplinary actions.
6. Employee Relations: Handling day-to-day employee relations issues such as conflicts, grievances, and complaints. This involves conducting investigations, mediating disputes, and providing guidance to employees and managers on resolving issues in accordance with company policies and applicable laws.
7. Training and Development Coordination: Coordinating training programs, workshops, and other learning initiatives for employees. This includes scheduling training sessions, managing training resources, and tracking employee participation and completion.
8. HR Information Systems (HRIS) Management: Overseeing the use and maintenance of HRIS software to store employee data, automate HR processes, generate reports, and support decision-making. Operational HR may collaborate with IT departments to ensure the functionality and security of HRIS platforms.
9. Compliance and Policy Implementation: Ensuring that HR practices, policies, and procedures comply with relevant laws, regulations, and industry standards. This includes implementing changes to policies and procedures as needed and providing guidance to employees and managers on compliance issues.
10. Employee Communications: Facilitating communication between HR and employees regarding important announcements, policy updates, benefits information, and other relevant topics. This may involve using various channels such as emails, newsletters, intranet portals, and meetings.
Overall, Operational HR plays a critical role in supporting the day-to-day functioning of the organization and ensuring that HR processes run smoothly and efficiently. By managing administrative tasks, providing support to employees and managers, and upholding compliance standards, Operational HR helps create a positive work environment and contributes to the organization's success.