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Deciding which positions to fill, how to source for qualified candidates and who to hire is one of the most impactful decisions a company makes.

  • Recruitment Support
  • Interview Guides
  • Candidate Testing and Assessment
  • New Employee Onboarding

Successful organizations understand the linkage between the company’s strategic mission and the objectives of the training and development programs.

  • Training Needs Analysis and Development
  • Coaching and Mentoring
  • Diversity/Inclusion Training
  • Leadership Training

Performance management is a systematic approach to tracking employee performance against the targeted objectives of the organization.

  • Compensation Analysis
  • Performance Management
  • Employee Handbooks
  • Employee Complaint Investigation/Resolution

Human Resource audits identify whether an HR department’s policies or processes are adequate, legal and effective for current and potential employees.

  • Workforce Planning and Selection
  • Employee and Labor Relations
  • HR Information Systems
  • Total Rewards
Our goal is to ensure your overall talent strategy aligns with your organization’s performance metrics to achieve bottom line results.
How Can We Help You

Hampton Human Resource Consulting offers services tailored to your unique organizational culture and work environment in the critical areas of human resource management and administration.

We identify your human resource challenges and develop action plans to achieve bottom line results and improved organizational performance.

We are your external human resource team!

Our Mission

We design and develop talent solutions that produce results based on the organization’s unique culture, work environment and employee demographic.

Core Values
  • Provide exceptional and professional customer service.
  • Always recognize and appreciate the inherent diversity of every organization.
  • We strive for long term client relationships.
Frequently Asked Questions

The recruitment process begins with specification of human resources requirements. A recruitment policy must spell out the organizations intention to evaluate and screen candidates based on the skills, knowledge and ability to do the job.

New employees need specific information in three major areas:

  • Company standards, norms and policies and expectations
  • Social behavior and approved conduct
  • Technical aspects of the job.

Large organizations generally conduct two levels of orientation presenting a company overview and departmental operations.

To manage compensation efficiently and cost-effectively, a compensation infrastructure is developed using data gained from market base surveys. A salary survey collects information on base pay (salary), recent or projected pay adjustments, bonuses or bonus eligibility, or other forms of compensation on selected jobs across or within occupational fields for a labor market defined by its industrial scope, geographical reach (local, regional, national or international) and other characteristics. Surveys range from short questionnaires on a few issues or jobs across a limited number of employers to large-scale, comprehensive samples of many employers or workers across industries.

Many federal and state agencies have their own reporting and record retention requirements. Most of these requirements apply to all employers regardless of the number of employees employed by the company. Numerous federal laws require employers to create and maintain various forms of employment records.

A comprehensive records management program must address several key questions:

  • What information is collected on each employee?
  • Where is it stored?
  • What employee data needs to be retained and for how long?
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