Energize your business profile & motivate your employees to focus as a team

Human Resource Development Strategies for Best outcomes

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About John Upshaw

With an over-40-year track record in personnel management, industrial relations & corporate communications, I’ve learned a ton about how people work together and thrive, or sadly, quite the opposite.*

What has always stood out, in my mind, between these two organizational opposites, is the energy and enthusiasm of the people under the organization’s leader.  

And, leadership, or lack of, may not always be the obvious suspect, or the “if you can’t lead, people won’t follow” syndrome.  Sometimes you have to get in the weeds and look at your systems.  

Yes, company managers must be leaders in order to succeed, but it’s the selection of who you chose to lead and how to place them appropriately in your business that creates the chemistry for a successful organization where people will stick around, because the company leadership and culture encourages and rewards hard work, acquisition of knowledge, and career advancement and reward based on merit. 

*Summary of immediate past professional history

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Services

Experienced in assisting and developing strategies for these areas of your company’s planning and growth.

    • Key Performance Indicators: Interview Preparation

    • Assessment & Selection: Pre-hire Questionnaire

    • Planning your Employee Outreach: Employment Ads; Job Seeker Survey

    • Parameters of Probation Period: Good faith 3-month Job Match Assessment Interviews.

    • Company Policy Review: bringing up to date with current lawful Equal Employment Opportunity Commission (EEOC) State and Federal: Wage and Hour Provisions: Public Contracts & Reporting. Industry Welfare Commission (IWC)

    • Ethical Expectations of all Employees:

    • House Rules: Safety; Meals and Rest Periods.

    • Behavior: Sexual Harassment; Hostile Work Environment

    • Progressive Discipline & Termination Procedures

    • Auto-Mileage and use of company equipment.

    • Advancement opportunities within company: Training requisites, when indicated.

    • Time off: Vacation, Recognized Holidays, Sick-Leave & Maternity Leave; Disability.

    • Disciplinary Procedures: On the job behavior: Warning notifications, Probationary period,

    • Termination Procedures:

    • Warning interview and statement of reason.

    • Exit interview policy.

    • At Will-Termination (during probation period)

    • Establishing Transcendent Hierarchies for Employee Growth, Development & Longevity.

    • Peer Mentoring:

    • Team Organization – Branding Reflective Organization Values & Teamwork.

    • In-House Media & Informational Posting:

    • Informational – Bi weekly bulletin – in house blast.

    • Major project focus and company player

    • Advancements; Introduction of new hires, brief focus notices by company owner; manager. (Photography)

    • Brief Feature stories of employee hobbies and civic interests.

    • Company Calendar

    • Using Industry Collaboration and Recognition Platforms

    • Media/Photography/Aerial Video Integration for Company Web (Scope & Visual Impact)

    • Developing Professional Releases.

    • Electronic mailings.

    • Professional Newsletter. Web based or electronic.

    • Public Works (Prevailing Wage Compliance) & Governmental Interface.

    • Representation: Negotiations.

    • Responding to “notices of complaints”;

    • OSHA and Cal-OSHA site inspections and response.

    • Developing Construction Training Models/ In-house & Association ▪ Building Construction Industry Alliances & Associations

    • Set up you Own In house training program.

    • Setting-up a “Trust” to incorporate your outlay on training expenses as an employee benefit.

    • Creating parameters for earned increases, related to training steps, performance assessments and industry certifications.

  • Staffing for Small to Large Construction Enterprise

  • Strategic Planning & Setting Goals

  • Team Organization Media/Photography

    Call for direct discussion on your needs in this area

  • Developing Construction Training Models/ In-house & Association ▪ Building Construction Industry Alliances & Associations

    Call for direct discussion on your needs in this area

  • Organizational Fundraiser Specialist
    Call for direct discussion on your needs in this area

  • Developing corporate leadership projection and industry advocacy.

    Call for direct discussion on your needs in this area

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 (Please note: I am not an attorney, but as noted, I have had over 40-years of personal experience and success in delivering positive outcomes in these areas.  There may be projects I undertake, where a legal review by an attorney- will be recommended in areas of “policy;” which will be integrated as a concomitant component of my recommendations and development work for your company.)

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