Job Task Analyses - Review of job tasks to identify essential processes, knowledge and skills specific to selected jobs  ss Competency Mapping - KASE Matrices that define the mission-essential knowledge, work attributes, skills and experience needed to perform jobs at optimal levels ss Job Descriptions - Review and revise of job descriptions to ensure all employees key responsibilities are aligned with the organization's strategies and goals ss Wage, Salary, and Compensation Programs -  Conduct salary surveys, define job grade and pay structures, develop compensations plans, research benefits programs ss Employee Selection Interview Questionnaires - Interview guides for follow up interviews by managers/supervisors tied to directly to job competencies and comply with HR policies and procedures s Performance Management Systems - Design of performance feedback and assessment instruments that drive performance and professional developments sss Rewards and Recognition Programs - Select the most appropriate rewards and recognition methodologies for individuals, teams, departments, and/or organizations ss Employee Value Proposition Statements - Document the value employees gain by working for and remaining with an organization  ss Recruitment Branding Strategies - Develop strategies designed to attract and retain top performers in a highly competitive job market ss Organizational Assessments - Include employee satisfaction surveys, leadership assessments, customer satisfaction surveys, focus groups, mystery shoppers, and much more ss Onboarding Programs - Tailored to meet the needs of all new employees from first line employees to senior level executives to ensure they attain full productivity within minimal time frames ss Employee-Managed Career Planning - Create competency-based career paths that can be managed by employees and approved by managers/supervisors ss Employee Engagement Programs - Tie together key engagement factors from multiple sources to gain employee commitment and accountability ss Leadership Development - Create multi-faceted development programs based on organization-specific values, goals, strategies, structure and culture - to include leadership models, assessment instruments, competency-based development curricula, and coaching and mentoring components ss Succession Planning - Develop all encompassing plans that identify and tap mid-management and senior-level executives for development and progression into key leadership roles as well as reaching to the lower levels of the organization to identify top performers with leadership potential ss Coaching and Mentoring Programs - Designed to build current and future job skills, expand exposure, develop relationships, and increase personal effectiveness and political acumen ss Capturing Mission Essential Competencies - Leverage social networking technology to capture knowledge and experience of key employees and making that available across organizations ss Training and Development Assessments - Conduct organizational training effectiveness assessments, review training curricula and their relevance to strategies, goals and outcomes ss Training and Development Programs - Design and develop a wide range of custom training in online, ILT, or blended formats to meet client needs ss eLearning and Web 2.0 Technology - Convert existing training programs to eLearning and mLearning technology ss