Selecting an HR consultant is an important next step.  Here are some of the most popular questions that we've been asked over the years.   Please feel free to reach out as the best way to find out if there is a fit is to start with a conversation.

FAQ's -General

DO YOU CHARGE BY THE HOUR OR BY PROJECT?

We offer a multitude of options to our clients. Ultimately, it depends on your needs and the level of investment that you can and want to make.  Often, client engagements start with an initial assessment and the creation of a work plan.   Some clients prefer that we jump in and provide project based support while others prefer a time and materials relationship or the security of a monthly retainer.

WHAT'S YOUR APPROACH TO WORKING WITH NEW CLIENTS?

To make sure that you receive the best support possible, we go through a 4 step process. 

  1. Discovering your unique HR philosophy.  What do you want your HR philosophy to be?

  2. Assessing your current situation and establishing benchmarks for success.  What are the gaps?

  3. Designing your customized solution to manage change.  What does the road map/work plan look like?

  4. Implementing your solution.  What does alignment feel like or look like when we get there?

HOW DO I KNOW IF YOU ARE THE RIGHT FIRM?

As with any type of relationship, it begins with an initial conversation. It's important that you feel comfortable with our firm and the consultant who will be assigned to you.  Not only should you feel confident that your consultant has the technical knowledge that you need, it's important that you feel like your consultant has the unique qualities that will meet your organization's needs.

WHAT IS YOUR VALUE PROPOSITION?

Great question!  There are many options for you to consider with a wide range of costs.  With The HR Manager, you’ll have access to strong technical expertise, based on decades of experience.  When many of our competitors are simply going through the HR motions.  Our client-centric HR consultants will earn your trust and you’ll have the confidence knowing that outcomes will meet your organizational needs.  Together, we’ll create strategic align for long- term success.

 
 
FAQ's - Coaching and Training

WHAT TYPES OF TRAINING DO YOU PROVIDE?

MY COMPANY IS STRUGGLING WITH DIVERSITY AND HARASSMENT TRAINING.  HOW CAN YOU HELP?

We offer a wide range of training courses and workshops.  Here are some recent topics that our clients have requested:

•Creating a Respectful Workplace with Diversity and Inclusion

•Top 10 Strategies for Complying with I-9 Requirements

•What You Need to Know About Managing Leaves

•So, You're a Manager Now: HR Basics

•Conducting Effective Investigations  

With an increase in employee awareness, it's important to cultivate a workplace that celebrates diversity.  Although companies provide compliant on-line training and written policies, sometimes that's not enough.  We work with your team to understand the challenges and create customized training programs to engage your team, to coach them to examine their behaviors and to adopt new practices that support a respectful work environment.

WHAT'S THE DIFFERENCE BETWEEN COACHING AND TRAINING?

WHY COACHING?

To answer this question, it is easiest to describe what each process is.  The goal of coaching is to empower an individual or team so that they can explore possibilities, choose solutions, develop strategies, define action plans and learn and create lasting results for optimal performance.  At the heart of coaching is self-discovery and self-learning.  

 

In contract, the goal of training is to teach a particular or a group of skills and/or to increase knowledge.   There is typically a specific need identified, within a finite time frame with specific predetermined goals in mind.  

WHAT DIFFERENTIATES YOU AS A COACH?

Whether for an individual or group, coaching is a great way for participants to engage in a thought-provoking and creative process to reach maximum professional potential.  The results are life-changing and impactful.  Here are some of the typical reasons to engage with a coach:

•Owners and managers are spending too much time on employee issues and conflicts

•A career change whether unexpected or planned

•Something urgent, compelling or exciting is at stake (a challenge, stretch goal or opportunity)

•There are strong hard skills, but people skills are lacking

•There is a desire to accelerate results

•There is a lack of clarity of self-reflection with choices made

•Success has started to become problematic

•Work and life are out of balance, creating unwanted consequences

•Core strengths need to be identified, along with how best to leverage them

•Key team members are not aligned in their thoughts and actions

With credentials as a Certified Master Coach (CMC) and a Senior Professional Human Resources (SPHR), Edna Nakamoto, our firm's CEO, combines professional training with her experience as a successful business owner, Executive, and non-profit Board member with over 30 years of experience as an Human Resources professional, to create a coaching partnership that is client-driven and focused towards maximum success. 

 

As a member of the International Coaching Federation (ICF), Edna adheres to the elements and principles of the ICF Code of Ethics which govern accountability and standards of conduct for professional coaches. Using the ICF Core Competencies, her coaching style models the 11 Gold Standards for coaching with a thought-provoking and creative process that inspires her clients to maximize personal and professional potential.