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"Quality Employment Staffing, Consulting and Pre-Employment Services"
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The service adheres to all federal security and privacy requirements to ensure the privacy and security of employee’ personal information.

Employment Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness.
Acquisition comprises the recruitment processes leading to the employment of staff. It includes human resource planning to identify what the organization requires in terms of the numbers of employees needed and their attributes (knowledge, skills and abilities) in order to effectively meet job requirements. In addition the selection techniques and methods of assessment to identify the most suitable candidates for a particular job.
Deployment involves decisions about how those recruited will be allocated to specific roles according to business demands. It also concerns the subsequent appointment to more advanced jobs through internal recruitment, promotion or reorganization.
Retention deals with the management of the outflow of employees from an organization. This includes both managing voluntary activities such as resignation, and controlling involuntary measures whereby employees are managed out of the organization through redundancy programs or other types of dismissal. The overriding objective is to minimize the loss from the organization of valued employees through strategic and tactical measures whilst enabling the organization to reduce employment costs where circumstances dictate.

HR Consultants are responsible for assisting clients with strategically integrating effective HR processes, programs and practices into their daily operations. Their role is also to maximize the client's performance related to human resources by introducing or marketing 'best practice' products or services as well as to provide periodic feedback to clients regarding their performance related to annual management objectives. To accomplish this, the HR Consultant may need to perform needs assessments or audits and make recommendations or proposals, coordinate the creation and implementation of an action or corrective plan, and when required, organize and coordinate cross-functional Human Resource teams to assist the client with developing and implementing performance improvement corrective plans, programs or processes. The following are core fields around which most HR consultancies are based:
   * Human Capital, including total rewards, employee rewards and incentive programs, and talent acquisition and management
   * Health & Benefits; i.e., orchestrating optimal employee health plans with the carriers themselves
   * Mergers & Acquisitions, examining fit across culture, job-type, transaction costs, etc.
   * Communication, including surveying employee attitudes, satisfaction, engagement, and other employee behaviors
   * Retirement
   * Recruitment process outsourcing
Services may also include legal counseling, global initiatives, investments consulting, and the implementation of HR technologies to facilitate human capital management.

Certifications/RegistrationsNAICS CodesContact Us
SBA 8(a) SDB5415126230 Third Street, NW
GSA Federal Supply Schedule541519Suite 6
WOSB/EDWOSB541611Washington, DC 20011
DC Supply Schedule561311Phone: (202) 726-2809
DC CBE/LSDBE561320Fax: (202) 726-2806
SAM Registration561410Email:
iRAPT (formerly WAWF)561611
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