Human Resources Management
1. Transition
By using Transition planning, your organizations can:
- Recognize the human impact of organizational change;
- Place a priority on communication at all levels;
- Provide opportunity to receive valuable feedback;
- Acknowledge and plan for resistance to change;
- Structure a clear transition phase with identified actions and timelines;
- Identify early any unanticipated gaps or delays; and,
- Engage employees in a shared responsibility for success during the transition phase.
Our approach: Transition solutions are planned in collaboration with your organization and your system. We clarify the current situation and communicate with those affected by the transition to identify impacts and receive valuable feedback. A variety of methods are used to receive input and feedback, such as personal interviews, on-site observation, focus groups, literature research and action research. A well-planned Transition engages your employees in a shared responsibility for success during the transition phase as well as going forward with the new situation.
2. Talent Management
A strategic Talent Management process views humans as assets who contribute to organization effectiveness by fostering innovation and flexibility. A Talent Management process aligns and integrates Human Resources and the business goals of your organization to:
- Analyze positions and capabilities at risk;
- Assessing talent criteria;
- Identify critical positions;
- Develop retention strategies;
- Customize a development model;
- Plan for loss of talent;
- Adopt human resource practices that ensure highly qualified people are recruited;
- Meet targets for workforce quality and diversity;
- Reward superior performance;
- Use personnel practices, such as training, to attract and support productive people; and,
- Develop policies to deal effectively with unproductive workers.
Our approach: Our Talent Management Solution necessarily examines all aspects of your organization’s recruitment, retention, development and succession planning. At the outset, an analysis of every position within the organization is essential to identify capabilities that are at risk and the critical positions involved. For positions that involve a high risk of departure, retention strategies need to be put in place, along with a career development model. Once risk is mitigated, recruitment strategies can be developed to attract highly qualified talent, along with a staged on-boarding process to support long-term career development. Once in place, the Talent Management process serves to align human resources talent with the business goals to ensure future workforce productivity.
3. Recruiting and Retention
By developing Recruitment and Retention strategies, your organization can:
- Maintain a clear picture of critical positions, critical skills and risk;
- Determine in advance strategies to deal with loss of talent;
- Develop in advance recruitment strategies to address identified gaps;
- Understand that retention is a critical component of stability and productivity; and,
- Know they need to compete for the best talent.
Our approach: We provide complete Recruitment and Retention solutions your organization based on our research, knowledge of trends, knowledge of recruiting and retention practices in both the public and private sectors and through your organization’s experience.
4. Employee Development
Employee Development helps your organizations to:
- Motivate employees toward their desired career interests;
- Provide skills and experiences to succession candidates in order for them to succeed at higher levels;
- Structure a single development system that integrates experiences with competencies;
- Focus the individual on long-term development;
- Provide new hires the networks they need to succeed; and,
- Ensures that the new hire understands the organization`s long-term commitment to them.
Our approach: We can provide complete Employee Development solutions by working closely with your organizations to implement the processes that research and experience tell us contribute to employee development and higher levels of career satisfaction and retention. These may include designing training programs to build supervisory skills, the creation of communities of practice, designing engagement opportunities, creating recognition events and creating development programs that have built-in progression opportunities for your organization.
5. Productivity
Your organization is faced with the challenge of creating the conditions that contribute to higher levels of productivity. The successful development of a Talent Management process provides the optimal conditions for your organization’s employee engagement at the time of hire and ongoing commitment to individual career interests and individual development. Successful retention of talent elevates capacity and contributes to higher levels of productivity for your organization.
Our approach: We provide your organization a complete Productivity planning through analyzing, defining and designing processes that contribute to elevated levels of performance. We collaborate with your organization system, using a variety of data collection methods, to clarify the current situation and to identify opportunities for improvement and redesign.
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