Delta Partners Management Consultants
Your trusted advisors.

Human Resources Management

We can help you to:

  • Develop recruitment strategies that promote your organization as an employer of choice in order to attract workers.
  • Create an environment that supports continuous learning and development to promote personal growth, improve organizational effectiveness and provide career opportunities.
  • Provide a work environment that supports organizational health and well-being and that respects the need for balance between work and family.
  • Create a retention strategy focused on effective recruitment initiatives, continuous learning and development, and a sustainable work environment grounded on organizational health and well-being.

If you would like to discuss your human resources management needs with a Delta Partners associate please click here to contact us for a free, no-commitment consultation.

Planning for Organizational Change

By using transition planning, your organization 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.

We work collaboratively with your organization to plan a Transition solution. We then engage and communicate with those affected by the transition to clarify the current situation, identify impacts and receive valuable feedback.  A variety of methods are used to receive input and feedback, including 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.

To learn more about how to manage change, click here to visit our Change Management solution page.


Recommended Reading:

Build a Culture for Continuous Change

Change Begins with Listening: 5 Things to Work On

Leading Change — Modeling Behaviour Is Crucial for Success

Kotter’s 8 Steps to Change: More Relevant Than Ever

Leading for Success: How to Create a Culture of Innovation by Following 10 Leadership Behaviours

Management Innovation and Globalization: The Leadership Challenge 

Talking Pictures

Do You Trust Me?


Performance Management

Performance Management is the process by which organizations identify, measure, manage, and develop employee performance. An effective performance management program helps create a workplace that enables employees to perform at their best. We have been in the business of developing these programs for many years, and we have helped guide our clients from a perspective of ‘appraisal’ to one of ‘growth and engagement’.

To learn more about how you can improve Performance Management in your organization, click here to visit our Performance Management page.

Recommended reading:

TBS & Performance Management: Hit & Miss?
Key Considerations when Implementing Performance Management in the Public Service
Are You a Lousy Manager?
Sewage Pumps and Leadership
Talkin' Pictures


Talent Management

A strategic Talent Management process recognizes your employees as assets who contribute to your organization's 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 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  will align your human resources talent with your business goals to ensure that your workforce is productive.


Recommended Reading:

The Benefits of Having a Mentor

Reverse Mentoring Works

Are you an Authentic Leader or an Imposter?

Peeling off the Veneer A Roadside Guide to Innovation for Human Resources Practitioners


Recruiting and Retention

Developing Recruitment and Retention strategies can help your organization:

  • 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.

We can provide you with complete Recruitment and Retention solutions  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. 


Recommended Reading:

Planning to Fail? Best Practices in Succession Planning

Boomers at the (exit) gates

Straddling the Intergenerational Divide

Leadership and the Intergenerational Divide

Demand Stress and Depression in the Workplace

Leadership and Engagement: Demand Stress and Depression

Disability, Mental Health, and the Canadian Public Service

Overcoming the Stigma of Mental Illness in the Workplace

Wellness Defined

Wellness Works!

Is Work-­‐Life Balance Beyond Our Reach?


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.

We can provide complete Employee Development solutions by working closely with you 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.


Recommended Reading:

Managers, it’s Time for an Easter Egg Hunt

Emotional Intelligence in the Workplace

The Five Levels of Teams: Where are You on the Team Curve?

Should a Public Service ‘Community of Practice’ be open to everyone in government?

Surviorteam! What it Takes to Get through the Tough Times



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 will elevate capacity and contribute to higher levels of productivity for your organization.

We can help your organization with complete Productivity planning through analyzing, defining and designing processes that contribute to elevated levels of performance.  We collaborate with you using a variety of data collection methods, to clarify the current situation and to identify opportunities for improvement and redesign.    


Recommended Reading:

Budget Cuts: Cut Your Headcount or Improve Your Processes

Bringing the Factory to the Office: Applying Deming – Part 1

Delegate with Meaning: 4 Steps to Success

4 Steps to Successful Multitasking

2 Rules to Organize Yourself: Personal Kanban

A Place for Everything and Everything in Its Place – Wouldn’t It Be Nice

How to Get things Right? Checklists

Top 10 Ways to Waste Time in Meetings


Classification and Staffing Support

All HR organizations are faced with significantly more demand for the provision of services to client managers and their organizations than they have capacity. Delta Partners has a stable of many certified experienced classification and staffing experts with significant government experience. 

  • We focus on client service and building relationships with managers to ensure an understanding of their operational requirements that should drive changes to classification and staffing.

  • Our experience in government enables us to understand the overall organization structure, the realities of existing classification standards, and advise managers on options/solutions.

  • Our approach to staffing an individual position is to integrate it into an overall resourcing strategy that ensures alignment with the overall organization business plan.

  • We can work with managers or coach junior HR staff in learning by doing.

If you would like to discuss your human resources management needs with a Delta Partners associate please click here to contact us for a free, no-commitment consultation.