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SELECT FROM PRODUCT MENU
ORGANISATIONAL STRATEGIC PLANNING
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| PRODUCTIVITY IMPROVEMENT | |
| Objective To identify productivity opportunities and deliver productivity improvement. Process We visit your organisation to scope the project. This usually includes gathering information from a cross section of employees and observations in the workplace. The next stage involves working with a team of those in the business to challenge current paradigms and introduce a strong ethic of constant improvement. We draw upon a wide range of HR and general management tools to support transformational change. The implementation process is shared with the client throughout. Our objective is to move the project from consultant driven to client driven at the earliest stage. Outcomes Our aim is to leave your organisation with a strong and ongoing focus on productivity and an ethic of constant improvement. Further Information Contact us for a no obligation appraisal of your needs. info@hrperformanceimprovement.com Return to Product Menu
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| LEADERSHIP DEVELOPMENT | |
| Objective To identify opportunities to improve leadership, and facilitate a shift in behaviours for those in leadership roles. This programme is particularly valuable at CEO and senior management level but can be adapted for all levels down to first line managers. Process We work with those in leadership roles to measure their alignment with your mission, vision, and values. We facilitate a shift in behaviour as required using a wide range of tools. Tools used may include 360 feedback, leadership coaching, a leaders appraisal process, a climate survey, or a leadership code. Outcomes Leadership behaviours that are aligned to, and strongly support, the objectives of your organisation Further Information Contact us for a no obligation appraisal of your needs. info@hrperformanceimprovement.com Return to Product Menu
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| PERFORMANCE MANAGEMENT | |
| Objective To build effective linkages between performance of employees in key roles and the organisational objectives. This programme is of greatest benefit when used for senior management roles. Process 1. We work with each Manager in a key role to facilitate - a. A prior period self appraisal of performance. b. A next period personal development proposal based on individual needs. c. A next period set of personal objective proposals based on business needs. 2. Each Manager then submits the prior period self appraisal along with the next period proposals to his/her Manager for discussion and approval. If required we will also review linkages between performance management and remuneration systems. Outcomes A transparent and effective means of measuring performance and directing the focus of key individuals to objectives aligned with organisational goals. This process is particularly valuable to those in CEO positions who do not participate in a meaningful performance review process with their Board. Further Information Contact us for a no obligation appraisal of your needs. info@hrperformanceimprovement.com Return to Product Menu
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| STRATEGIC REMUNERATION PLANNING | |
| Objective To provide an integrated strategy to facilitate the achievement of organisational goals. Process We review all existing remuneration practices as they relate to your organisational objectives. We identify and recommend strategies to support organisational performance. Recommendations may include revising salary scales, benefits, and incentive schemes. Outcomes An effective and efficient remuneration strategy supporting your business. Further Information Contact us for a no obligation appraisal of your needs. info@hrperformanceimprovement.com Return to Product Menu
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| CHANGE READINESS ASSESSMENTS FOR ERP & OTHER MAJOR CHANGE PROJECTS | |
| Objective To assess change readiness in terms of commitment, competency, and organisational readiness prior to implementing major change in order to identfy appropriate strategies to facilitate change. The process has been proven to be effective on enterprise resource planning systems such as One World and SAP. Process 1. To survey key stakeholders at all levels in organisation using a combination of questionaires and personal interviews. 2. To measure analyse and report on change readiness at each level and in each function and recommend effective strategies. Outcomes A comprehensive strategy to maximise the benefits and minimise the risks associated with organisational change. (We can provide references from our ongoing assignment in Europe). Investment in this programme can make the difference between a project success and a project failure. Further Information Contact us for a no obligation appraisal of your change project. info@hrperformanceimprovement.com Return to Product Menu
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| HRM FUNCTIONAL REVIEW | |
| Objective To provide an independent assessment of the effectiveness and efficiency of a Human Resource Department and to identify opportunities for improvement. Process 1. We identify all HRM activities undertaken in-house or outsourced. 2. We report on the effectiveness of HRM services as they relate to the organisations vision, mission, and values. We recommend adding or deleting HRM activities as appropriate. 3. If required we will also carry out a legal compliance risk management review. 4. We report on the efficiency of HRM services and recommend alternative means of delivery where appropriate. Outcomes A plan for an HRM function that is operationally efficient and strategically effective for the business. Further Information Contact us for a no obligation appraisal of your needs. info@hrperformanceimprovement.com Return to Product Menu
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| COACHING FOR DEVELOPMENT | |
| Objective To improve key employee/manager performance. Process 1. We receive your brief on the development needs for the programme participant and validate that information using appropriate tools. 2. We develop a coaching programme to meet the needs of the participant and submit this to the participant and participant's manager. The programme usually comprises regular coaching sessions, (in person, by email, or by phone), and feedback and measurement processes. Outcomes A key employee/manager who- 1.understands his/her development needs. 2.if change is required, is committed to achieving a behavioural shift. 3.is committed to developing the competencies required by the business. 4.if unable or unwilling to commit to any agreed change or development actions, reviews career planning options. Further Information Contact us for a no obligation appraisal of your needs. info@hrperformanceimprovement.com Return to Product Menu
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| CONFLICT RESOLUTION | |
| Objective To provide an independent mediation process to deal with conflict within organisations. Process We analyse all aspects of any conflict situation and provide parties with realistic resolution strategy options. The process is usually carried out personally by our consultant but in some cases this service can be provided remotely by teleconference. Outcomes It is not always possible to bring all parties to the point of mutually agreed dispute resolution. We can claim to ensure all parties will better understand the underlying reasons for the conflict and also give them the opportunity to explore resolution strategies. Further Information Contact us for a no obligation appraisal of your needs. info@hrperformanceimprovement.com Return to Product Menu
OUTSOURCING HRM | |
| Objective To analyse and report on, any benefits from the outsourcing of the HR Management function as an alternative to in-house service provision. This programme is also relevant to organizations not large enough for an in-house HRM function. Process We identify all HRM services suitable for outsourcing and provide you with a detailed cost benefit analysis for each service. Outcomes An HRM outsourcing implementation strategy. Further Information Contact us for a no obligation appraisal of your needs. info@hrperformanceimprovement.com Return to Product Menu
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