We have been instrumental in assisting organizations by partnering with their Human Resource department to improve the quality of services provided to their employees and thus advance their Employer of Choice standing.
Our approach starts with a needs/gap analysis followed by recommendations which cover planning, testing, implementation, and evaluation. For cross-functional initiatives, the ADKAR change model is also taught and implemented to ensure change methods are embraced and solidified.
Client projects have covered the gamut of HR deliveries, such as re-designing selection, competency-based performance management, succession planning, and employee development systems: such as succession planning and career development processes as needed by a particular industry or culture. We have even designed corporate universities.
We help our Human Resource partners hire the best candidates for the job in several ways. We are experts on how to make your selection process more efficient, effective, and cost prohibitive, such as:
- Increasing the success of matching the candidate to the job through applicant testing
- Teaching your managers how to include realistic job previews and behavioral and situational interviewing into their practice.
- Ensuring the selection process is in the most cost effective order.
- Reducing turnover and increasing employee engagement.
Leadership Training Programs
Through our research, we have developed a thirteen-module supervisory training program, a six-module mid-level management course, and a six-module executive level leadership development program which has repeatedly been implemented within all of our client industries.
Offered in tandem with this program is a coaching program which uses an on-line 360 degree leadership evaluation, plus an emotional intelligence and personality assessment to effectively evaluate and coach leaders at all levels of the organization.
Clients find our leadership coaching to be highly intuitive, safe, and prone to easily adjustable behavioral change. Whether a supervisor, manager, director, or executive, coaching can be a stand-alone program or in tandem with a leadership training program.
Upon reviewing the assessment results with the leader, action plans are developed. Follow-up coaching sessions are used to process, evaluate and fine tune the actions being taken to improve the effectiveness of the leader.