PROVIDING BESPOKE CONSULTING - HR - RECRUITMENT - CAREER SUPPORT SERVICES SINCE 1988.
People and Organisational Change Professionals
HR/ER MODEL AND SERVICES
INPUTS TO DEVELOP DESIRED CULTURE
* Corporate Governance * Organisational Climate & Business Environment * Beliefs, * Vision, *Mission,* Values,
* Principles, * Behaviour * Goals, * Structure, Systems, * Communication
* Workplace Development/Teamwork/Decision Making * Leadership & Management * Policies, Practices, Procedures
ORGANISATIONAL DEVELOPMENT STRATEGIES AND COMPONENTS
TO DRIVE THE HR/ER STRATEGY, LIFE CYCLE AND CULTURE
Redundancy
Retrenchment
CUSTOMER SATISFACTION AND BUSINESS SUCCESS THROUGH CAPABLE, EMPOWERED AND MOTIVATED EMPLOYEES AND OTHER OUTCOMES AND KPI’S
Exit
Departure Strategies & Processes
BUILD
Development Strategies & Processes
Recruitment & selection processes including interviews, psych/IQ testing,
reference checking,etc.
Induction Onboarding
Click on underlined sections to go to relevant page
ORGANISATIONAL RELATED
The HR/ER Strategy and Life Cycle Model should deliver an organisation which is:
*Attractive to work for *Participatory and team focused *Fair, supportive and inclusive *Communicative, both horizontally and vertically * Delivering positive outcomes for customers and employees *Supports a culture of industrious and productive work delivering valuable outcomes for the company * Values driven
PEOPLE RELATED
The HR/ER Strategy and Life Cycle Model should deliver staff
who are:
*Recruited by merit and appropriately skilled * Committed to the job, the organisation and the customers they serve *Exhibit commitment through positive attitudes and behaviour *Enriched and satisfied by their work experience *Committed to their own continuing personal and professional development *Healthy in mind and body, safe and valued in their job *Display integrity, leadership, etc *Rewarded for high performance *Accountable for low performance *Motivated *Informed