- Do you need help to make your human resources policies fit for purpose?
- Is your organisation structure optimised for effective performance by capable people?
- Are you getting the maximum value out of your investment in people?
- Does your performance management system need a tweak or a revamp?
- Would fresh ideas be welcomed?
Many of these human resource problems are complex and unravelling the various dimensions requires time and commitment. To then build a robust and enduring solution requires expertise and a real understanding of the results the organisation is looking for.
If you need expertise and commitment then please talk to me.
I have over thirty years’ experience in managing human resources and consulting to a wide range of public sector, commercial, industrial, financial services and not-for-profit sector organisations.
I will work with you in the best possible ways to develop, introduce and embed solutions that are tailored for your specific needs.
The right way could be working with your human resources team, directly with the chief executive and their leadership team, or on governance issues with the board,
Getting the right fit to your strategy, culture, values and risk appetite is critical and there’s no one-size-fits all answer in today’s rapidly changing environment.
Reward & remuneration
In many organisations these two words are used interchangeably. A reward strategy though has far more meaning and potential impact than a remuneration strategy. So what are they and what is the significance in the differences?
Performance management
Nearly every organisation has a performance management system, process or framework, but I have yet to meet a Head of People or HR manager who is happy with what they have got; most line managers think the process is cumbersome and a waste of time, and their staff see it as a way the manager can criticise and hold down salary increases – or conversely act as ‘Father Christmas’.
Incentive design & evaluation
On the face of it, designing an incentive scheme can seem a relatively complex task. In many cases, organisations underestimate the level of complexity and the need to prepare and communicate to get the best out of their investment in variable pay.
Change management
Research shows that more than 70% of change projects fail to deliver the promised results. While there are many reasons for this failure rate, one of the prime reasons is a lack of attention to the people issues.
Getting the best out of people
The people you employ are your most valuable resource. How do they feel when they walk out of your place of business at the end of the day?
Organisational design
No one template that will give an effective organisation structure every time. there are however principles which, if followed, will get you much closer to a workable and effective structure