What we can do for your organizationNEEDS ANALYSIS: Conduct organizational assessments to determine skills, knowledge, information, and support required for optimum on-the-job performance. Whether the focus is on an individual's performance or that of the organization, there are usually three steps to determine needs:
Take note of expectations
Determine the current/actual state
Identify AND measure the gap(s) between expectations and current/actual state.
CORE COMPETENCIES: Assist in establishing a framework of competencies--which are company-specific (strengthening competitive standing) AND which are related to leadership positions (for succession planning) and other key employee positions (for selection and development). see Competencies
STAFFING AND RECRUITING: Develop processes and procedures for internal/ external employee selection which include job analysis (assessment of plans and requirements), review of legal implications, formulating job descriptions and sourcing strategies and training on competency-focused interviewing and rating of candidates.
HUMAN RESOURCE PROCESSES: Develop company-specific HR processes (including policies and procedures) for Workforce Planning, Staffing & Recruiting, Performance Management, Succession Planning, and Career Development.
MERGERS AND ACQUISITIONS: Organize and facilitate teams including due diligence. Deal with change and transition issues with a focus on culture integration and employee morale.
FACILITATING: Guide sessions focussing on mission and vision; business process improvement and re-engineering; and, strategic planning.
MANAGEMENT AND EMPLOYEE DEVELOPMENT: Design and/or deliver workshops on leadership development, coaching, customer relationship, quality, problem solving, and teambuilding. see Workshops
EXECUTIVE COACHING/MENTORING: "Coach the Coach" in leadership, decision making, communications, and general human resources issues.
EMPLOYEE OR CUSTOMER SURVEYS: Design, execute (including printing and mailing, if required), tabulate, analyze, and report results of surveys regarding employee or customer satisfaction.
ASSESSMENTS: Tests, inventories, and assessments may be administered on an individual basis or administered in a group setting as a stand-alone (data gathering) program or as part of a workshop (i.e., team or leadership development). These have been judged best for the situations described:
Various 360o multi-rater feedback instruments for Leadership and/or Teams: A valuable source of information from various segments of the internal population as well from others (i.e., customers, suppliers).
Myers-Briggs Type Indicator*: This instrument is the most widely used personality inventory in history. Individuals use it to help make important business, career, or personal decisions. The MBTI instrument helps improve work and personal relationships, increase productivity, and identify leadership and interpersonal communication preferences. The following preferences result in 16 personality types: Extraversion-Introversion, Sensing-Intuition, Thinking-Feeling, and, Judging-Perceiving.
DISCŪ Personal Profile: Reduce conflict and improve relationships! Why do we act the way we do? How do others see us? This profile identifies and groups behavior in four areas: Dominance, Influence, Steadiness, and Conscientiousness.
Strong Interest Inventory*: This inventory acts as a guide for career change and development. The Strong's 317 items measure the individual's interest in a broad range of occupations, work activities, and school subjects.
SRA Sales Aptitude Test**: This test can help assess behavioral and personality characteristics that are indicative of success in sales positions. Traits measured include: ego strength, persuasiveness, sociability, entrepreneurship, achievement motivation, energy, self-confidence, and empathy.
Customer Service Skills Inventory**: This inventory can help identify individuals with skills, behavior and traits indicative of success in service-oriented positions. Test items were written to help assess whether applicants: show a desire to help customers, understand and satisfy customer's needs, take responsibility for assisting customers, cooperate with co-workers, put forth extra job efforts, and keep reasonable balance between customer requests and company interests.
Campbell Organizational Survey**: This is a standardized organizational/ employee attitude survey. The survey collects information from employees about their feelings of satisfaction or frustration with various aspects of work, such as feedback, top leadership, and organizational planning.
*description as per Consulting Psychologists Press, Inc. **description as per NCS Workforce Development Group