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All Our Services

Recruitment & Selection

Recruitment and selection is sometimes perceived as being a simple task, but there is a great deal of insight required in properly scoping out the role, and the skills and experience required, and then finding and matching the right person to those requirements. Recruitment and induction of a new employee is a big financial investment and takes up a lot of management time. So the risks are considerable. Risks of either the role not properly reflecting what the organisation needs, or of the person recruited not properly matching the requirements. 

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Strategy & Change

Strategy is perhaps most easily defined as where an organisation is seeking to go; change is about the steps the organisation has to take in order to get there. And an organisation's strategy for dealing with external factors is becoming increasingly important with the rapid pace of change in technology, regulation and even the nature of employment. We assist clients to plan proactively for the future and to build the resilience to navigate through changes that may come from within the organisation, or as a result of external factors.

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Employee Relations

Employee relations concerns how an organisation manages its staff and how people interact with each other in the workplace. Some aspects of employee relations can be perceived as involving potentially contentious situations, for example discipline, grievance and managing complaints. However, it is important to remember that employee relations is also about more positive aspects of staff management which can improve productivity and staff retention. For example having a good communications plan or putting steps in place to improve staff wellbeing.

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Employment Law & Policies

The management of people takes place within a legal framework from which employment policies and procedures are derived. Some policies and procedures contain mandatory steps that must be followed very carefully, and others allow more discretion and are there to guide both staff and management from a good practice perspective. It’s vital to know which is which.

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Learning & Development

Learning and development can be described as building up employees' knowledge, skills and capabilities to help an organisation achieve its strategic goals. It encompasses everything from staff being inducted properly into new roles and being provided with basic training, to management training, coaching, and developing the organisation’s future leaders. In order for an organisation to obtain the maximum return on its investment in learning and development the first step is to assess the capabilities it needs, assess which capabilities are already there, and plan to address the gap. This is done using a training needs analysis.

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Performance & Reward

Performance relates to the measurement of the degree to which staff are achieving what is expected of them in their roles. Typical performance measurements include appraisals, structured one to one meetings and other management systems. Reward relates to how employers compensate staff for the work they do. Increasingly this doesn’t just mean take home pay or other financial benefits; it also takes into account other positive benefits that an organisation can provide, such as offering flexible working arrangements or career development opportunities.

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