Our services for Corporates help larger organisations develop, build and nurture their workforce. Our specialism is turning people strategy into workable actions. Much of the work we do falls into the specialisms of Human Resources but the key to this is first of all understanding the business need and then developing the HR strategy to fit it.
We work with all levels of the organisation from the Board Room down to the shop floor. Our interventions are about achieving great results and there is no prescriptive way these happen. Many are linked to Change or Training Initiatives. They could also be focussed on Motivation or Employee Engagement.
We build our team according to the requirements of the organisation. See our case studies for examples.
Our work with corporates
Our services in more detail
Managing & Leading Change
Our skills in this area are targetted to help companies and individuals make effective change. Whether this is related to its people, processes or culture. These days change is constant and it is important to make sure that the company goals and what it aims to do match its people practices. Sometimes companies need a helping hand to structure change programmes. Recently Pamela has been spending her time helping Marks & Spencer Logistics with a major change programme
Having the right leadership in place is crucial to the running of any business. This means making sure you have the right individuals, with the right skills, attitude and abilities to lead effectively. By carrying out a leadership audit we can pin point where issues might lie, whether it be in the selection of the right leader, the organisation structure, or the culture and the leadership behaviour that exist! See our case studies for some examples
Training & Development
We believe passionately about the development of people. It is important that your people have the right skills, attitude and abilities to carry out their jobs to the best of their abilities. We don’t come with a prescriptive approach but work with you to put in place the right training your people require. See our case study on Managment Development with TS Tech following their redundancy programme http://www.pra-consulting.co.uk/ts-tech-honda-…ncy-motivation/
Human Resource Policy
Human Resource (HR) policies are a written description of who does what in regard to the key organisational processes that relate to the workforce. They provide guidance and practical advice for managers, and others, when deciding what to do in a particular circumstance, e.g. performance management.
HR Policies should be easy to understand, properly documented and maintained, suitable for the environment the organisation operates within and communicated appropriately to all stakeholders, to be effective
HR Strategy Development
Many Human Resource Functions evolve as the business grows and are often the last to undergo change themselves. In today’s dymanic business many HR functions are experiencing the challenge of handling HR Transactional work, which focusses on HR processes and admin, whilst still finding time to work on the higher value Business HR consulting. If this is your challenge why not contact Pamela who can act as a sounding board and has experience of managing an HR Team
This field of work has evolved over the last sixty years and focuses on the healthy maintenance and change aspects of organisations. Particular skills in the area of behavioural science, techniques, research and theory can be employed to create interventions which work at either the Organisational, Departmental or Individual level. Pamela has gained lots of experience in working with teams and running offsite meetings to set strategy and plans for departmental targets. Many of these have included reviews of the organisation and include innovative interventions.
This involves carrying out a systematic review of the talent you have in your organisation. Sometimes this is focussed on the top talent or higher management. The first step would be to identify the talent pool, then carry out a review of each employees skills, abilities and suitability to their present position by their current manager. We encourage individuals to review their own talents and have an open dialogue with their boss. Then we would arrange for managers of appropriate groups to get together in a facilitated meeting to discuss the talent pool and explore the career moves and aspirations of their staff, thereby ensuring that the right people are positioned within the organisation at the right time. Pamela has completed many talent reviews including Hewlett Packard and Marks and Spencer
Employee engagement can be thought of as a combination of commitment to the organisation and its values, plus a willingness to help out colleagues – to go the extra mile if you like. It is more than job satisfaction and is not simply motivation.Engagement is something the employee has to offer – it cannot be required as part of the employment contract. Employees who are engaged with the organisation are likely to add greater value to their role and be more productive
Workforce Planning is the business planning process that aligns and directs all workforce management activities in the business to ensure that the organisation has the right people, in the right place, at the right time and at the right cost to deliver on its business strategy and improve the return on its workforce. Executed correctly, workforce planning becomes a competitive advantage and is key in supporting the desired business outcome. See our workforce case study with Leonard Cheshire Trust
Diversity & Equality
In an equal opportunity environment it is important to consider all aspects of diversity within your business. This includes, gender, nationality, job level, pay equality, support, language, religion, sexual orientation, culture, physical abilities, age, ethnicity, skills, experience, race, and individual perspectives. We keep all of these needs in mind as we review your business with you and help you put in place a plan to work on areas requiring improvement.
Reward & Recognition
It is imperative that companies have the appropriate reward and recognition strategies that are both affordable and aligned to the business objectives. These strategies should clearly articulate the aims of the various reward elements, integrate them in a coherent way and tell employees what they can expect to receive and why. Without an articulated reward strategy the various reward and recognition elements will be viewed as individual initiatives and will not have the desired impact or support the organisation is trying to achieve
Human Capital Management
A way of understanding and measuring the return of your workforce in terms of the knowledge, skills, abilities and capacity it possesses.