Consulting Services

Change Navigation

Many technically sound change interventions fail because of poor direction and commitment from leadership; irregular and ineffective communication; unclear change roles; a lack of change navigation skills; and the poor management of people’s responses to the change.  As the complexity of the change increases, so the probability of failure grows.

Change is a journey between the current state within the organisation as the starting point of the change (the “As Is” state), and the future desired state as destination (the “To Be” state), navigating the transition state (the “In Between” state) from the former state to the later state in an organisation. The intention of the change is to affect a transformation in the character, dynamics, trajectory and/or the future history of the organisation.

Climate Surveys

Our Climate and Culture Survey’s provide a cost-effective yet detailed, accurate and unbiased insight into employee perceptions and perspectives relating to topics from diversity, communication, job satisfaction and commitment, trust in leadership and perceptions of future growth. Such surveys / audits enable employers to open up communication channels between employees and employers - giving employers an opportunity to truly listen to the views of their employees. Our survey’s are not a ‘report card’ but rather serves a ‘roadmap’ for organisations to formalise an employee value proposition that would attract and retain talent

Coaching and Mentoring

Coaching and Mentoring is an important topic in the corporate training and development world today.  It has quickly become a buzz word that everybody is talking about. 

There are different types of coaching that can be distinguished in the market today. 

Business Coaching, which includes executive coaching, deals with assisting management in general business issues, assisting and advising them with the particular challenges they are facing in the corporate world. Business Coaching happens throughout the corporation and is aimed mostly at improving individuals’ business skills. Business coaching can be aimed at increasing performance, for general development or be remedial in nature. 

The second type of coaching is known as Life Coaching.  This is aimed at individuals outside the organisation. It deals with improving a person’s general effectiveness as a human being..

The third type of coaching is Transformational Coaching.  This type of coaching is aimed at the individual within the organisation and deals with facilitating a breakthrough in performance. Here the person as a whole within the social system of work is addressed. Changing paradigms, belief systems and attitudes to the benefit of the person and ultimately the organisation are dealt with.

Individual Coaching provides customized and individualized interventions that can address each candidate’s unique reality and challenges.

Competency Profiling

Competency Profiles are defined as a set of competencies and includes associated behaviours that link directly to the work to be performed, as well as the levels of proficiency for each behaviour. This profile or set of competencies is specific to a job or group of jobs.
With valid, fair and unbiased Competencies Profiles, management can recruit, select, train, develop and reward employees in a manner that is consistent with the strategic vision and objectives of the Company. Therefore, any investment a Company makes in Competencies Profile Development has benefits far beyond the usefulness of the results for employee development purposes.

HR Survival Toolkit

HR Survival Soft Skills Training Offerings

• Achieving Life Balance
• Advanced Interpersonal Communications
• Assertiveness
• Attitude
• Business Writing
• Change Management
• Coaching Skills For Leaders
• Competency Based Recruitment
• Conflict Management
• Developing Positive
• Effective Presentations
• Finance for Non Financial Managers
• Interviewing skills
• Leading Honorably
• Leadership Skills for Women
• Learning to Lead
• Mentoring
• Negotiating Skills
• Performance Management
• Personal Transformation
• Team Building

HR101

Performance Management Implementations
Any organisation exists in order to meet the needs and expectations of a variety of stakeholders. To ensure that the needs and expectations of all these stakeholders are met, the organisation:

• Requires a process for describing these needs and expectations;
• Must define the work that should be done to meet them;
• Should assign this work to people;
• Have a process of evaluating whether this work is being done adequately; 
• Will need to take corrective action where necessary.

Performance Management is a holistic process, bringing together many of the elements which go to make up the successful practice of people management.
Performance Management is the basis for success especially during these most difficult economic times. Success is built around your employees; employees that require effective leadership. Performance management can be the difference between success and failure. It is a tool that makes managers much more effective while developing improved individual employee performance. 

HR policies & procedures development
HR policy development is the process of creating policies to govern all facets of employment within the organisation. Organisations adopt HR policies to adhere to regulatory requirements and applicable laws, optimize overall business and individual employee performance, and maintain employee engagement.

EE Strategy and Workplace Skills Plans
The vision of the current National Skills Development Strategy 2005-2010 (NSDS II) is sustainable growth, development and equity through Skills Development.  The primary objective and underlying rational of the NSDS II is to enhance and encourage people development through skills at three levels: i.e. national, sector and organisational.

Furthermore, the Skills Development Act of 1998 (section 10) introduced the Workplace Skills Plans (WSP) as an important instrument in South Africa's skills development strategy. 

The purpose of the WSP is to describe employers' plans for the training and development of employees in the forthcoming year, based on the analysis of business requirements and the skills needs of current staff. It describes the skills priorities, the education and training programmes that are required to meet and deliver those priorities, as well as the staff who will be targeted for training, indicating the race, gender and disability status of these beneficiaries.

The purpose of the Annual Training Report (ATR) is to report on the delivery of the planned training at the end of the WSP implementation period.

Organisational Design

OD is a complex strategy intended to change the beliefs, attitudes, values, and structure of organisations so that they can better adapt to new technologies, markets, and challenges. OD is neither "anything done to better an organisation" nor is it "the training function of the organisation"; it is a particular kind of change process designed to bring about a particular kind of end result. OD can involve interventions in the organisation's "processes," using behavioural science knowledge as well as organisational reflection, system improvement, planning, and self-analysis.
(Warren Bennis)

Skills Audit

Three (3) key activities take place during a comprehensive Skills Audit.  First of all, an Organisational Audit is conducted to determine the ‘Demand for Talent’ as required by the organisation.  Strategy, Business Objectives, Job Profiles, etc will be studied in order to determine the organisational benchmark pertaining to competencies/skills required. 

Secondly a People Audit is conducted to determine the current ‘Supply of Talent’ within the organisation.  During this phase a People Audit questionnaire/s based on the organisational requirements is designed and administered to employees. 

The discrepancy between the ‘Demand for Talent’ and the ‘Supply of Talent’ is regarded as the Skills Gap. 

Succession Planning

Succession management is playing an increasingly important role in many organisations. However more holistic and strategic approaches often elude both HR professionals and executives. Succession planning enables your organisation to identify talented employees and provide education to develop them for future higher level and broader responsibilities. Succession planning helps you decide where people belong in your organistion.