Human Resources Consulting

You may be a small start-up, a company that’s growing, or an organization that needs to evaluate or redesign key human performance functions. Our consulting services allow you to put foundational human resources systems into place or to make changes to systems already in place. We’ll help you to see your organization from a big-picture view, define performance needs or problems, and we’ll present recommendations for moving forward on your own, with our services, or utilizing human resources outsourcing services.

Organizational Development

Organizational Development (OD) is a strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges. It’s a particular kind of change process designed to bring about a particular kind of end result. OD involves organizational reflection, system improvement, planning, and self-analysis.

There are many approaches to OD. We take an organizational performance approach, which comprises the actual output or results of an organization as measured against its intended goals and objectives.

Staffing Strategies

Determine if your current organizational structure is effective to meet your goals, or put a strategy in place that achieves your objectives for reorganization, increasing workforce efficiency, or expanding your staffs.

Job Description and Competencies

Once you’ve defined the performance areas of your organization and designed a staffing model, it’s important to put standards and definitions into place. These construct and inform the expectations for performance by workers and managers responsible for workgroup outcomes.

Performance Management Systems

Performance measurement is the process of assessing progress toward achieving predetermined goals, while performance management is building on that process, adding the relevant communication and action on the progress achieved against these predetermined goals (Bourne, Franco, & Wilkes, 2003). A performance management system will include defined goals and standards, observable or measurable behaviors and outcomes to support the goals and standards, and a process for reviewing tracked performance against goals, then adjusting goals or setting development objectives to align performance.

Compensation and Incentive Systems

As part of your overall performance management system, it is important to consider the impact of compensation and rewards as motivators or de-motivators of performance. A well-designed system will reward and recognize positive achievement and support actions and behaviors expected by the organizational culture. Compensation and rewards include monetary and non-monetary incentives.