"Jennifer
is a results-oriented professional with a track record of exceeding
expectations!" - M. Vivien
Human Resources Consulting
Leading Org Solutions offers a variety of human resources solutions that are fully customizable based on your company's needs. Contact us for a consultation.
Human Resources and Talent Strategy Development
In
this economy, it is critical to have a forward thinking vision translating
into an innovative human resources strategy aligned with your company's
goals and objectives. After all, our people are what make our companies
successful! In our current economy, organizations are faced with rapid
change and the need to develop a more focused and coherent approach
to managing their most critical asset - talented people.
In the same way that companies and businesses require marketing, corporate,
or IT strategy, companies should require a people, talent or human
resources strategy. Most would argue that the human resources strategy
is the most critical.
We can help you develop a "people-centered" human resources strategy that helps you to identify the kinds of people you need to manage and run your business and the people programs and initiatives that need to be designed and implemented in order for your company to be able to attract, develop and retain staff to compete effectively in this economy.
We help you by concentrating on four key dimensions within your organization that ultimately support your strategic business objectives:
1.) Culture - the values, norms/beliefs and management style of your organization.
2.) Organization - the structure, jobs and organizational structure/reporting lines, key business drivers.
3.) Talent - staff potential and succession planning, management capability and skill levels.
4.) HR Systems and Processes - employee selection, communications, career development and training.
Strategic Solutions for small to medium-sized companies:
Human Resources Strategic Development - tied to your Strategic Business Objectives.
Talent Management Strategic Development - tied to your overall human resources and business objectives focusing on recruitment, training and development within your organization.
Customized Management and Employee Training - change and transition management, manager and new employee on-boarding and orientation, "managers as recruiters" training, other related training can be designed to meet your company's specific needs and challenges.
Change and Transition Management Workshops
When companies undergo an organizational change, whether it is due to a corporate reorganization, work moving to other countries or off shoring, mergers or acquisitions, changes to or new executive leadership, new employee orientation as a transition into your company's culture, or other company related changes, often times, there can be resistance among employees. This is because people react to change emotionally. Change is what happens externally; transition is what happens internally. Transitions are the internal processes that accompany change.
The
smaller the company, the more important it is to recognize this. It
only takes one person to feel that things were better they way they
were to slow down the process of change. Regardless of whether the
change is welcome or not, understanding the process of transitions
is vital to making change smoother. Resistance comes from not acknowledging
the process, lack of systematic and candid internal communications,
or poor planning or management. Whether the change is on a corporate
or individual level, understanding how transitions accompany change
and what to expect prepares a fertile ground for successful change.
We offer:
Customized Facilitator-Led Workshops - designed around the needs of the participants to deepen their understanding of the transition process, explore their own ideas about change and provide helpful tips to accomplish successful transitions.
Facilitated Train-the-Trainer Workshops - to certify internal company-selected facilitators to lead the Transition Workshop within their company.
Recruitment Process Re-Engineering and Cost Efficiencies
Recruitment should be viewed as a strategic business process, similar to how IT, marketing and finance are viewed within an organization, which connects candidates who need what you, as a company, have to offer and who possess the skills and aptitude to accomplish your business goals and objectives. Companies need to consider the results of their recruitment or staffing process. How you recruit can directly impact several areas, such as employee morale, productivity, motivation, respect, retention, and quality of service.
Recruitment, as a human resource management function, is one of the activities that impact most critically the performance and reputation of an organization. While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement, it is taking a long time for companies to identify and implement new, effective hiring strategies. In some areas, existing laws inhibit change; in others, the inhibiting factor is managerial inertia.
We offer:
Recruitment Organization Assessment - to help you review your current recruiting and staffing practices, staff and process. This assessment can be used to develop your recruitment strategy as part of your human resources strategy to ultimately support your overall business strategy.
Cost Efficiency Review - to help you identify cost saving opportunities within your recruiting department. Did you know that there are government tax credits available to you? Have you wondered how you could decrease your overall recruitment costs by outsourcing work or hiring contingent labor? We can support you in making this critical business decision.
Recruitment Process Development - we can help you develop a comprehensive recruitment process and supporting implementation strategy.
Human Resources Consulting
Leading Org Solutions offers a variety of human resources solutions that are fully customizable based on your company's needs. Contact us for a consultation.
Human Resources and Talent Strategy Development
In
this economy, it is critical to have a forward thinking vision translating
into an innovative human resources strategy aligned with your company's
goals and objectives. After all, our people are what make our companies
successful! In our current economy, organizations are faced with rapid
change and the need to develop a more focused and coherent approach
to managing their most critical asset - talented people.
In the same way that companies and businesses require marketing, corporate,
or IT strategy, companies should require a people, talent or human
resources strategy. Most would argue that the human resources strategy
is the most critical.We can help you develop a "people-centered" human resources strategy that helps you to identify the kinds of people you need to manage and run your business and the people programs and initiatives that need to be designed and implemented in order for your company to be able to attract, develop and retain staff to compete effectively in this economy.
We help you by concentrating on four key dimensions within your organization that ultimately support your strategic business objectives:
1.) Culture - the values, norms/beliefs and management style of your organization.
2.) Organization - the structure, jobs and organizational structure/reporting lines, key business drivers.
3.) Talent - staff potential and succession planning, management capability and skill levels.
4.) HR Systems and Processes - employee selection, communications, career development and training.
Strategic Solutions for small to medium-sized companies:
Human Resources Strategic Development - tied to your Strategic Business Objectives.
Talent Management Strategic Development - tied to your overall human resources and business objectives focusing on recruitment, training and development within your organization.
Customized Management and Employee Training - change and transition management, manager and new employee on-boarding and orientation, "managers as recruiters" training, other related training can be designed to meet your company's specific needs and challenges.
Change and Transition Management Workshops
When companies undergo an organizational change, whether it is due to a corporate reorganization, work moving to other countries or off shoring, mergers or acquisitions, changes to or new executive leadership, new employee orientation as a transition into your company's culture, or other company related changes, often times, there can be resistance among employees. This is because people react to change emotionally. Change is what happens externally; transition is what happens internally. Transitions are the internal processes that accompany change.
The
smaller the company, the more important it is to recognize this. It
only takes one person to feel that things were better they way they
were to slow down the process of change. Regardless of whether the
change is welcome or not, understanding the process of transitions
is vital to making change smoother. Resistance comes from not acknowledging
the process, lack of systematic and candid internal communications,
or poor planning or management. Whether the change is on a corporate
or individual level, understanding how transitions accompany change
and what to expect prepares a fertile ground for successful change.
We offer:
Customized Facilitator-Led Workshops - designed around the needs of the participants to deepen their understanding of the transition process, explore their own ideas about change and provide helpful tips to accomplish successful transitions.
Facilitated Train-the-Trainer Workshops - to certify internal company-selected facilitators to lead the Transition Workshop within their company.
Recruitment Process Re-Engineering and Cost Efficiencies
Recruitment should be viewed as a strategic business process, similar to how IT, marketing and finance are viewed within an organization, which connects candidates who need what you, as a company, have to offer and who possess the skills and aptitude to accomplish your business goals and objectives. Companies need to consider the results of their recruitment or staffing process. How you recruit can directly impact several areas, such as employee morale, productivity, motivation, respect, retention, and quality of service.
Recruitment, as a human resource management function, is one of the activities that impact most critically the performance and reputation of an organization. While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement, it is taking a long time for companies to identify and implement new, effective hiring strategies. In some areas, existing laws inhibit change; in others, the inhibiting factor is managerial inertia.
We offer:
Recruitment Organization Assessment - to help you review your current recruiting and staffing practices, staff and process. This assessment can be used to develop your recruitment strategy as part of your human resources strategy to ultimately support your overall business strategy.
Cost Efficiency Review - to help you identify cost saving opportunities within your recruiting department. Did you know that there are government tax credits available to you? Have you wondered how you could decrease your overall recruitment costs by outsourcing work or hiring contingent labor? We can support you in making this critical business decision.
Recruitment Process Development - we can help you develop a comprehensive recruitment process and supporting implementation strategy.