Consulting Services

Human Resourcement Development

A.Change management -- working with departments, committees and other groups to help them plan and implement significant changes in their organizations such as work reorganization or moves and space changes.

Change management is a set of ideas, strategies, and skills that can be applied to engage change effectively. These may be applied

• in planning for change
• in implementing change
• in supporting continuous improvement following change
• What kinds of change benefit from using change management?
• Change management methods may be applied to any type of organizational change, including departmental mergers, technology implementation, creating team-based organizations and professional development. It may be helpful to think about change management methods on two levels:
• The first level of change managementis generic enough to apply to any type of change, whether it's the creation of a new department or the implementation of a new technology. At this generic level, change management methods are mostly targeted at understanding the human response to change and creating effective strategies for engaging people to achieve change.
• The second level of change managementincludes methods that are specific to a particular change. For example, in technology implementations, specific actions include establishing and communicating the business case for change, ongoing relationship building, communication and training for affected staff, redesigning business processes, and creating and sustaining groups to manage the project. While some of these activities apply to other types of change, this collection forms a boilerplate for technology implementation

  B.Group problem solving -- helping a group identify a key issue, gather information about it, and outline decisions or action plans needed to address the issue. 

• Talent Management -– helping managers assess their department's workforce so that the right people are in the right roles with the right set of skills at the right time.

 

Retaining and Developing the Workforce- Looks at the manager's role in development planning and conducting development discussions. It includes tips on understanding the development needs of different generations in the workforce.

Learning and Development Strategies - Helps managers identify learning opportunities in the workplace including training, peer learning, and on-the-job assignments.

C.Talent Management and Workforce Planning - Provides an overview of how to manage talent by conducting a department needs assessment and inventorying the workforce capabilities in the department.

• Meeting design and facilitation -- working with clients to help them plan an agenda, stay with the agenda, and discuss issues effectively.
• What is Meeting Design and Facilitation?

Meeting Design is the deliberate act of planning and preparing for meetings ahead of time, which follows a process and includes certain key elements. Meeting Facilitation is the conscious act of guiding the meeting process so that it stays on course, to make sure everyone participates, and to reach the agreed-upon meeting goals.

• Team development -- helping a team to develop its ability to work more effectively together.

Teams share a commitment to a common purpose, mission and goals and work in an environment of mutual accountability. Successful teams develop effective group process, using ground rules and norms to promote effective interpersonal communication. Teams go through recognizable stages of development, with distinct characteristics in each phase. Every project group or work unit is not a team. 

• Business Process Redesign -- working with a group to analyze the current way of doing a specific piece of work to determine whether there is a better way to design how the work gets done. 
• Customized Training -- working with a group to develop or renew knowledge, skill or values relative to a group goal.