Strategic Human Capital Consulting

Our Consulting Approach

 

Our engagement with clients typically involves one or more of four different phases:

PHASE 1:
Analysis, 
Feedback & Strategy

PHASE 2:
Designing Appropriate Solutions

PHASE 3:
Implementing & Facilitating Solutions

PHASE 4:
Measuring Impact

PHASE 1, Data gathering & analysis and strategy development, lies at the foundation of our positioning as a true consultancy rather than a product seller.

What do we do in phase 1?

During this phase we would use some of the following to gather the necessary data:
 

  • Consider all relevant organisational data related to organisational strategy as well as culture and human capital strategies, practices and procedures.
  • Organisational (and individual) values / consciousness assessment.
  • Personality (16PF type) assessments.
  • Leadership style assessments.
  • Employee engagement assessments.
  • Structured individual or small focus group discussions with all of senior leadership and a justifiable statistical sample group representing all the various levels and demographic groups among employees.

Typical outcomes of phase 1

Phase 1 provides a quantitative data driven baseline that guides the development of an organisational culture and human capital strategy. Some of the data benchmarked includes:
 

  • The organisational culture, its key components and state of ‘health’.
  • Employee’s overall understanding of and alignment to the organisational vision, mission, values and culture.
  • The values of the organisation as currently experienced and as employees desire it to be. This includes a comparison of the views of different chosen demographics in the organisation (e.g. management vs. employees; different centres etc).
  • General levels of employee engagement and the opinions and contributions of staff as to what they think needs to be done to change this.
  • Strengths, weaknesses, opportunities and challenges (SWOT) identified in the organisational culture and human capital strategies and practices.
  • Senior leadership’s vision, personalities, leadership styles and values.

Typical outputs of phase 1

With the data gathered and based on our findings and analysis we will:
 

  • Prepare a critical evaluation report on the current culture and human capital strategies and practices in your organisation.
  • Give you a considered view as to how these compare with international best practice.
  • Develop an overall framework for a short and medium term Culture and Human Capital Strategy and how to fill the gaps identified.
  • Propose an implementation plan and action steps required.

Immediate benefits of phase 1

The following are some of the immediate direct benefits clients get from this Phase of SHCC’s involvement:
 

  • Our engaging with employees communicates management’s intent and attitude towards them: it says: ‘we take you seriously’, ‘we want to hear what you think’ and ‘you are important to us’.
  • Employees get the opportunity to talk and be heard and in so doing we are already positively impacting the organisational culture.
  • Employees get the opportunity to confidentially raise any fears, concerns about the organisation and its leadership.
  • People are mostly more open to objective thirds and our time spent with employees provides critical objective management information about what is happening on ground level.
  • As employees contribute to the process they are far more likely to buy into and feel part of what is later implemented.

PHASE 2 involves the designing, development or customising of appropriate solutions as identified in phase 1. Examples of what we have done as part of this phase include conceptualising, designing, building and implementing:
 

  • Human capital strategies.
  • Talent management strategies.
  • Organisational culture strategies.
  • Performance appraisal systems.
  • Employee engagement barometer.
  • Diversity workshops.
  • Leadership development programmes.
  • Team development programmes.

PHASE 3 involves the implementation of workshops, coaching and other programmes or systems developed or customised.

PHASE 4 involves reviewing progress and measuring impact through a next level of data gathering and analysis to compare the current position to the baseline established in phase 1 and adjusting current strategies as indicated.