DEVELOPS CORE BUSINESS
Our belief is that for HR interventions to be effective they have to support the core activities of well run organisations. They cannot be add-ons that don't reflect people's concerns and day to day experience of their jobs. They need to support planning, goal setting and performance management. They should also gauge staff satisfaction and organisational culture. To do this, interventions need to deal with more specific information than high level psychometric labels, and meet the specific goals of those affected. A good intervention supports:
- Senior managers, who need to manage risks, and make high level plans
- Middle managers, who need to know plans are on track and set projects
- Staff, who need to know, and say, whether plans are achievable, and what they need to implement them.
Our approach is designed to do the above and also:
- Encourage employees to manage their own career, develop their skills, and to be motivated.
- Enable employers to see ways of matching personal and organisational goals - it provides a basis for organisations to work with their employees.
- Help organisations retain and motivate staff, and work as a group.
- Provide comprehensive, aggregate information on how staff, or groups of staff, see the organisation heading. Differences between groups can be compared, such as between teams, or managers and other staff.
- Lead directly to planning and performance management.
