h2hr

To fully engage key stakeholders in clearly articulating the direction of the whole business or a particular area within it and to have a strong foundation of all other aspects of business planning.

These may vary for different teams and will reflect where they currently are. They may include:-

• Purpose
• Vision
• Mission
• Strategic Goals
• Values

The outputs provide real clarity of what is important and valued in the business.  This enables effective prioritisation and can be really helpful in preventing us from being “busy fools”

We recently worked with the leadership team of a Company who lead their field in the fishing tackle business.  The activity enabled us to draw on the rich experience the different team members had and we worked together to define a clear picture on how they would achieve their vision and this provided a strong foundation for more detailed annual business planning and performance management.

From the Company perspective we help you to determine how to optimise the contribution and performance of your people.  We also ensure you look at this from the perspective of your employees and consider what makes this a great place to work so that your employees are motivated to support your business goals and perform well.

A people strategy document that has some clear messages about your philosophy towards your employees and will present clear, crisp goals in the following areas:-

• People Values
• Organisation Shape (Roles and Accountabilities)
• Organisation Development (how we work well together)
• Resourcing (how we get and keep the best!)
• Managing High Performance (optimising contribution)
• Employee Engagement
• Reward and Recognition
• Learning and development (a learning culture and staying ahead)

A clear people strategy will ensure that your employment costs are well invested in the first instance.  This clarity will also enhance your ability to retain your employees, offer career growth and align people to deliver business performance.

We worked with the Human Resources team in a major business unit of a large PLC in the defence sector.  Some elements of the people strategy were already in place but the delivery of all the stated goals seemed like an unachievable task.  We worked with the team to identify what the key challenges were to deliver business performance and subsequently channelled effort and energy in the right places.  By challenging the rationale for other activities that they were busy with, they were also able to stop some non value added work and focus on key areas.

h2hr “supported us to ensure we worked to timescale… steered the meetings appropriately when we were not focussed enough and ensured that we got a meaningful result”

To align the organisation design to the business strategy thus giving the business a pathway to deliver their vision.

Engagement of key stakeholders will ensure that the a valid organisation design is facilitated by one of our experts.

• Engagement and buy in before and roles and/or vacancies are advertised
• Clear organisation design criteria that lead to performance
• Overall shape of the organisation with key principles underpinning it
• Detailed design of specific roles and key accountabilities

Depending on the history of the organisation this can be many things but payback can be identified in some of the following areas:-

• Elimination of “silos”
• More effective working across teams
• Focussed recruitment
• Retention
• Identification of non value adding roles and transfer of expertise to more appropriate roles
• Increased motivation as people can identify their tangible contribution to the bottom line

Our client operates in the offshore oil and gas sector and has an exciting programme of growth. The organisation design activity enabled the team to focus on their vision, mission and strategic goals and design an organisation that facilitates growth and build on optimises their current strengths including innovation, product integrity and manufacturing.

“We were most satisfied with the closeness of Susan to the business and her willingness to support activity not in her field”

To develop a recruitment process that ensures you operate within the law as well as determining the most appropriate approach for your business

You may need support across the whole spectrum of activity or just in certain parts of it – either way we are happy to help.

• Role Definition
• Person specification
• Recommendations for Candidate search
• Definition and facilitation of the selection process including:-
  • Interview skills training
  • Assessment Centres
  • Psychometric Testing
  • Competency Based Interviews
  • Decision process
• Candidate Feedback
• Induction Process
• Interview Skills Training

By conducting a fair and two way recruitment process you should see tangible results in your attraction and retention figures, thus limiting further cost exposure.

Our clients had a detailed and robust recruitment and selection process and had outsourced much of the administration to a third party.  The remaining internal responsibility was with their management teams to conduct effective competency based interviews to support a major recruitment campaign.  The Managers were anxious about conducting interviews due to recent changes in legislation as well as a lack of personal experience.  We designed and delivered an exciting interview skills programme that equipped them to use their own process well and grew their confidence by practising interviews with professional actors/role players and receiving constructive feedback.

“Nobody should be allowed to interview unless they have been on this module.”
“One of the best courses I have been on.”
“Well presented course.”
“Good pace, ideas put into practice and felt relaxed in the environment.”
“A very good course which I will strongly recommend to my colleagues.”
“Good fun and good learning”

Delegate ratings = sample size 90 delegates
Excellent 62% Good 38% Average 0% Poor 0%

To ensure a legally compliant and appropriate contract and terms and conditions are compiled for your business

This may be a check through and build on what you already have or new documents for your business

• Contract of employment
• Terms and Conditions
• Employee Handbook with details of key procedures (E.g. Discipline & Grievance; Absence management etc.)
• Identification and documentation of expectations and performance objectives (possibly linking in to an appraisal process)

• Time saving (clarity up front avoids wasted time over ambiguity)
• Cost avoidance (legal compliance to avoid tribunal costs)
• Strong foundation for performance and expectation management (on behalf of the Company and the Employees)

We work with a broad range of clients, but this service is often aimed at small to medium size enterprises who do not have their own HR support. We enjoy working with Companies who are growing and need support through the phase of recruiting their first employee.

Being a sole trader and having had no previous experience in recruiting, employing my first member of staff was initially quite a daunting task for me. h2hr helped me every step of the way – they made sure my contract was correct and advised me on how best to support a member of staff to allow them (and myself) to develop and flourish. Both my employee and myself have felt reassured that everything has been undertaken properly, and have found the whole experience to be extremely rewarding. Growing the company has proved to be a very positive decision.