Proactive offers you the opportunity to have a professional HR Consultant providing support in establishing and implementing HR policies in line with organisational strategy and objectives, and more importantly in line with our local legislation.
Our consultants bring knowledge and expertise from both the local and international markets across various sectors to deliver a confidential and professional service in response to your business needs.
Training Needs Analysis (TNA)
We have identified the need for continuous improvement within the company, with an emphasis on developing its people to be better equipped in response to the future business challenges.
Purpose
- To analyze the tasks, jobs, people and skills that your organization relies upon
- To Identify performance and skills gaps
- Develop employees training plan
- Allows time for effective planning of training activities
- Provides a basis for career planning
Training goals
- Identify who needs training and who the experts are
- Facilitate your analysis of the costs versus benefits of training
- Give an opportunity to your employees to participate in their development
- Determining whether training is the real solution to organizational related problems
Methodology
The effectiveness and business performance of an organization depend to a large extent on the quality and effective utilization of its manpower resources. The people employed must possess, acquire and be able to apply the relevant knowledge and skills in view of achieving enhanced performance.
Since the training needs of the organization change over time according to the evolving business environment and new imperatives, these should be assessed at regular intervals.
Thus, there is a need for a systematic approach to training (SAT) and for developing a strategic training process.The systematic analysis of training needs provides a focus and direction for the investment that an organization must make on its human capital.
The training needs will be analyzed according to the following three levels.
Techniques
In the course of this assignment, we will use the following techniques and methods to identify the training and skill needs of your employees.
- Understanding the business and the underlying issues as well as the future challenges
- Training history for the past year
- Job descriptions
- Design and development of the TNA questionnaire
- Piloting of the Questionnaire (optional)
- Scheduling of structured and in-depth personal interviews supervisors/managers
- Extracting data (PDP) from the PMS – if this information is available
- Skills gap analysis
- Questionnaire and survey administration with sampled employees (individual interviews)
- Data inputing, analysis, interpretation and reporting
Deliverables and Administration
The TNA will be carried out by the HR Consultant of ENGAGED SOLUTIONS LTD on your premises.
The estimated project duration is 1 ½ month, but this may be subject to change based upon the total number of employees and number of jobs.
Our deliverables are:
- A comprehensive Training Needs Analysis report
- An action plan for your Learning and Development needs over 6 months
Performance Management System (PMS)
Performance Management is about establishing a culture in which individuals and groups take responsibility for the continuous improvement of business processes and of their own skills, behaviour and contributions to consistently produce quality outcomes. More than just annual reviews, it is about sharing strategic expectations and priorities through ongoing two-way dialogue between managers and employees.
We train and provide delegates with the essential skills and knowledge to manage and motivate other people to achieve their best performance.
Target Audience
With the above information in mind, our course on Unlocking Potential through Performance Management is ideal for managers who have performance coach responsibilities (evaluating and managing others’ work) and need to help people achieve their potential.
What will we cover?
- Understand the link between effective performance management and business results
- Monitor and measure performance against agreed goals
- Run regular appraisal meetings to encourage staff to reach agreed goals and pick up any development opportunities
- Confidently deal with difficult performance issues positively for all involved
- Recognize when to give formal and informal motivational feedback
Learning Outcome
- The value of performance management
- Managing and motivating for individual performance
- Managing underperformers
- Personal development plan
HR Audit
A vast number of organizations are recognizing the importance and strategic value of having a Human Resources business function. Establishing HR practices is the first step, however, understanding what it means to have effective and efficient HR procedures is the key to successfully managing your people. This requires a careful evaluation of the business context and appropriately aligned HR policies which guide the employee life cycle.
Purpose
The HR Audit will allow business leaders to It is a comprehensive method to:
- Ensure the effective utilization of the organization’s human resources
- Review compliance in relation to administration of the organization
- Instil a sense of confidence in management and the human resources function
- Maintain or enhance the organization and the department’s reputation in the community
- Perform “due diligence” review for shareholders or potential investors/owners
- Establish a baseline for future improvement of the function
Our methodology
Our audit involves systematically reviewing all aspects of human resources in a checklist fashion:
- Identify goals, assemble team, and devise timeline for completion
- Gather and analyse all HR procedures
- Make recommendations on HR procedures
- Validation of recommendations with HRM
- Submission of an HR manual with procedures
Deliverables
- Audit report with benchmarks
- Recommendations
- HR Manual
Talent Assessment
We offer the most comprehensive talent assessment on the market, with tools adapted to every type of profile, HR challenge and organization.
Our unique approach to talent assessment offers you a complete overview of people’s potential and a precise match with the job positions and required skills. Through our association with Central Test, we offer our tests for the following purposes:
- Hiring
- Promotion
- TNA
- Succession planning
- Downsizing/ Rightsizing
Outplacement
When an organization makes the tough economic decision to lay off employees, any assistance the company provides is appreciated. Our outplacement service is intended to help employees find work or start a new venture following a layoff, or job loss.
Departing employees, in fact, may choose from one of our three streams:
- Back to Market
- Reskilling
- Entrepreneurship / Freelancing
This service is refundable by the HRDC, as long as the people are still in employment at the time of the training.
Human Capital Plan
Whilst most firms have an in-house HR Admin team, they may not necessarily have the right resources and experience for designing and implementing a working Human Capital (HC) Plan.
The HC Plan is an important tool that organizations use to drive focused actions that can ensure goal achievement and business success, in line with their vision, mission and goals.
Challenges such as having capable leaders, building workforce skills, driving high performance, and ensuring retention of top talent can be addressed through effective HC planning. Our Senior HR Consultants will establish a framework of policies, practices, and actions that guide your efforts in meeting these workforce needs.
Do you need our services ?
