Preview

dddddd

Powerful Essays
Open Document
Open Document
1046 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
dddddd
Ways HR Consulting Ltd
1 Portland Street
Manchester, M1 3BE
T. 0870 890 9882
F. 0871 431 0655
E. enquiries@wayshrc.com

xxxxx Council
Workforce Planning for the xxxxx HR Function
Consultancy Proposal xxxxx Prepared for: xxxxx xxxxx xxxxx xxxxx xxxxx Tel: xxxxx / E: xxxxx

Prepared by:
Paul Robertson, Head of Practice and Managing Director
Ways HR Consulting Ltd
Tel: 07841 804 563 / E: paul.robertson@wayshrc.com

wayshrconsulting.com
Your Reward, Development and Performance Partner with services in: Assessment and Development • Career Management • Coaching • Competency Based Interviewing
Competency Frameworks • Customer Satisfaction • Employee Engagement • Equal Value Compliant Pay • HR Effectiveness • Independent Job Evaluation • Job Family Modelling
Leadership Development • Outplacement • Performance Management • Recruitment Management • Reward Strategy • Salary Benchmarking
Ways HR Consulting Ltd Company number: 6037386 / VAT number: 910 015 880

Contents
1.

Introduction...................................................................................................3

2.

Proposed assistance....................................................................................3

4.

Cost proposal................................................................................................5

5.

More information...........................................................................................5

wayshrconsulting.com
Your Reward, Development and Performance Partner with services in: Assessment and Development • Career Management • Coaching • Competency Based Interviewing
Competency Frameworks • Customer Satisfaction • Employee Engagement • Equal Value Compliant Pay • HR Effectiveness • Independent Job Evaluation • Job Family Modelling
Leadership Development • Outplacement • Performance Management • Recruitment Management • Reward Strategy • Salary Benchmarking
Ways HR Consulting Ltd Company number:

You May Also Find These Documents Helpful

  • Good Essays

    Qlt1 Task 1

    • 1178 Words
    • 5 Pages

    In view of the discussion above, the following recommendations are made regarding actions that could be taken to manage (1) job related attitudes and job satisfaction and organisational commitment (2)motivation of the people identified in the case and (3) what actions could be taken to build a high performance team in the case.…

    • 1178 Words
    • 5 Pages
    Good Essays
  • Satisfactory Essays

    Coaching stresses on teaching shorter-term job related skills, mentoring on assisting employees find longer-term career risks. Coaching and mentoring involves both analytical and interpersonal skills. They need to do an analysis because it’s ineffective to instruct an individual if you do not know what the problem…

    • 47 Words
    • 1 Page
    Satisfactory Essays
  • Good Essays

    Unit 16 p5

    • 459 Words
    • 3 Pages

    For your final task in your new role as recruitment consultant of ‘Dave’s Management’ you have been asked to investigate and write a report on how different organisations measures and manages the performance of their employees.…

    • 459 Words
    • 3 Pages
    Good Essays
  • Better Essays

    The assignment for this week focuses on the team’s understanding of the goals and objectives of training program development and delivery. Team C summarizes the following highlights of this week’s discussions: determining organizational development theories and applications; differentiating between mentoring and executive coaching; identifying the major components of employee training; and comparing career development strategies.…

    • 1064 Words
    • 4 Pages
    Better Essays
  • Powerful Essays

    SHC 52 complete assessed

    • 2856 Words
    • 9 Pages

    Job satisfaction and personal and professional development are some of the motivators behind improving your knowledge and practice, building up self esteem and confidence, and the suitability for career progression.…

    • 2856 Words
    • 9 Pages
    Powerful Essays
  • Better Essays

    This article is a brief discussion about Traditional Job Analysis (TJA) and Competency Model (CM). It points out major differences and fundamental goals of two approaches by the HR. The article provides ways in which TJA combined with CM can help an organization to achieve strategic objectives by directing employee behavior. The article further highlights that CM links results to business goals which is not the case with TJA approach. In addition, TJA is more methodological in terms of data collection, level of detail, assessment of reliability of results and documentation of research process. The author maintains that TJA and CM supplement each other and they are best applicable when they co-exist in Human Resource Application. Three important points of this article are:…

    • 1180 Words
    • 5 Pages
    Better Essays
  • Best Essays

    This report was generated to assist American Express in visualizing how the use of internal recruitment to fill vacancies of higher-level positions by linking the staffing, performance management, and compensation plans. How these links can further strengthen the organizational culture by being internally aligned with the vision of employing the most superior and dedicated staff. The research findings will show that when an employee has a clearly defined career path, they inevitably become more dedicated and motivated to achieve common company goals and standards.…

    • 3971 Words
    • 16 Pages
    Best Essays
  • Powerful Essays

    References: Fink, L.S. and Longenecker, C.O. "Training as a Performance Appraisal Improvement Strategy," Career Development International, 1998.…

    • 1784 Words
    • 8 Pages
    Powerful Essays
  • Best Essays

    Brewster et al (2000). World federation of Personnel Management Association: HR Competencies and Professional standards. Available from: http://www.cpm-bk.ch/de/pdf/hr_competencies.pdf [ Accessed 6th December 2012] CIPD (2010) Quarterly Survey Report.Labour Market Outlook (1) 6-8 Garavan, T and McGuire, D (2001) Journal of Workplace learning. Competencies and work place learning: some reflections on the rhetoric and the reality. 13 (4) 148-149. Grossman,R (2007) HR Magazine: New competencies for HR. Available from: http://www.powerfulwords.co.uk/sample-assignments/management/hr-ethics-revision.php http://www.shrm.org/Publications/hrmagazine/EditorialContent/Pages/0607grossman.aspx [Accessed 30th November 2012]…

    • 2377 Words
    • 68 Pages
    Best Essays
  • Powerful Essays

    Performance and Reward HR

    • 2290 Words
    • 8 Pages

    Armstrong and Barron (1998) describe Performance Management as “a process that contributes to the effective management of individuals and teams to achieve high levels of organisational performance”. One of the key purposes of Performance Management for the organisation is to identify talent and ensure that suitable development opportunities are available for the employee so they are able to reach their potential. For example, companies may undertake ‘Succession Planning’ and run ‘Emerging Talent’ programmes, ensuring that potential future leaders are equipped with the skills they need to drive the company forward. As well as high performers, Performance Management is also used to manage ‘under-performers’ within the organisation. By clearly defining expectations between manager and employee, the performance management process allows managers to highlight and monitor poor performance.…

    • 2290 Words
    • 8 Pages
    Powerful Essays
  • Better Essays

    Performance Management

    • 58501 Words
    • 235 Pages

    The basis of performance management Performance management defined 1; Aims of performance management 2; Characteristics of performance management 3; Developments in performance management 4; Concerns of performance management 5; Understanding performance management 6; Guiding principles of performance management 9; Performance appraisal and performance management 9; Views on performance management 10; Performance management and the psychological contract 11; The process of performance management 12 The process of performance management Performance management as a process of management 15; The performance management cycle 16; The performance management sequence 16; How performance management works 16; Performance management activities 18; Performance management in action 19 The practice of performance management IRS, 2003 35; Lawler and McDermott, 2003 36; Chartered Institute of Personnel and Development, 2003 37; e-reward, 2005 39…

    • 58501 Words
    • 235 Pages
    Better Essays
  • Powerful Essays

    Selection and Recruitment

    • 5949 Words
    • 24 Pages

    Lawler, E. (1994). From Job-Based to Competency-Based Organizations. Journal of Organizational Behaviour, 15 (1), 3-15.…

    • 5949 Words
    • 24 Pages
    Powerful Essays
  • Good Essays

    Talent Management and Development: to provide different types of training , as well as succession planning ,career planning and, performance management…

    • 840 Words
    • 4 Pages
    Good Essays
  • Best Essays

    Training Design

    • 16519 Words
    • 67 Pages

    * The skills shortage challenge is a global phenomenon and staff retention is a critical factor in the competitiveness and service delivery of all companies. According to Professor Frank Horwitz (the Director of the UCT Graduate School of Business), personal growth and skills development are by far the most important drivers of attrition globally. In the National Remuneration Guide (released by Delloite), it was evident that most South African workers quit their jobs because of a lack of career advancement and effective utilization of their knowledge and skills. Personal growth can be offered to staff members in the forms of training, mentoring, coaching and personal development plans for employees.…

    • 16519 Words
    • 67 Pages
    Best Essays
  • Good Essays

    JCM model

    • 602 Words
    • 2 Pages

    Greenburg (2010) defines the job characteristics model as an approach to the job enrichment of employees. The model contained five core job dimensions that produced critical psychological states that in return lead to beneficial outcomes for individuals and their organizations. Work on the theory began around 1960 and the final draft was presented in 1980 in the book “Work Redesign” written by the designers of the model Greg R. Oldham and J. Richard Hackman. Hackman and Oldham (1975) designed two instruments to help with the implementation and proof of the theory. The first was the Job Ratings form which was designed to access the job characteristics of an organization from the viewpoints of external observers. The second was the Job Diagnostic Survey and it was used as a direct measure of the employee’s perception of the five crew characteristics, their psychological states, their Growth Needs Strength and outcomes.…

    • 602 Words
    • 2 Pages
    Good Essays

Related Topics