Strategic HR

In every aspect of business planning is essential and HR is no exception. A HR strategy that is in line with the organisational strategy, provides focus and direction in terms of performance and highlights areas that require attention. By developing and implementing HR plans that reflect and integrate systems and practices throughout the organisation, the workforce is supported to reach the goals and achieve results. Whether you are going through a transition or seeking to change the culture of the organisation. Irwin HR can assist and guide you to develop, communicate and implement a HR strategy for your organisation.

Organisations require a range of reports. These include annual reports, which illustrates growth and improvements made, offers a method of comparison and supports the development of future plans. In some instances, reports are required in response to a certain situation or aimed at a speci”c audience. Some organisations may “nd developing a comprehensive and well written report challenging. We can eliminate the burden by providing additional capacity, skill and expertise to produce reports supported by research and analysis.

The benefits of an effective performance management system in terms of increased motivation, job satisfaction and improved performance is clear. This continuous process provides a framework to manage human resources effectively, promote and support governance, accountability and good management practices. The success or otherwise of any performance management system depends on the line manager. Often managers demonstrate a reluctance to engage and communicate effectively with employees, fail to set goals, targets or expectation and avoid giving feedback. This is a missed opportunity for developing employees and keeping them motivated that affects the organisations outcomes and outputs. Irrespective of whether you seek to implement change, in#uence culture, improve quality, increase productivity optimise results or develop employees, Irwin HR can work with you to develop this strategic tool and train managers how to manage the process effectively for the best results.

Managing talent effectively means striving to attract, develop, engage and retain individuals identi!ed as being of most value to the organisation. A talent management strategy illustrates the approach adopted to managing employees throughout their life cycle within the organisation. Managing your talent pool effectively leads to a high performing and learning environment, cultural change, diversity and succession planning for key positions. The future of your organisation is too important to leave to chance so let our team help you to develop the right strategy to meet your needs.

Although conflict is inevitable and cannot be avoided, it can be the catalyst for positive change and innovation. How conflict is managed will influence the outcome and the long-term impact on the relationships of the parties involved. Mediation is an effective method used to deal with issues and disputes that has caused conflict. An objective mediator facilitates and supports parties to work together, negotiating and agreeing a sustainable solution. This flexible and adaptable approach assists parties to communicate effectively, demonstrate respect for each other and develop effective working relationships going forward. There are several ways to improve how con#ict is managed, that can be undertaken separately or together. These include: –

• Improve managers competency through training in manage conflict
• Develop and implement an in-house mediation service to deal with conflict
• Engage an experienced external mediator to work with parties in conflict

We will advise you on the best option for your organisation and support you in implementing your decision.

Coaching is now accepted as an effective tool used to develop leadership and people skills and to improve the performance of managers and/or their teams. The benefits of coaching can be achieved on an individual or team basis, through setting goals and objectives, developing actions plans and increasing self-awareness necessary to make behavioural changes to achieve the required results. Equally, managers can develop their coaching skills to engage with and support their staff to achieve results and to create the desired culture. Organisations can capitalise on the bene!ts of coaching by: –

• Developing an in-house coaching programme through training internal coaches
• Engaging external experienced coaches to assist management to increase performance
• Improving communication and performance by training managers in coaching skills.

The model you choose to select depends on the size and requirements of your organisation. We can advise you on the most appropriate coaching model and support you in the design, development, implementation and delivery of a coaching programme that is !t for purpose.

There may be times where leaders, managers and employees find themselves in unfamiliar situations and need the advice and support of a mentor. Having access to a mentor with experience, knowledge and skill, who acts as a role model and can offer advice, guidance and direction can prove beneficial to mentees. A mentoring programme in an organisation can be used for a variety of reasons, including: –

• Part of the on-boarding process for new employees
• Maximise development opportunities for employees for continuous professional development
• Retaining employees by improving job satisfaction, through motivating and engaging with employees.
• Develop future leaders and support succession planning

The reason for providing mentoring will determine how mentoring is developed and delivered within an organisation. We can assist you in designing, developing and implementing a mentoring programme for your organisation, or by providing you with an external mentor.

Greater results are achieved where cohesive teams exist and team members support each other towards achieving common goals. All too often dysfunctional teams are caused as a result of a lack of leadership, inappropriate people management, poor work-based relationships, conflict and team dynamics. We can help your team overcome these diffculties, work together more effectively, achieve greater results, improve relationships, enjoy work and improve wellbeing.

Creating a work environment where employees are emotionally connected and committed to the organisation generates greater organisational success as employees make additional effort. Disengagement can have devastating effects for employees and the organisation. We can assist you to develop an employee engagement strategy tailored to your needs and prevent negative consequences for your organisation.

How employees feel about work not only affects their wellbeing, it has an impact on job satisfaction, engagement and productivity. Focusing on employee wellbeing bene!ts employees and the organisation as a whole, through: –

• Improving recruitment and retention
• Decreasing absenteeism
• Increasing productivity

We can assist you to develop a health and wellbeing strategy with initiatives that are appropriate to your setting, that will improve employees’ wellbeing and be more effective.

How organisations are designed to support strategic goals, it vital for success. As organisations evolve and grow change may be necessary, as what worked in the past may no longer be appropriate. The process of organisational design, aligns the processes, structures and systems with the organisations aims, with a view of increasing efficiency and effectiveness and improving results. Our specialists will assess your current design, how it operates and aligns to your strategy and make recommendations on future design to achieve greater efficiencies and results. Once agreed, we assist in implementing these changes within your organisation or business.

Change is inevitable as organisations continually evolve and transform to achieve objectives. Managing change involves a formal process of identifying, assessing, reviewing, approving and introducing changes. All too often changes made are not embedded and are not sustained over time. We provide support and assistance in planning and implementing an e”ective change management process, that will result in greater success and sustained change through: –

• Planning and coordinating the implementation of new processes, systems, structures, work practices or policies that are necessary at a particular point in time.
• Involving key stakeholders and managing those involved in the change to create buy and minimize resistance, resulting in commitment as opposed to compliance.

Planning is fundamental to the success. It facilitates the identi!cation goals, management of risk, opportunities for improvement, appropriate allocation of resources and effective team working in pursuance of goals. Proper planning, together with effective monitoring and evaluation can boost the effectiveness of programmes, projects or activities and achieve greater results. Effective planning requires expertise which is where we can be of assistance. We will provide support in developing strategic and operational plans, managing the process, implementing changes and monitoring progress.

Employee performance at work and the productivity of the organisation is affected by stressors, including those that are related to work, relationship and mental health issues. Promoting and supporting employee wellness involves interventions and assistance to deal with issues of a personal and professional nature. Providing this bene!t to employees creates a competitive advantage, as performance and productivity improves, and works to attract and retain employees in a competitive labour market. We can help you to design an EAP appropriate to the needs of your organisation, and provide access to relevant professionals such as counsellors.