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HR Health Check | Integrated talent management | Recruitment and Recruitment Effectiveness | Executive Coaching | M&A – people and organisation elements | Information to inform recruitment

HR Health Check

One of our services which has particular appeal to the SME sector is our HR Health Check programme.  We conduct a thorough review of your current people related practices covering joining, working and leaving.  The review includes looking at your policies, and procedures as well as conducting interviews with key managers to identify needs, and areas of potential risk.

This review is equally applicable to organisations which manage their HR in-house or those that partner with an external provider.  With the former the focus is on best practice, opportunity identification, efficiency and compliance and with the latter it focuses on service quality and value.

The process is simple:

• first we analyse you needs and current solutions;
• then we produce a report
• then we meet you to present the report and to discuss options and recommendations
• we include simple fixes in the price – such as providing you with a missing procedure or policy

We can, of course, also propose ways that we can help you with design and implementation of changes you may wish to consider - but equally we are happy to let you progress these without us.

Commentary

Our health check can be used to take stock and check that things are all in place and working well.  This could be particularly relevant for a company that has had a period of growth and wants to take stock before moving forward.  Equally it can be applied prior to undertaking on a significant a new project, change programme, growth plan - to ensure that everything is in place for the project.  For the latter it becomes a pre-project health check and includes suggestions on how best to cover the people side of the project.

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Integrated talent management

Is your talent management first rate?  Is your investment in terms of time and money optimised?

mlh global hr consulting offers a highly effective integrated talent management solution which optimises spend and ensures long term benefits.  Our commitment to your organisation and its needs means:

• No off the shelf solutions, models or methodologies but access to a portfolio of tools and techniques
• The ability to scope this to meet the needs and resources of small companies
• A comprehensive offering which fits the organisation context and ensures full alignment with organisation goals
• The individual elements will be tailored to meet your needs but spans recruitment through development to appointments and promotions and will include some or all of the following:
• Review of current practice
• Detailed identification of short and long term organisation needs, and alignment with business strategy
• Succession Management: systems, structure and processes, measurement, leadership capability and effective judgement.
• Coaching and mentoring – establishing the need, setting up and supporting programmes
• Recruitment – maximising the contribution to talent management
• Alignment of training and development options and spend
• Mapping formal and informal mechanisms
• Assessment and Development
• Development planning
• Potential rating and evaluation

Commentary:

Integrated Talent Management is a complex and costly challenge for organisations. Costly both in terms of investment spend and time, but also in terms of the cost of error; the cost of getting it wrong is very high and usually not apparent until much later.  Many organisations invest time, effort and money in a wide range of talent management interventions (coaching, mentoring, training, succession planning etc) but fail to maximise the return due to insufficient integration and by not making best use of ‘everyday’ opportunities. At mlh global hr consulting we believe that by combining the holistic with the pragmatic it is possible to integrate the elements in a company wide approach, which in turn streamlines time and investment and improves impact and sustainability.

Interestingly, we also find that small companies sometimes do not know how to get started in this area which looks costly and very time consuming.  Our pragmatic approach and considerable experience means that we can put together practical solutions which are easy to maintain and raise the bar without overwhelming the organisation.

Visit our website to use our free talent diagnostic which will review your current practices and make suggestions for improvement - http://www.mlhconsulting.co.uk/diagnostic.aspx

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Recruitment and Recruitment Effectiveness

Are you getting value from your recruitment investment?

We offer consulting support in two key areas of recruitment and recruitment effectiveness:

Firstly the area of recruitment strategy and operational delivery, where the focus is on working with organisations to ensure strong alignment between recruitment and the short and long term needs of the organisation and at the same time ensure optimal operational performance and effective use of recruitment spend.

Secondly we focus on the area of recruitment effectiveness. This is a critical but often overlooked area. For example, recent research conducted by the Chartered Institute of Personnel and Development (their 2005 recruitment survey) also demonstrates that whist 8 in every 10 organisations use Recruitment Agencies but only 28% of them have a structured approach to assessing their performance. We offer support to HR functions and Leadership teams who wish to evaluate the effectiveness of their recruitment and in so doing, to improve the quality, efficiency and cost effectiveness. We work with organisations that manage the whole process in-house, use an outsourced partner or have a combination of the two.

Commentary:

Recruitment and recruitment effectiveness is a critical capability for any successful organisation. Investment in terms of time, money and reputation is significant and the cost of error high. Looking at the cost of hire, estimates vary but a reasonable assumption is that it costs at least one years salary to hire someone. Looking at the costs of error you need to add together the costs of hire, the opportunity costs, the damage on morale on the rest of the team and the impact on productivity and output. Most estimates confidently demonstrate that a strong performer makes a contribution that is three times that of a normal, fully acceptable performer.

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Executive Coaching

Effective Executive Coaching and Development optimises the balance between support and challenge. In the absence of the first people do not flourish and take risk; in the absence of the second, people will miss the opportunity to excel. Development and change is a consequence of desire, vision and the confidence to act. Our executive coaching support focuses on executives who are successful within the current organisation and for whom the coaching is aimed at increasing impact and effectiveness. We do not undertake career change coaching – although we can, of course, provide referrals for this should there be a need in any organisation with which we are working.

mlh global hr consulting’s executive coaching is provided by Lisette Howlett who has extensive experience coaching board level executives. Executive coaching is about one to one relationships and each client and organisation is unique with a unique set of challenges and coaching goals. The particular topics covered are always different and personal to the individual executive. Some key areas, however, that can be covered in our executive coaching support include: leadership style and effectiveness; managing people (directing, motivating, delegating, coaching and recognising); decision making; presentation skills for executives; personal efficiency for executives; communicating strategy and vision; self development.

•  become aware of their existing behaviours and habits, 
•  develop new ways of working, and 
•  reinforce new patterns of behaviour. Appropriate tools, techniques and practices can greatly enhance coaching effectiveness.

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M&A – people and organisation elements

Are you managing to keep your costs down and your value up during your Merger and Acquisition activity?

mlh global hr consulting offers in depth experience and expertise in the merger and acquisition area, ranging from the strategic to the operational, the small to the very large.

• HR Due diligence – identification of risks and liabilities associated with the deal or new ownership
• Management Due Diligence – identification of leadership capability/bench strength (key to evaluating the need to replace or strengthen the leadership team post acquisition)
• Transaction support – offering significant savings in transaction support through the use of imaginative, context specific, solutions around key acquisition issues – retention, compensation expectation management, integration plans. 
• Integration Planning – designing the integration programme, project leadership
• Integration activities - organisation design, appointments, terms and conditions etc
• Leadership preparation, support and mentoring
• Ensuring Value Retention – maximising the benefits to be derived from a full understanding of the people and organisation side of business, transactions and change
• Post merger review

Commentary:

Literature and research supports the fact that getting the people side right is critical to a successful Mergers and Acquisitions.  This is undoubtedly true.  It is also true that getting the people and organisation side ‘right’ can offer savings in terms of the cost of transaction and substantially contribute to value retention (or reduce value loss) of the overall acquisition.  Yet it is an area that is frequently overlooked or covered by people who are not HR experts who therefore may be able to undertake the investigation and analysis of information but miss the opportunities that can be identified during this process.  Opportunities than can impact on the success of the deal itself, or its successful implementation.  In additional for many organisations M&A activities are infrequent thus preventing the development of deep in-house expertise; this coupled with the need to cover the huge surge in workload benefits from support from external experts 

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Information to inform recruitment

mlh global hr consulting are the consulting partners of a brand new website - www.HireScores.com.   The site provides independent information and real life feedback on all aspects of recruitment – serving the needs of candidates, recruiters and hiring companies.  The site is completely free and easy to use and, as such, provides a valuable resource to job seekers and employers.

Candidates are able to make themselves heard by submitting ratings and feedback of their experiences of the recruitment industry. Recruiters get the chance to demonstrate their commitment to providing a top-class service. The also get access to the feedback they need to meet and exceed both candidate and client expectations. Employers can find the information they need to assess their performance and measure the effectiveness of their recruitment partners.

The result is a site that is set to become the resource for independent information and real life feedback on all aspects of the recruitment experience – serving the needs of candidates, recruiters and hiring companies.

Here’s how it’s done:

• We invite job seekers to rate their experiences, both good and bad, of the services provided by recruitment companies.
• We display the results for the whole world to see - giving job seekers the information they need to find the best recruiters for them, employers the chance to learn more about their recruitment partners and recruiters the opportunity to learn about the needs of candidates and for quality recruiters to distinguish themselves as such in the market place.
• Employers can also rate and leave feedback on their experiences with recruiters. This info is only available to registered employers and recruiters, enabling you to find the best recruiter for your needs based on the experiences of other businesses.
• We also provide free resources, tools and practical information to help job seekers and employers and there will be some additional services for employers

The aim is to provide the environment for a balanced view which benefits all involved in the recruitment area.

Key features of the site:

• Recruiter ratings by candidates
• Knowledge centre – with pages sponsored by employers and specialist providers
• Recruiters profiles – opportunity for all recruiters to place their company profile on the site at no cost, with the option to advertise and subscribe to click through to their home page
• A Forum for discussion and information sharing
• An employers area where employers can rate recruiters and subscribe to additional services
• A Features Section with ‘interviews’ with individuals working in the recruitment area
• A Psychometrics Centre
• A Suppliers Board

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