Our client base has expanded to include a host of both local and regional organisations. Our longstanding, strategic partnerships with international experts and institutions support and guide our approach and methodology, allowing us to create an experience specifically catered to our clients’ unique needs.
Consulting Services can optimise an organisation’s recruitment, succession planning or promotion efforts through the identification/validation of job competencies for the targeted job. By using selection tools our clients are assured of making the most reliable recruitment/selection/succession planning decision.
The end result would include:
A succession plan, simply put, is a component of good HR planning and management. Succession planning acknowledges that staff will not be with an organisation indefinitely and it provides a plan and process for addressing the changes that will occur when they leave. Most succession planning focuses on the most senior manager – the executive director, however, all key positions should be included in the plan. Key positions can be defined as those positions that are crucial for the operations of your organisation and, because of skill, seniority and/or experience, will be hard to replace.
Employee engagement is a workplace approach resulting in the right conditions for all members of an organisation to give of their best each day, committed to their organisation’s goals and values, motivated to contribute to organisational success, with an enhanced sense of their own well-being.