SERVICES
UNIQUE, PROPRIETARY SERVICES TAILORED TO YOUR NEEDS
OUR SERVICES
We deliver highly sophisticated, strategic, tactical, leading edge and reliable organization development solutions that result in:
Outcome-driven increases in productivity and quality, reduced cycle times and/or lower costs.
We assess, design, develop and deliver the following interventions:
INDUSTRY EXPERIENCE
We support start ups, small businesses, non-profits, government and Fortune 500 companies, domestically and internationally.
HRCC INVOLVEMENT & GENERAL DELIVERABLES
HRCC has several ways we can work together; from just performing organization diagnoses and needs assessments to delivering ‘turn key’ services. Options 1 through 6 below provide more details regarding the many ways we can work together!
Option 1
HIGHEST CLIENT INVOLVEMENT
Client diagnoses business issue's root cause(s)
Client provides HRCC with specific deliverables
HRCC implements
Client maintains and sustains
Option 2
HIGH CLIENT INVOLVEMENT
HRCC diagnoses business issue's root cause(s), using a non-proprietary or proprietary solution
Client implements business solution and sustains the resolution without HRCC training them
Option 3
MEDIUM-HIGH CLIENT INVOLVEMENT
HRCC diagnoses business issue's root cause(s)
HRCC trains Client to implement non-proprietary or proprietary business solution
Client implements and sustains
Option 4
MEDIUM CLIENT INVOLVEMENT
HRCC diagnoses business issue's root cause(s)
HRCC implements business solution without training Clients
Client implements and sustains
Option 5
MEDIUM-LOW CLIENT INVOLVEMENT
HRCC diagnoses business issue's root cause(s)
HRCC implements business solution
HRCC trains Client to maintain and sustain
Client maintains and sustains
Option 6
LOWEST CLIENT INVOLVEMENT (TURN KEY APPROACH)
HRCC diagnoses business issue's root cause(s)
HRCC implements business solution
HRCC maintains and sustains resolution
JOURNEY TO HIGH EMPLOYEE ENGAGEMENT
Your organization is somewhere along a journey toward employee engagement. Using our 3D Employee Engagement Model℠, we can determine where you are along the journey below, meet you where you are and steward your journey through achieving optimal employee engagement!
Candidate Assessment
Even before employees are hired, HRCC can supplement the interview process with psychometric assessments to increase the probability that new employees are a great fit for the position and organization culture, including their engaged employee climate. Our proprietary E-CAPACITY℠ model allows our clients to map their candidates’ and employees’ preferences to organizational culture.
Onboarding & Orientation
When planning to create and reinforce a 3D employee engaging climate, onboarding and orienting new staff are important elements. It can take 6 months or more for a new employee to effectively transition into a new role and become fully productive. We help new employees accelerate that transition for themselves and if they supervise, for their teams.
Job Design
Being fully engaged is supported by smart job design. We can assess whether the position possesses elements that speak to and engage the employee and if not, we can redesign the position.
Organization Structure
In efficient and effective organizations, the form (structure) of the organization follows the organization’s function. We have recommended organization structures for entire operating companies, departments and smaller work teams.
Team Effectiveness
All teams evolve over time, starting with forming the team, storming within the team, norming team values and ways of working, and performing. We are behavioral science experts that can accelerate your team’s journey to high performing.
Conflict Resolution, Mediation & Arbitration
Dysfunctional conflicts also arise wherever teams exist. We provide behavioral consulting services and certified mediation and arbitration services.
Organization Assessment
Like a vehicle, when an organization is not ‘purring like a kitten', we have conducted organization diagnoses and assessments that start with vision, mission and goal alignment and includes critiquing management and operating systems, operational and employee capacity and much more.
Employee Assessment
& Coaching
Like with new candidate assessments, we use psychometric assessments as part of capacity building, professional development and employee engagement strategies, including our proprietary E-CAPACITY℠ model which allows our clients to map employees’ preferences to organizational culture. Employee and executive coaching are also services we provide in response to improving assessment results and operating results.
Performance Appraisal
Performance appraisal is an important part of any effective performance management program. In the spirit of continuous improvement, organizations must be able to assess performance and provide constructive feedback. We design appraisal systems that are aligned with and reinforce the organization’s culture.
Employee Opinion Surveys
It is important to ‘check in’ with employees on at least an annual basis and well-designed employee opinion or climate surveys are a great way to identify opportunities to improve and assess the employee engagement level.
Employee Engagement
According to the most recent surveys, only 15% of the world’s organizations’ employees and 33% of the U.S. workforce are engaged. We have developed our proprietary 3D Employee Engagement model to create insight and assess organizational engagement. As behavioral scientist, and HR and management practitioners, we are experts in building a highly engaged workforce.
Labor Relations
Whether represented by a union or not, employee
engagement is critical to operational efficiency and effectiveness. We recognize as representatives of organizations’ employees, unions should be treated as important partners of the enterprise and not adversaries. Understanding this, we also recognize an organizations’ right not to be represented by a union. We have experience designing work environments that eliminate the need to organize under OCAW, Brotherhood of Electrical Workers, Steam and Pipefitters, Teamsters and more.
Capacity Building,
Training & Development
Leading organizations significantly invest in their workforce. We consult on and deliver all three development approaches: the 70% that occurs through work experiences, the 20% derived from coaching and mentoring and the 10% that occurs in the classroom.
Culture Change
As business environments change and organizations evolve, sometimes the culture must follow suit. We are culture change experts that have helped organizations with merger and acquisition due diligence, melding resulting disparate cultures and reshaping existing organizational culture.
Meeting Facilitation
From time-to-time planning and other meetings are necessary, and research tells us having team members facilitate their own meetings will result in less effective meetings. Experience more effective and efficient meetings through expert meeting design and facilitation.
Off-Boarding & Exit Interviews
Employees leaving organizations can be a reservoir of institutional knowledge, a great source of constructive feedback and a future rehire. We help organizations off-board staff respectfully and comprehensively. Through exit interviews, we can also glean important work experience insights that can inform, employee engagement strategies and other organizational improvements.
Strategic Planning
In our dynamic global work environment, strategic
planning has become even more important and must include external and internal environmental scans, strengths, weaknesses, opportunities and threats analysis and other tools that may not be an organization’s core competency. We use Porter’s Diamond and 5-Forces models, Griffin’s model, SOR (Stimulus, Operations, Response) models and other tools to inform the organization's strategies and tactics. We also design and facilitate Strategic Planning meetings.
