Employee Development & Retention


HRSolutions understands that every organisation is searching for a competitive advantage and that a talented and engaged workforce is the heart of any organisation's success. The cost to lose good employees can be staggering.

Recent research at the Saratoga Institute in the USA shows that the average internal cost of turnover for a salaried employee is a minimum of one years' salary package or a maximum of two years' salary package. Add this to the cost to re-employ or use interim employees, along with the loss of knowledge and cost of finding replacement resources and loss of employees emerges as a major organisational expenditure.

Retention strategies, as part of the overall workforce management program, can enable organisations to continue to run leaner, whilst keeping those employees they have identified as core to the business or whose talents can be redeployed. Retention is enhanced through targeted deployment of staff, their informed management, motivation and coaching, and through promotion of a smart culture characterised by mutual understanding.

HRSolutions is well versed in developing employees to ensure optimum performance, productivity and profitability. We recognise that employees with direction and purpose will provide more effective outcomes and allow management to be results orientated. They are also more likely to stay employed with the company longer.

Our customised solutions include individual or group sessions designed to fit your employees' specific needs and meet your business objectives.

Individual development plans can be generated through three to four hour sessions that determine individual needs, goals, aspirations and personality traits, as well as identifying personal growth opportunities and career milestones to ensure successful and realistic outcomes for your employees. Specific services include:

   Staff Mentoring and Coaching
   Developing Individual Career Paths
   Managing Your Staff's Careers
   Leading Change
   Coping with Change
   Process mapping or balanced score card options to manage your agreed Key Performance      Indicators


Conflict Resolution


Conflict resolution is a positive process whereby individuals resolve issues in an informal or formal atmosphere, or where issues are resolved as part of the ongoing interaction between individuals.

Conflict is a normal part of doing business because organisational members have different and often opposing goals. However, these differing goals keep the organisation vital by stimulating creativity, promoting innovation, and bringing about change. Organisations totally devoid of conflict would become apathetic, stagnant, and unresponsive to change. Conflict should not, therefore, be simply judgmental and evaluated as "good" or "bad," but instead should be evaluated from a broader perspective, which takes into consideration the individual and the organisation. Resolutions that reflect the mutual interests of the disputants, or interests-based methods, are likely to result in fewer formal grievances, improved morale, and more effective use of human resources.

Problems or disputes between two or more people or organisations can be helped in one of two ways - conciliation or mediation.


Mediation


In mediation, two or more parties to a dispute or parties with a common problem which, perhaps, threatens to involve them in legal action (or where legal action has actually started) meet with a mediator, who helps them negotiate an agreed solution. The mediator is neutral and makes no proposals and gives no advice. The mediator's role is to help the parties talk their way through a problem and find a mutually agreed solution to it.

Problems suitable for mediation may be arising out of commercial contracts. They may come out of development projects which have become controversial, for example for environmental reasons or because of objections from neighbours. They may be matrimonial problems. They may occur in the workplace, where two or more employees of the one organisation have problems working together or where there are claims of discrimination or harassment.

Such problems can be very damaging not only to the individuals directly concerned but also to the institutions involved, be they private or public entities. Legal remedies may be expensive, time consuming and uncertain in their outcome. Mediation offers the possibility to have a structured negotiation with the assistance of an experienced negotiator leading to an outcome by all parties involved.


Negotiation


The aim of the course is to demystify the workplace negotiation process by setting out a structure for identifying the core components of negotiation with or amongst staff and developing strategies to maximise the benefits of a negotiated agreement to both or all parties. There is particular emphasis on listening skills and on the knowledge and skills needed to deal with difficult or stressful situations.

Within the course, opportunity is taken in a number of ways to inform participants of current thinking, law and policy relevant to the human resources management field.


Facilitation Skills and Chairing Meetings


This is a practical program which will introduce participants to the differences between facilitation and chairing meetings; and facilitation skills and techniques. Key learning outcomes include:

   the difference between facilitating and chairing a meeting
how to prepare for meetings; research, planning, establishing objectives and setting      agendas
   how to manage the pace, energy and productivity of the forum
   how to exercise control and maintain order


Managing Sensitive Staff Issues


This is a practical program which will introduce participants to the variety of sensitive staff issues that arise; and techniques and behaviours in managing sensitive staff issues. At the end of this program participants will have an understanding of:

   how to confront sensitive issues with a staff member;
   giving feedback and seeking commitment;
   how to receive and respond to sensitive personal issues raised by a staff member;
   the need for privacy, confidentiality, protecting personal rights and dignity.