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When You Need

  • A ‘People Problem’ Solved Now
  • Basic Practices to meet your Goals Effectively
  • Aid translating Your Strategy to Real World actions
  • Support to move from Survival to Growth
  • Insight into turning ‘Culture’ into Reality
  • To Create Organizational Resilience
  • Systems to ensure you Grow and Thrive
  • Talent for Current and Future Needs
  • Mentoring or Executive & Management Development

We Offer

Most SHR clients want to attract, develop, manage, and retain high quality employees while reducing risk to the organization. Additionally, we have

  • helped clients achieve desired culture and strategic goals through effective human resource management practices
  • offered insight into critical people and strategy/risk decisions
  • supported clients moving into new technologies or services
  • assisted associations facing significant change management issues,
  • advised boards interested in becoming more effective and strategic, and
  • mentored executives for personal and professional development.

INSIGHTS

Managing Performance 4: Getting Work Done Effectively

  • July 28th, 2015

A key managerial role at every level is guiding and developing employees. The performance and success of your staff is the key to your own success. Your ability to build trust with your staff and to keep them actively involved in the company’s and their own success will improve your own and your work unit’s productivity. Research shows annual performance appraisals have no significant effect on individual productivity. What does work is an interactive program where manager and employee meet regularly to discuss work plans, performance, expectations, problems, and […]

Managing Performance 3: Delegating Work

  • July 17th, 2015

Delegation involves entrusting the work and goals of your unit to others – a passing on of authority. While simple tasks are included early on, effective delegation also includes work that involves independent action, decision-making, and the ability to change as the situation demands change without referring back to you.

This means you must ensure that the person you select to do a job:

knows what you want
has the authority to achieve it
knows how to do it

To do this requires, first, that each team member has all the relevant information flowing […]

Managing Performance 2: Orientation for Success

  • July 9th, 2015

When a job offer is accepted, the individual begins a period of transition which is critical in setting the tone for success. Research indicates that most people start a new job with enthusiasm and a very positive view of the company and the job opportunity. They want to succeed and grow.

Management failures in both hiring and the first few months are directly responsible for most attrition within the first two years. Yes, and for most performance problems as well. You can avoid many problems with an effective hiring and […]

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