Corporate Solutions | Increasing Value Through People
Today’s business challenges present a new wave of HR management and talent development priorities. Our Corporate Talent Solutions leverage research, analytics, and industry insights to help design and execute programs from business driven HR departments to innovative team, leadership, and employee engagement programs.
Professional and Executive Recruitment
We deliver end-to-end permanent and contractor recruitment solutions for senior and executive positions through to entry level roles in: Accounting & Finance, Administration, Customer Service, Human Resources, Information Technology, Engineering, Procurement and Supply Chain, Program & Project Management, Sales and Marketing. Embracing the candidate driven market, our recruiting strategy is focused on recruitment marketing, employer branding, creating a positive candidate experience, and building a high-quality talent pool for current and future needs via referrals and social recruiting.
Human Resources Support and Management Consulting
Our HR Consulting Projects cover a variety of specific HR needs that many businesses struggle to address. These HR projects are designed to alleviate the burden of HR on your business’s resources and leadership. Completing an HR Project is a good fit for your organization if your business is suffering from specific HR pain-points, but is not ready or able to pursue HR Outsourcing. We offer HR Audit and Operational Review, Employee Handbook and Policy Development, Compensation Strategy and Planning, Succession Planning, and Performance Management,
Training and Organizational Development
Quality people are a vital piece of the success puzzle in today’s complex organizations. Quality employee training programs are a must to create a high performance organization. Training programs are proven to not only increase performance, but also motivation levels, employee retention, and the long-term bottom line of the company. Have you been considering conducting an employee training? Here are some of the training programs we offer: Sexual Harassment Prevention, Managing Change, Difficult Employee Discussions, Performance Appraisals, and more.
Our team offers over fifteen years of cross-industry experience in HR Management, Recruitment, and Corporate Training in North America, Latin America, The Caribbean, Europe and Eastern Asia. Industries we served: Oil & Gas, Construction, Manufacturing, IT and Telecom, Healthcare & Pharma, Finance, Banking & Accounting, Hospitality, Education, Logistics & Supply Chain, Renewables & Environment, and Entertainment.
Employee Engagement Program
Are you trying to get more out of your workforce without blowing your budget? It’s not just about spending large amounts of money to fix your retention and employee engagement problems. What we offer is the opportunity to address your challenges in a strategic and affordable way and create happier, more engaged, and more productive employees so your organization can thrive!
What is Employee Engagement and Why You Should Pay Attention to it
Engagement can be a tricky topic. Most executives have heard of it, but few really understand it. Employee engagement is the emotional commitment the employee has to the organization and its goals. Engaged employees are so emotionally and intellectually committed to their jobs that they want to give a discretionary effort. They want their businesses to succeed because they identify with their company’s mission, purpose, or values on a personal level. Ultimately, employee engagement is an extent to which people are personally involved in the success of a business.
Employee Satisfaction vs Employee Engagement
Contrary to popular belief, employee engagement is not the same thing as job satisfaction, nor does it simply mean job happiness. Individuals can actually be satisfied with their jobs and still be disengaged. (Consider the employee who breezes into the office late each day, leaves early, and still collects a hefty paycheck.)
So what’s the difference? The answer lies in performance:
Satisfaction is about temporary happiness; engagement is about long-term feelings of purpose, belonging, growth, and personal accomplishment.
Psychology research says that when someone jumps to a higher level of income or a new standard of living, they quickly adapt and become dissatisfied again.
The factors that drive employee engagement include meaning, autonomy, growth, impact, and connection, not compensation and work conditions.
With job satisfaction, you get out exactly what you put in; with employee engagement, you get a multiple of what you put in.
Satisfaction is a zero-sum game in which employers and employees do the minimum to fulfill the contract; engagement contributes to employee willingness to give extra, discretionary effort.
Satisfaction is expensive. Raises, perks, and office extras cost a lot of money. Engagement can cost nothing but requires a conscious effort.
It’s time to admit those happy hours and jeans days can’t increase employee engagement on their own. But once you get beyond recognition and rewards, what can you do to increase the employee engagement and retention? Our approach to enhancing employee engagement is grounded in research, case study analysis, over a decade of HR experience and firm belief that there are three pillars to creating a fully engaged, productive and happy workforce: 1. The onboarding process and first 90 days on the job; 2. Boss-employee relationship, regular feedback/dialogue and effective leadership; 3. Quality of working relationships with peers, team and interdepartmental communication and collaboration.
The first 90 days are critical
90% of HR experts in the recent global study agree that transitions into new roles are the most challenging times in our professional lives, and that success or failure during the first 3 months is a strong predictor of overall success or failure in the job. Our onboarding process (re)design impacts the retention and effectiveness of organizations.
Everything rises and falls on leadership!
People often become leaders by accident. They are promoted to leadership positions mainly because of strong technical or functional competence, not necessarily because they exhibited strong management or supervisory skills. We help new managers learn to think and act like leaders, and discover the ‘hidden’ leaders within organizations.
Transformation From “Me” to “We”
Are you frustrated by (re)explaining what people on your team should do? Solving problems that others should be able to solve for themselves? Supervising rather than strategizing and leading? Dealing with interdepartmental conflicts or a lack of communication? Our Business Model Canvas workshop will help you overcome these problems.
Some of Our Clients
Schedule a Discovery Meeting
Our experienced consultants offer objective, expert guidance—on flexible terms, with respect for our clients’ budgets. Contact us for pricing or to schedule a discovery meeting and we will get right back to you.