Employee Engagement
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.
Recruitment & Selection Services
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:
- Increased efficiency and effectiveness in recruitment
- A better job fit throughout the organisation
- A reduction in attrition rates
- A better prediction of job success for new hires and promotions
Workforce Manpower Audits
A Manpower Audit is an overall quality control check on human resource activities in a company.
Manpower Audits identify gaps in policies and procedures which may be the underlying reason for under performance and divestment in any firm.
They are also an opportunity to ensure that activities are in alignment with the strategic intent of the company.
Customised In-Company Training & Diplomas
Our In-Company customised programmes are designed in response to the needs of the public and private sector. Our organisational solutions are co-created in partnership with our clients and as such we are able to deliver value-added training, where participants find it easier to engage in the skills-transfer process using real cases from their working environment. All our training interventions are based on the company’s objectives, tailored to the specific learning audience and ultimately delivers tangible results and behaviour change that standard generic training programmes will not produce.
In-Company customised programmes are offered in both short term and long term training and development programmes. Short Term Programmes have a duration of 1 and 5 days while Long Term Programmes can range from 3 months – 24 months.
Short Term interventions include:
- Train the Trainer
- Supervisory Skills
- Team Building Bootcamp
- Strategy Formulation
- Strengthening Emotional Intelligence
Long Term interventions include:
- Leadership Development Programmes
- Executive Diplomas
- Business Management Development Programmes
- Supervisory Development Programmes
Experiential Leadership
Experiential learning is the process of learning through experience and is more specifically defined as “learning through reflection on doing.” Experiential learning focuses on the learning process for the individual. One example of experiential learning is going to the zoo and learning through observation and interaction with the zoo environment, as opposed to reading about animals from a book. Thus, one makes discoveries and experiments with knowledge firsthand, instead of hearing or reading about others’ experiences. Likewise, in business school, internship and job shadowing, opportunities in a student’s field of interest can provide valuable experiential learning which contributes-significantly to the student’s overall understanding of the real-time environment.
Psychometric Assessments
Psychometric tests are used in all walks of life as a way to objectively assess someone’s ability, personality and behaviour. Psychometric tests in occupational settings are used by employers in recruitment, selection, promotion, staff development and also for redundancy. Testing in this area can also be used by individuals for career counselling and self-development purposes.
Consulting Services has a team of qualified test users who hold Level A (ability/aptitude testing) and Level B (personality testing) qualifications and have been trained to administer, interpret and provide feedback to individuals and teams for all the psychometric tools being offered.
Assessment Centres
An assessment centre is a recruitment selection process where the organisation assesses a group of candidates at the same time and place using a range of selection exercises. Assessment centres are one of the most effective methods for predicting a candidate’s suitability for a job.
It aids organisations to avoid making poor recruitment decisions and the costs associated with them. Candidates are more likely to have a positive experience at an assessment centre than when they are assessed by interview alone.
Job Competency Profiling
Job Competency profiling is a very useful tool. It identifies the skills required for effectiveness in a job role and is an essential step before assessing candidates to fill a prospective position. The assessment of candidates presupposes having some idea about what is required for success in the target role.
In addition to its usefulness in the selection process, competency profiling can also be used in conjunction with other methods to assist in the process of identifying competency gaps and training needs for an incumbent. This provides the opportunity to enhance the incumbent’s performance on the job.
The Consulting Services team has been certified in competency based management methodologies and has been providing this service to local and regional clients for over ten years.
