Organisational Change and Development
We talk elsewhere about our expertise in designing and delivering assessment solutions on behalf of client organisations. However, we are the first to recognise that this is often just part of the story.
The context in which the assessment activity is taking place needs to be part of the solution, as well as what the organisation is wanting to achieve as a business.
We therefore partner with clients in designing and/or supporting the implementation of their existing people strategy, in the process maximising alignment between this and the organisation's business strategy. This in turn helps embed the Human Resources function into the business.
In considering the wider context in which recruitment or people development work is taking place we can bring our independence and impartiality to bear, challenging HR and the business where necessary to ensure that solutions are not designed or delivered without careful thought as to its likely impact on the organisation.
Much of this work is Management of Change in all but name. We therefore do much more than simply deliver a new suite of assessment exercises, for example; we advise and provide support on the wider implications that the introduction of a new process is likely to have on the organisation at large, building these insights into the design and roll-out phases.
As a matter of course, our approach factors in the likely anxiety surrounding organisational change form an employee's perspective, especially when assessment activity is bound up with proposed down-sizing.
Issues of equality and diversity also underpin our approach to assessment activity in the context of organisational development and change, as well as the implementation of a People Strategy. For example, we recognise that there is substantial evidence that minority groups perform less well on traditional measures of ability.
With our understanding of research findings such as these, as well as our independent status, we are ideally placed to recommend psychometric tests that lessen this adverse impact. This includes sourcing tools developed in South Africa, where issues of this nature play a bigger part in selection decisions.
Do you want to find out how the Department for Transport (DfT) set up a Shared Service Centre and improved their assessment efficiency?
To discuss any of your recruitment and assessment needs, please contact Sue Ray on 020 7611 0860
