As Human Resources consultants, we are convinced that a company’s performance goes hand in hand with the way it manages its human dimension. We offer you concrete solutions in the areas of change management, managerial skills development and workplace climate. Depending on the current economic realities and your various needs, our most common interventions are the following:
Managing organizational change
A major challenge confronting today’s businesses is anticipating inevitable change and harnessing it as an opportunity.
Whether in the areas of restructuring, staff back up or managing human capital, our solutions help you to:
- ask the right questions
- check the process and structures
- find answers that are up-to-date and relevant.
The aim of our intervention is to highlight solutions adapted to your business’s specific culture and emphasize the human aspects linked to change.
This means answering sensitive questions posed by the management of the business.
- How can we prepare for change?
- At what pace can changes be implemented?
- Which individuals will cooperate during change or actively influence it?
- How can we avoid or defuse resistance to change?
- How can we measure the success of the measures implemented?
- How do we manage staff members who have difficulty in accepting change or who could find themselves on the losing side?
On-going changes faced by businesses cannot be managed effectively or serve as an opportunity unless employees embrace and support them and avoid viewing them as a threat. Our experience means we can offer you tools and approaches which allow management to grasp new options and adapt the business to fresh challenges while respecting the interests of all parties concerned.
Audit
We offer you an impartial and objective analysis of the experience and needs essential to your business and workforce.
Objectives
- To ascertain the level of staff satisfaction concerning working environment
- To uncover problems experienced by staff members
- To offer solutions adapted to your business
Content
Defining the needs and aspirations of your staff members in the following areas:
- job satisfaction
- working conditions and environment
- communication
- leadership
- team spirit
- management performance
- personal development
- remuneration.
To define paths of development and create a plan of action in cooperation with internal managers.
Outplacement
Some people find themselves facing a turning point in their professional lives following an economic event or personal change. When this happens, we, with our fifteen years experience in helping decision-making, can intervene at two levels:
- a career assessment
- an individual follow-up
Aims of our intervention
- to facilitate separation
- to analyse employability
- to concretise a new professional project
- to teach how to approach the job market effectively
- to help prepare and train the individual to communicate effectively with a potential employer (Curriculum Vitae, application letter, network, job interview…)
- to help successful integration in the new company
Methods
A Career assessment involves:
- several in-depth interviews with the person being accompanied
- administration of personality tests as well as other scientifically validated evaluation tools, and creation of a portfolio
- identification of professional and personal needs
- advice on professional options
- design of a realistic strategy
Individual follow-up involves:
- regular individual interviews in order to help individuals negotiate the current transition period as effectively as possible
- listening and giving theoretical input to perfect skills, resulting in a more effective search for new professional options
- helping to produce a personal portfolio
- helping individuals to take distance in order to define a realistic job search strategy
- role plays focused on potential interviews and evaluations
Conditions
We intervene at three different levels:
Short term:career assessment and follow-up over three months
Medium term: career assessment and follow-up over six months
Long term: career assessment and follow-up over nine months
Individual assessment
Assessment is a multi-dimensional evaluation method. It uses tools centered on simulation, skills and candidates’ profiles such as interviews, presentations, role play, management exercises and pyscho-professional testing. It provides a systematic evaluation of candidates’ performance and behavior.
Aim
Assessments have two aims: firstly, to determine skills and development paths according to an agreed list of criteria; secondly, to predict the compatibility between the candidate and the job position, especially in managerial roles.
Methods
- Clarification of the skills profile sought by the client
- Creation of a matrix outlining the position’s requirements and the tools to be used (selection of tools adapted to the evaluation of the predefined criteria)
- Development of tools which are adapted to the client’s reality
- Administration of the assessment
- Delivery of a written report with recommendations
- Individual feedback to the candidate
- Follow-up interview with the candidate and client if required.
An assessment is appropriate for
- Selection: to help choose the best candidate for a position by comparing the job profile with the candidate’s experience, skills and personality.
- Promotion: to highlight employees’ potential in order to create career development plans.
- Reorientation: for in-depth evaluation of a candidate’s potential and interests; creation of a portfolio which outlines a career path/successful job search strategy.
Group assessment
Assessment is a multi-dimensional evaluation method. It uses tools centered on simulation, skills and candidates’ profiles such as interviews, presentations, role play, management exercises and pyscho-professional testing. It provides a systematic evaluation of candidates’ performance and behavior.
Advantages of group assessments compared to individual assessments:
- Psycho-social factors such as behavior in a group are more easily observable
- Comparisons between different candidates are more precise
- Lower direct costs per participant
Objectives
Assessments have two aims: firstly, to determine skills and development paths according to an agreed list of criteria; secondly, to predict the compatibility between the candidate and the job position, especially in managerial roles.
Methods
- Clarification of the skills profile sought by the client
- Creation of a matrix outlining the position’s requirements and the tools to be used (selection of tools adapted to the evaluation of the predefined criteria)
- Development of tools which are adapted to the client’s reality
- Administration of the assessment
- Meeting with internal and external observers
- Delivery of a written report with recommendations
- Individual feedback to the candidate
- Distribution of the reports to relevant individuals
- Developmental interview with the candidate and client if required.
Candidates are evaluated by external assessors and the client’s managers (role players and observers)
An assessment is appropriate for:
- Selection: to help choose the best candidate for a position by comparing the job profile with the candidate’s experience, skills and personality.
- Promotion: to highlight employees’ potential in order to create career development plans.
Ressouces humaines tendances 2011
À quoi ressemblera la fonction RH demain en Suisse romande? Quels seront les dossiers les plus importants de la fonction RH? Plusieurs études de prospective réalisées dans les dernières années s’intéressent au devenir et aux tendances de la fonction, en Suisse, en France et en Allemagne. Le CRQP a décidé de réaliser en 2010-11, en coopération avec la chaire RHO de l’Université de Fribourg, une étude de prospective sur la fonction RH en Suisse romande
