nm02Our consulting services include a variety of issues. Our process is based on a deep engagement with our clients and the thorough understanding of their business needs. Our major fields of consulting include:

Initiating Change Management

Unlike many consulting companies which operate on a cut and paste approach to change management, we view each and every change, large or small, from a holistic viewpoint and as part of an integrated systems perspective. With a ‘fresh’ and untainted view, we support change management initiatives through all parts of the change process:

1. Identification: We will work with senior management in identifying the key parts of the organization that could benefit from change by researching and working with the key players (employees and managers) to identify the problems and issues. Primary research, whether it be focus groups, interviews, or questionnaires) can be very effective in understanding the areas of change and possible areas of resistance to change.

2. Development of a Change Plan: Knowing what to change is one thing, but understanding the most effective and efficient ways to realign an organization is another. Based on the change identified, we can plan and conceptualise the implementation of a change plan and through direct contact and integration with key stakeholders (senior management, managers, employees, clients, suppliers) create a working schema to go forward. Being impartial to the process we can bring a fresh perspective on how to best implement the change and work with.

3. Implementation of a Change Plan: We will work directly with key gatekeepers in the implementation of a change plan. We can support implementation through specific training and development initiatives (e.g., supportive management techniques; minimizing resistance to change; job re-evaluation; core competency development) to ensure maximum outcome in the shortest period of time

4. Evaluation of Change: We can evaluate, through either quantitative or qualitative means, the implementation of change from the perspective of all key stakeholders. This will create a direct information flow to close the loop of the particular change initiative and prepare the organization for its next one. Learning is key to ensure an even more effective follow on change.
We are prepared to enter a change process anywhere along the line of implementation from initiation to closure. Our proposal will be customized to the needs of the client and the situation for maximum impact.

Organizational Design and Strategic Alignment

We deeply discuss and analyze your company’s strategic goals. Having clarified them we work on four different pillars that will support strategy execution:

1. Structure: The structure of the organization shapes the assignment of power and authority in the organization. Structure policies concern four major parts: Specialization, Form, Power Allocation and Departmentalization which are going to be examined and developed in detail in order to be congruent with the Strategy.

2. Functional Processes: Information dissemination and decision making processes permeate the structure of a company. They are the organs through which the organization functions. These processes are both vertical and horizontal. The first entail business planning and budgeting processes while the later concern innovation initiatives, customer satisfaction, etc.

3. Rewards: A critical dimension in any organization is the alignment of individual and corporate goals. A classic reflection of the first to the later is the reward systems (e.g. salary, bonuses, promotion policies, etc.). Undoubtedly, organizational reward systems are key employee motivation and engagement techniques.

4. People: Any strategy cannot be implemented without the right quality and quantity of talented employees. Hence, HRM policies such as recruitment, selection, training and development are reviewed in order to serve the achievement of the strategic goals and to strengthen the culture of the organization. A key issue in this process is that the need for a culture of excellence should be recognized at the top levels of the organization.
Our proposal will be customized to the needs of the client and extensive collaboration between our specialists and client’s managers is needed.

Strategic HRM

We deeply discuss and analyze your company’s strategic Human Resources Management (SHRM). SHRM is deployed to enable organisations to achieve their strategic goals and objectives. By linking them with the main HR functions (HR planning, job design, recruitment, selection, retention, training, HR development, performance management, remuneration and reward systems).

Our work is based on four + 1 steps:

• Step 1: Diagnosis of key concepts and emergent issues of HRM in a company

• Step 2: Analysis of strategic HR policies and practices in relation to organisational performance.

• Step 3: Development of alternative solutions on HRM models, systems and techniques, and their applicability within the context of a given company

• Step 4: Implementation plan of HR practices that will enhance performance

• +1 Step: Continuous Evaluation of actions