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Vision and Strategy for the enterprise and all departments HR Strategic Planning Changing the HR role HR vision & mission Assessment of strategy processes.

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Presentation on theme: "Vision and Strategy for the enterprise and all departments HR Strategic Planning Changing the HR role HR vision & mission Assessment of strategy processes."— Presentation transcript:

1 Vision and Strategy for the enterprise and all departments HR Strategic Planning Changing the HR role HR vision & mission Assessment of strategy processes Greiner Diagnostic on managing growth Enterprise core competencies and layers of advantage Diagnostics of clarity of core competencies & leveraging layers of advantage Metrics, KPIs, Goal setting, Balanced Scorecard for business and all departments Facilitation and training in Goal Setting & Performance Management Creation of Balanced Scorecards & KPIs Organizational Change and Continuous Improvement Leading Change training Design & facilitate change initiatives Linking change with operational excellence & process improvement Talent acquisition, deployment and development Recruitment sourcing & strategies Interview design Interview skills training Organizational design Training needs analysis Training roadmaps Training design & delivery Organizational culture, diagnostics and benchmarking Culture assessments & culture building process Diagnostics of 5 key challenges in business sustainability Organizational & team performance benchmarking On-boarding processes

2 Leadership competencies, behaviors, coaching and mentoring Management assessment & development plans Leadership team diagnostics & benchmarking Developing competency models High performance models Identifying behavioral norms & values Individual & team coaching Leadership training programs Coaching at risk leaders Learning organization and knowledge sharing Best practices in the building of a Learning Organization Diagnostic of current organizational learning processes Design & facilitation of Lessons Learned processes Knowledge sharing roadmaps & initiatives Identification of gaps in knowledge depth Results-Behaviors based reward systems Design of Performance Management systems Design of compensation systems and strategies Market analysis of compensation practices Job evaluation methods Training in conducting Performance Appraisals Design of pay for performance/merit systems

3 Employee engagement and communications Employee satisfaction surveys Employee engagement and relations programs Best Places to Work initiatives Union avoidance Internal customer satisfaction Internal customer- supplier mapping Internal customer satisfaction surveys Requirements definition and metrics Identifying & mentoring high potentials & future leaders High performance leadership models Assessment for high potentials Future leaders training programs Coaching & mentoring Avoiding derailment Talent continuity, depth charting and succession planning Skills inventories Depth charting Employee retention Succession planning Preparing successors Developing well rounded business acumen at all levels Business awareness training Career development processes In-house intern process Board of Director roles and relationships BOD best practices facilitation BOD effectiveness survey and diagnostics Coaching boards

4 Clients have the option of contracting Brandywine Organizational Consultants to provide any or all of the following services: Design the diagnostic tool Conduct the administration of the tool Collect and analyze data collected Benchmark the data against high performance models Provide a comprehensive gap analysis of client data vs. high performance Provide specific recommendations for action to address the gaps Design initiatives to address the gaps Facilitate implementation of initiative to fill the gaps Here a few of the diagnostic tools we currently offer: Effective Management of the 5 Stages of Business Growth Effectiveness of the Strategic Planning Process Management of the 5 Key Challenges of Business Leadership Team Performance Internal Customer Satisfaction Surveys Employee Confidence & Satisfaction Surveys Are you a Learning Organization? Employee Communications Effectiveness Change Management Effectiveness Organizational Readiness for Change Leadership Role Effectiveness Effectiveness in the Managerial and Leadership Work of the Business Do Your Leadership Skills Match Your Business Environment? Key Elements of Organizational Effectiveness

5 Our programs can be modified to meet Client. Programs run from one to four days in length and our modular design enables us to offer programs in segments without losing any continuity in learning. Developing the Successful Leader Leading the Business for the Future Leading Change Contributing to Change Conflict Resolution Influence Skills Building High Performing Teams Behavioral Interviewing Performance Planning and Management Emotional Intelligence and Leadership Effectiveness Understanding Different Personality Types Coaching and Mentoring Career Planning Most of the programs listed are available with our team serving as instructors and facilitators or on a train-the-trainer and license option. We can also custom design training programs for our clients. Making the Transition from Technical Person to Manager Leadership Skills in Different Business Environments The 5 Key Challenges in Leadership Decision Making and Problem Solving The Six Thinking Hats Values Clarification and Leadership Effectiveness The 10 Roles of Effective Leaders Managing the 5 Stages of Business Growth Creating a Learning Organization Basics of Strategic Selling Principles of Quality and Continuous Improvement Conducting Effective Meetings

6 Clients include Astra-Zeneca, Nikon, INTEL, TEVA, AZ Electronic Materials, Advanced Technology Materials, Inc., Carlyle Group, Cascade Microtech, Chase Bank, Echo Logistics, First Citizens Bank of Trinidad, Johnson Matthey, PLC, Meggitt, PLC, National Basketball Association, State of Delaware, Sheeran Direct Marketing, MEDecision, Inc. Global experience in UK, Europe, Asia, Latin America FTSE 100 company as Director, OD/Talent Development/HR and implemented global centers of excellence in leadership development, high performance models and organizational change Leader of HR/OD/Organizational Excellence teams at the site, SBU, division and corporate levels Reporting to CEO, served on R&D/Strategy/Organizational Effectiveness leadership team Industry experience in electronic materials and devices, medical devices, software development, pharma/biotech, aerospace, healthcare, financial services, logistics and distribution, higher education and professional sports In-house and external coach to senior teams of early stage tech companies Served as global SME on Organizational Change, Due Diligence and Post Acquisition employee engagement processes; acquisitions ranging from under $5million to $750million; 35 employees to 6,500 Strategic alliance with Second Curve Systems in the transformation of health systems at a national and regional level Partnered with Executive Search firm such as Heidrick & Struggles and Russell Reynolds in Executive Assessments and Coaching Hold 8 professional certifications in OD, HR, Quality Training, Strategic Planning, Job Evaluation Methods, Mediation and Conciliation,

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