Human Resource Consulting

Workforce Planning

Trends in the labour market suggest there's an ever-increasing need for organisations to be continuously and diligently shaping their workforce to ensure that it's capable of delivering organisational objectives now and in the future.
 
SUBV has developed a proprietary, structured model to assist clients to develop a workforce plan that integrates into the overall strategic framework of the organisation, and aligns human resource strategies to ensure the continuous supply of the right people.
 
The SUBV workforce planning model undertakes the following tasks:
 
Analysis of current situation. Identifying the competencies of existing staff members in order to define succession paths. This includes establishing benchmark information, environmental factors, demographics and skill gaps.
 
Analysis of the desired situation. Identifying the competencies necessary to achieve the strategic objectives of the organisation. This includes close study of the strategic outlook, future staffing structure modelling, commercial dimensions and financial implications of the future workforce.
 
Development of HR strategy. Determination of the human resource strategy required to achieve the desired state. This includes consideration of training, hiring, graduate programs, internships, volunteers and succession planning.
 
Conducting post-exit surveys, focus groups and interviews, SUBV can identify any internal issues that are pushing staff away as well as external pull factors that motivate people to leave. Patterns are identified and quantified in order to gain an insightful perception of the organisation, to detect problems, scope potential solutions and review recruitment practices.
 
Recruiting and retaining.
 
Like all other HR programs that SUBV Consulting designs and implements, our organisational development programs are tailored to emphasise empowerment and accountability for each client. The program’s objective is to optimise practical business outcomes by fostering cultural vitality and maximising employee engagement and ownership of the organisation’s future strategic objectives. Our activities result in tangible improvements in employee effectiveness for organisations. It is not just another talk fest.
 
The programs are informed by action learning principles whereby all participants are engaged in highly interactive group discussions and exercises to assist in the consolidation of learning and skill-building, and to ensure ‘buy-in’.
 
Workshops explore and develop behavioural themes designed to enhance cohesion, communication and to develop a unity and intention within the employee group of how they will work together to attain their goals. Introduction to the Cultural Vitality model explores key behavioural types that leaders need to portray in order to facilitate an optimal corporate culture that maximises employee engagement, motivation and productivity.
 
The SUBV programs provide participants with an evidence based perspective on what makes an effective team, and how they will work together to attain the optimum level of success. In determining their own ground rules, staff take on a sense of accountability to each other, which is necessary in order to engender true and sustainable change.
 
Building effective teams.
At SUBV we do not believe in diagnosis. Diagnosis alone often makes an organisation worse. We consider climate surveys to be an organisational development activity which begins with pre-survey engagement activities and leads ultimately to action planning using the SUBV trademark model of destination based change. The pre-survey work often results in response rates in excess of 70% on our climate surveys and the engagement activities produce significant year on year improvements in climate results.
 
SUBV has partnered with international researchers in wellbeing and engagement and we recommend instruments which we believe address the key needs of each client. All the instruments we use have been shown to measure organisational culture and climate characteristics, which in turn predict organisational outcomes, client and stakeholder outcomes and commercial sustainability.
 
We have also tailored surveys for situations where teams or incumbents are not working effectively together; to assess leadership effectiveness, and contribute to situations of cultural change.
 
Our reports are presented in an easy to understand format including executive summaries, graphical representation of quantitative data, and analysis and reporting of qualitative information. We can also provide briefing sessions to clients, managers, and staff to provide an independent perspective on the results, facilitate discussion of findings, workshop action points, and answer questions. These tools and techniques can also be transferred to a web platform to enable ongoing use.