Human resource management consultant services and staff development strategies

Individual Growing Your Staff You work a human resource management consultant, scheduled a presentation pitch organization's a company worked past. Course Design Guide Presentation Prepare a Microsoft® PowerPoint® presentation pitch consultant services.

Operational gap / the need for HRM services

The organization is highly focused on the creation and implementation of an organizational culture centered on general well-being, rather than profit maximization. In other words, while the general focus remains on profit generation, this goal is now being attained not only through the delivery and sale of the products and services, but through the creation of satisfaction for numerous stakeholder categories -- employees, customers, the business partners, the general public and so on.

In order to create this new organizational direction, the executives at the firm have developed and implemented a new organizational culture, focused on the creation of value for as many stakeholder categories as possible. And while this approach seems a positive one and generative of organizational success, it is not being adequately implemented within the organizational climate. And this is due to the fact that the middle managers are not implementing this business thought and model in the administration of the organizational operations.

Speaker note background

The general advantage of a HRM consultant is that it applies long proven HRM techniques to the particularities of the economic agent. The advantage of this current consultant is that I have been working with this entity and I know its problems. I for instance recollect cases in which middle managers discriminated against the employees based on racial criteria, offered promotions on criteria other than performance and do not engage in motivating and stimulating employee relations.

The need for employee development, how it would solve the gap

Employee development is usually associated with the improvement of the working skills of the employees at the lower organizational level, in order to increase productivity. In this instance however, the gap exists very obviously between the organizational culture implemented by the executives and that felt by the bottom workers. And this gap exists due to the improper actions of the middle managers. This as such represents the reason as to why it is necessary to develop the middle managers and ensure that they comprehend and implement the culture as developed by the top managers.

Plan for employee development

The following steps are recommended:

Discussions with the middle managers to communicate the importance of the new organizational culture

The offering of diversity trainings in order to reduce the chances of discriminations

The offering of training programs on how to efficiently interact with the employees, how to motivate them, how to communicate, how to stimulate and reward and so on The implementation of penalties for the middle managers who do not implement the organizational culture as developed by the top executives.

Performance improvement plan worksheet

Date initiated: September 1st, 2011

Department involved: Human Resources Department and the middle managers from all departments

Problem and rationale: The middle executives do not adequately implement the new organizational culture and the training sessions could increase their ability to do so Objective: ensuring an organization wide implementation of the new organizational culture

Measurement: Levels of employee satisfaction and employee performance

Plan for improvement: training and sensitivity of the middle managers.

Impact of the performance improvement plan

The implementation of the program to train the middle managers would generate numerous impacts at the organizational level, among which the more important include the following: