Ensuring you’re the employer of choice is not only critical for attracting the right talent, but keeping the star employees you have. We’ll work with you to develop your people strategy, shaping and evolving your inclusion programmes and linking this directly to your business plan. This may include developing a new structure to support your growing business or speaking to your employees to understand what is important to them. Whatever the outlook, a people strategy can help your business move in the direction you want it to.
Salary benchmarking helps you make pay-related decisions including hiring, promotions, internal salary adjustments, and budget planning. Given that salary costs are generally the largest cost to any organisation, a solid understanding of the external value of each position will enable you to develop an approach for setting overall salary or total compensation levels. The ability to balance the needs of attracting and retaining talent with the financial restraints of the organisation is a key priority for many senior managers. Salary benchmarking provides the information needed to define the costs associated with salaries and other compensation components such as profit sharing or bonuses compared to competitors within the same industry sector.
Our team will understand the roles, not just the job titles, to make comprehensive comparisons to the market.
We believe that once you understand your employees’ views, opinions and values, you’ll have a greater opportunity to act on these. Asking your employees what’s good about the business, where improvements can be made and how they feel about working for you and your brand can assist with your overall retention. We know we can’t give employees everything they want, however, listening to their wishes and acknowledging them with an explanation as why its not possible means they are not being ignore. Most employees provide constructive feedback which can be acted upon, so we’ll work with you to draft the survey, which is sent electronically and anonymously, so we are able to ask the questions you really want to know the answers to. KSHR Consultancy will draft a full report outlining the findings, this goes to your senior managers for discussion and then once reviewed, we’ll issue to employees with a list of acknowledgements and actions.
Appraisal and 121 Design
Your employees want to be provided with feedback and given the opportunity to have their say in a structured process. The frequency of 121 reviews largely depends on the role the employee is undertaking and the level of support they require. We don’t believe that you should pay lip service to this and if you think that’s what you may do, then don’t bother. However, you may find that carefully drafted templates for these sessions may help the employee undertake their role to their full capability and make your role easier.
Linking 121’s to the annual appraisals can reduce the ‘complaining factor’ and ensure that the appraisal process is a genuine focused conversation which allows you to discuss where the employee is going within the organisation.
If you’re an established company, then you may wish for KSHR Consultancy to undertake a full audit of your processes. This includes reviewing the recruitment, induction performance management, pay review, and leaver processes. Once this has been completed, you’ll review a full report detailing our recommendations.
360° Feedback is a Development Tool to help all levels of employees recognise strengths and opportunities to improve and to become more effective in their roles. The feedback process gives people an opportunity to provide anonymous feedback to a colleague that they might otherwise be uncomfortable giving. Feedback recipients gain insight into how others perceive them and have an opportunity to adjust behaviours and develop skills that will enable them to excel at their jobs.
What a 360° Feedback Survey Measures:
- behaviours and competencies
- provides feedback on how others perceive an employee
- addresses skills such as listening, planning, and goal-setting
- focuses on subjective areas such as teamwork, character, and leadership effectiveness