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THE EXEMPLAHR WAY

 

Introduction

 

We offer a service to support long-term business goals and outcomes within a strategic framework. If required, we will assist a business, organisation or individual to formulate a realistic strategic framework. This approach focuses on longer-term people issues, matching resources to future needs, and organisational factors about structure, quality, culture, values, commitment and performance.

 

Methodology

 

This successful approach covers strategic planning, including What Matters Most and how things will be done. In addition, a relevant strategy is defined to cover the organisation’s behaviour and how the agreed outcomes will be measured.

 

Business Goals

 

  • To improve business performance.

  • To formulate and implement the strategic needs of business, including all those activities affecting the behaviour of individuals in their efforts to achieve in the workplace.

  • To enable the organisation to achieve its goals in line with the pattern of planned human resource activities.

 

People Factors

 

An effective business strategy is informed by people factors and good ExemplaHR is derived from an organisation’s business strategy. The way in which people are led, managed, motivated and informed, and the availability of skills and knowledge, all shape the business strategy.

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Workforce Planning

 

One important area of developing an effective strategy for people is workforce employee planning, which enables organisations to better meet their future skills needs and therefore achieve their long-term business goals. It is vital for an organisation to develop sufficient capacity and capability,

 

 

 

 

to adapt to new trends, take advantage of emerging opportunities and continually seek the competitive edge. Employee planning simply involves putting the business strategy into practice.

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Human Capability

 

This vital area focuses on how a workforce, team or individual at work, with their collective knowledge, skills, abilities, capacity and capability, is enabled to develop and innovate to their full potential. This approach views people as assets rather than costs, and focuses on the importance of adopting an integrated and strategic approach to people, in order to:

 

  • What can be measured can be managed – SHRM and organisational success.

  • Provide guidance on what to measure, how to measure and then produce reports on the outcomes of measurement.

  • Review the metrics for best people management to deliver best results.

  • Reinforce the lessons learnt to link strategies and processes to create people value and achieve business goals.

  • Ensure human capability is best converted into organisational value.

 

Improved Performance

 

This proven approach directly impacts on performance and informs job design and skills development. The ‘people, processes, performance’ model set within a strategic framework incorporates people and performance issues. Undoubtedly, organisations need to define bespoke strategies according to their specific context, culture and business objectives.

 

"As a SHRM professional, I am instrumental in applying experience and expertise in defining organisational factors, designing human capability initiatives, and formulating forward-looking programmes that reflect exceptional long-term priorities." Kevin Hart

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