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Strategic Compensation
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Pay Systems
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Total Rewards
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Expatriate Compensation
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Executive Compensation
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Compliance
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Risk Assessments
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Injury and Illness Prevention
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Safety Training
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Risk Management Techniques
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Talent Acquisition
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Employee Engagement
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Employee Retention
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Learning & Development
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Performance Assessments
Maximizing Human Capital Is Our Business
Organizational Development (OD)
Organizational development is a planned effort for the organization that is managed by leadership and supported by employees, to increase organization effectiveness. Our clients are the senior leaders and managers of the organization, those who design and oversee whole organizational systems. A strategic workforce plan cascades down directly from the company's strategic plan, goals, and objectives. Through planned change processes and systems, our HR consultants will provide a formal workforce plan that aligns with your company's strategy.
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Working with our experts will enable you to develop a strategic plan that will align with broader interventions designed to maximize internal strengths and minimize weaknesses. Vickers Institute will identify and analyze what your organization needs to achieve its goals, in terms of the size, type, and quality of its employees. Our profession HR consultants help clients implement and manage a wide range of change-related issues effectively and efficiently. Through intensive processes of assessment, goal setting, and evaluation of organizational systems, we can provide leaders with the tools they need for comprehensive reflection and re-envisioning of their organizations.
Strategic Organization System Alignment
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Aligning staffing and people management strategies to company goals and objectives.
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Designing micro and macro interventions that address systemic conditions influencing organizational effectiveness
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Developing training and knowledge management programs that support company short- and long-term strategies
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Integrating repatriation programs into HRD activities to address the needs of expatriates
Change Management
Our consultants work with your leadership to develop a roadmap to lead an organization from where it is now to where it would like to be. Our services include:
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Assess organization to determine necessary changes.
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Management and employees buy-in to change.
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Set smart goals to enable effective change
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Guidance for initiating the change process.
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Sustain change by embedding this mentality into the organizational structure.
High-Performance Culture Development
To overcome economic challenges and capitalize on newfound opportunities establish organizational cultures that will help ensure sustainable growth. ​ Leaders continuously raise the bar by encouraging higher performance from themselves and from their teams. Create high-performance cultures by:
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setting clear expectations,
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defining employees' roles,
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creating a trusting environment, and
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encouraging employees' growth and development
Capability Development
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Organizational capability means an organization's ability to manage people as a source of competitive advantage.
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Organizational capability is centered on the business process sector of the Balanced Scorecard.
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It ensures customer needs are met by leveraging organizationally unique competencies achieve greatest
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HR enacts the role of organizational capability builder by establishing internal processes that support talented people as they innovate to give the
Long Term Perspective
Workforce planning is a continual process used to align the needs and priorities of the organization with those of its workforce to ensure it can meet its legislative, regulatory, service and production requirements and organizational objectives.
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Examining the organizations business core competencies and make recommendations for outsourcing or third-party management.
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Establishing regular compliance programs to protect all stakeholders
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Identifying any employer risk based on current labor laws
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Using data from internal and external trends and metrics to drive organizational response plans
Plan
Require
Hire
Inspire
Results
The best plans are in an easily digestible format and usually fit a 3-5 year window.
Let your plan dictate the requirements of positions and people that will help you achieve your plan.
Create job descriptions that outline needed skills, experience, and behaviors, and create job ads that speak to ideal candidates.
Employees should feel ownership, purpose, and pride in what they do and a true understanding of how their role impacts the overall vision outlined by your plan.
Choose the key performance metrics that will help you determine if you are on track and measure them monthly.