Jane can work with your organisation through a number of initiatives to develop your HR function and support your team in developing: personal responsibility; developing human resources strategy; improving team performance; interim executive support; strategy development; and supporting staff at work.
Excellence in HR
Business Partner Model
Supporting you to play in the game, not at the game. Our Business Partner Model Workshop can support HR teams to really add value to your organisation by working strategically with senior leaders to ensure effective solutions are delivered in line with organisational business objectives.
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Adding value
We will work with your team to ensure they are doing the things that add value and not the things that managers should be capable of doing. We challenge you to think differently about what you do on a day-to-day basis to ensure that we genuinely build capacity and capability in the organisation to manage staff and teams effectively. We will work with you to ensure that you are measuring the right things that you market what you do in the organisation. We will help you to give real clarity about the value HR brings to the organisation.
Added value surveys
We can link this work to devising and carrying out an HR added value survey based on the Ulrich model. This gives a clear picture of how HR is performing in the organisation and gives a real steer for what managers want and where HR can add value. This is not only a good marketing tool but also gives permission to introduce the business partner model and to concentrate on activities that add value.
HR strategy development
This usually involves a workshop day with the HR team to help you understand strategy: how it works and how to think strategically. We help you to build self-belief and positivity. We encourage you to visualise the shape of the organisation in five years time and then work back to plan what needs to change to get you there. We will design and write a draft strategy for consultation within your organisation. This is based on current documentation and business plans to ensure it reflects your organisation. This is a cost effective way of completing a tough piece of work which HR directors rarely have the time to do.
Interim support
Why and when you may consider utilising my services on an interim basis: bad feeling and low morale in the organisation; change in executive team; increase in staff turnover or organisational re-structure.
How I offer support when you need it most:
I will embed myself in your organisation to observe, advise and facilitate change through instilling belief in values, and aligning the culture to strategic aims. I will bring honesty to conversations and use my coaching skills to support the Executive team and the Board.
Recent case study: Lancashire Care NHS Foundation Trust
Lancashire Care NHS Foundation Trust provides health and wellbeing services for a population of around 1.5million people. The Trust specialises in inpatient and community mental health services. The Trust covers the whole of the county and employs around 7,000 members of staff across more than 400 sites. I worked with the Trust for four months in the following areas:
Reorganisation of staffing structure – I was engaged to act as consultant to assist with putting a new structure in place. I provided development support on introducing the business partner model and how and what that means in practice. I then assisted the changes by promoting the reason for the change at Board level.
Workforce Information – I worked across the Trust to introduce a new way of collating information that links to the effectiveness of teams (Prof M West et al) as well as indicators of quality performance. I motivated those responsible for information and quality in the Trust to work together to provide really meaningful information for managers right down to ward level. This then linked to the impressive work already being undertaken in the Trust through the introduction of the Quality Seal which is based on the CQC standards. I supported them to collect the right information on staff morale, supervision and management, effective teams, family and friends test and stress data.
Temporary staffing – I worked with the Trust to review and support a change in the culture around the use of temporary staffing. A traffic light system was used to help monitor performance and highlight areas where agency or bank staff can best be used to improve performance and save money. The Trust was given the tools to make staffing decisions based on quality of care.
Coaching
Coaching and mentoring can benefit all areas of life from home to work, personal to professional. By challenging self-limiting beliefs you can free up the mind to achieve your potential, whether this is in your personal or professional life.
The aim is to facilitate a deep exploration of self that allows you to become more self-aware and to develop the ability to coach yourself through difficult situations. The focus is on helping you to achieve your goals, personal growth and positive change.
Jane is qualified in coaching to the Institute of Learning and Development Level 7 in Leadership Mentoring and Executive Coaching, as well as attending various personal development courses for her professional CPD as part of her chartered status at the Institute of Personnel and Development. Jane has been practicing as a coach and mentor for 10 years.
High profile investigations
Jane has handled a number of high profile investigations particularly involving bullying and harassment. Jane's approach is to mediate where possible with a view to solving the matter informally and with as much dignity as possible. She has handled cases involving all levels from chairs and chief executives to line managers.
Supporting staff at work
This two-day fully customised package is appropriate if your organisation has a HR team that can implement and roll out the workshop.
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