Human resources

Human resources

Traditional modes of employee to employer feedback simply will not suffice in providing the depth and richness of understanding required to generate effective insight. Our methodologies can give HR deep knowledge of:

Corporate Culture – Employing qualitative techniques to explore the shared value systems of the various levels of staff and the underlying assumptions that shape day-to-day behaviour can give a rich understanding of the organisation’s culture. Potential areas, barriers and motivations for change, can be identified.

Employer of choice – Gauging where your employees and prospective employees position your brand amongst its’ competitors, and probing into the rational/non-rational reasons as to why they feel so, is key to give a benchmark from which a transparent, workable employer of choice model can be formulated.

Talent retention – Due to the close knit social and professional environment unique to offshore institutions, lateral movement of employees between competitors is not only deemed acceptable, but is also actively promoted amongst peers as being an intelligent career move. Through the thorough evaluation of perceived acceptable behaviour, an exploration into the possible motivations behind seeking alternative employment, and carefully constructed co-creation exercises aimed at building enviable employer-employee relationship models, companies investing in talent can move forward, confident in the knowledge that their employees are engaged.

Information translation – The effectiveness of a campaign ultimately depends on how much of the original message is lost in translation, plus your staff’s motivations towards making the required changes. Are your staff aware of your tactics when you go into battle, and do they even have your back? Only in evaluating the emotional drivers/values of your employees can you see whether your ‘forward’ is the same as their ‘forward’.

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A typical human resources journey