Consulting Services
Overview
Workforce development is often a manageable task when the dynamics of the workplace are relatively static. However, when workforce demographics could change significantly in a short time or the changes represent new issues requiring a new way of thinking to resolve, companies might welcome another source of professional assistance.
Workplace Services, a division of Employee & Family Resources, now offers organizational consulting in a variety of disciplines that can help for-profit, not-for-profit, government, public and privately held employers reshape and elevate their management programs and practices.
Our business consultants take a value-based approach, partnering with clients to identify the required business outcomes as part of the project's scope. This approach assures that both the clientand the consultant are focused on solutions that will create the necessary changes in the workplace.
Service Features
Organizational resources can be stretched thin these days, with ever growing demands and fewer resources available. While it might be ideal to have more in-house talent, that is not always practical or cost effective. Consider another source of professional assistance from the newest of EFR’s Workplace Services. Our offerings include expertise in:
- Leading a Multi-Generational Workforce
- Talent Management
- Strategy and Organizational Development
- Outplacement Services
Leading a Multi-Generational Workforce
Training opportunities are available for leaders and employees who want to learn how to productively leverage the talents of multiple generations as they come together in the workplace
Talent Management
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Workforce Planning
forecast the bench strength required to assure adequate staffing to achieve business goals
Talent Management - Planning (PDF)
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Performance Consulting
just-in-time access for managers to and EFR workplace consultants who can assist leaders in leveraging employee performance
Talent Management - Performance (PDF)
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Impact Analysis
determine the potential impacts to and resiliency of your organization as it encounters unexpected, significant or foreseeable events
Impact Analysis (PDF)
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Succession and Replacement Planning
create a formal and duplicable process to identify and promote high potential talent and create contingency plans to address critical staffing gaps
Succession and Replacement Planning (PDF)
Strategy and Organizational Development
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Policy, Program and Practice
review and recommend enhancements to current programs, practices and policies
Policy, Program and Practice Reviews (PDF)
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Recruiting and Retention
coordinate recruiting practices with retention initiatives to attract and retain critical talent
Recruiting Strategy Development (PDF)
Outplacement Services
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Self and Career Exploration
assist employees in determining individual career options based on their strengths and work preferences
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Search Strategies
employees learn how to focus and execute their search efforts for maximum exposure to hiring managers and recruiters
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Interviewing Techniques and Offer Negotiations
employees learn to express themselves honestly to realize the right job match and career path
Outplacement sessions can be priced and conducted on an individual basis or as group learning sessions, including coach-assisted life, career and My Plan After 50 retirement planning components.
