Talent Management and Staffing
Talent Management and Staffing
Grahall’s Talent Management and Staffing services include, but are not limited to:
In the continually changing competitive landscape, talented management is crucial to success. Acquiring the right executives, managers, and thought leaders in a timely and thoughtful manner is often the difference between executing a winning strategy and failing to do so. Our executive search capability differentiates us from other human capital consultancies, which don’t provide this service. It also differentiates us from general practice search firms that don’t have our depth of understanding in human capital application.
Our executive search services are delivered as a business solutions consultancy. Grahall’s executive search practice is focused vertically in the many disciplines in several industries including Financial Services and horizontally across industries in most key management functions such as Finance, Human Resources, Legal/Audit/Compliance, Technology, Sales, Operations, etc. We emphasize that the key differentiators of Grahall Executive Search reflect the values developed during decades of recruiting and management experience; including:
- Thorough, in-depth fundamental research for each engagement
- Flexible pricing & invoicing arrangements that favor the client
- A full partnership at each phase of search, assessment, and selection
- Unsurpassed commitment to client satisfaction… including guarantees
Human Resources Department Workforce Staffing
Grahall provides cost effective project based consulting, temporary assignment staffing, and recruiting services for organizations and individuals. We match consultants, temporary staff, and full time employees to clients with the understanding that only experienced reward consultants can. Our system of matching is unique in the industry and ensures that clients are matched with the right workforce solution to meet their unique needs. When recruiting, we mainly focus on middle to senior level professionals.
HR Workforce Solutions Services:
- Recruitment of permanent Human Resources professionals
- Short–term Human Resources and Reward staff
- Consultants chosen by the clients
- Selection advice on Human Resources professionals
- Recruitment process advice.
Functional areas of recruitment include:
- Human Resources
- Benefits/Benefits Administration
- Health & Welfare
- Organizational Design/Organizational Effectiveness
- Change Management
- HR Information Services
We are considered unique by recruiting firm standards in that we offer two equally attractive engagement options to our clients. For some clients, a retained search is the appropriate option to fill a crucial need while for others, a contingency arrangement is a more practical option. There are several criteria with which this decision is made. From our standpoint, the most important issues are the nature and the level of the position as well as the sensitivity of the assignment.
Recruitment Process Design/Implementation
Continuing enhancement of the talent supply chain is the only way for companies to retain the best talent in the industry. The “war for talent” never goes away. Quality and performance of human capital now contributes to competitive advantage in the same way as more traditional differentiators such as financial strength and technology once did.
Attraction, assessment, selection, and acquisition of business required talent is no longer just the problem of a handful of recruiters or hiring managers. It is an enterprise issue requiring systems, processes, tools, and metrics. Our talent management consultants assist clients across the end-to-end recruitment cycle through the following services:
- Recruiting functional effectiveness assessment
- Recruiting process analysis
- Position specifications and job documentation
- “Person specifications”
- Applicant tracking systems
- Interviewing and assessment protocols
- Strategic sourcing
- Integration with enterprise and other technology platforms
- Process performance metrics
Leadership Assessment Services
An assessment is the true starting point for any developmental engagement. Not only is it essential in determining the current reality of your organizations’ human capital performance, it is the most cost-effective way to retain and identify your future leaders. At Grahall, we believe in “Gap-Analysis” assessments. Being aware of the gap between what a leader thinks their performance is, and what their team perceives it to be, is crucial in becoming a superior leader.
We have many assessment tools. Our consultants have been innovators in the field with the development and use of Performance Motive Profile assessments.
Our leadership assessment services include:
- Motivational assessments
- Leadership competency reviews
- Emotional competence evaluations
- Leadership style assessments
Performance Management Design/Implementation
Our proprietary approach to performance management system design focuses on the role and contribution of the position to the organization and its related business strategy. We go beyond “best practices” and norms to develop an in-depth understanding for the type of performance system that is right for the organization.
As such, we rely on our research of best performing organizations at similar stages of development to advise our clients on the appropriate performance management system to drive their business strategy.
Our approach considers the total performance management cycle – performance planning and goal setting; individual development plans; recalibration and “check-in,” and annual performance appraisal.
Our performance management services include:
- Establishing organizational KPIs
- Mapping job families to KPIs
- Cascading goals and results
- Competency-based performance management – how results are achieved
- Performance management tools and formats
- Performance management technology and delivery systems
Employee Training & Development
An organization always performs more competitively if its workforce is trained to accomplish critical elements within its business strategy. Grahall consultants develop specific training and development programs to meet an organization’s unique needs. Our approach is to link the training to organizational capabilities and specific positions. Our training is never generic or wasteful of your organizations training budget.
Our approach considers the total environment and your organization’s critical success factors. We are surgical with our solutions and measure our success by the gain in organizational performance.
Our training and development services include:
- Establishing organizational capabilities to determine training opportunities
- Mapping development opportunities through job families reviews
- Creation of position competencies requirements
- Competency-based performance determination to understand how results are achieved
- Performance management systems designs for feedback
Leadership Development Programs
Enhancing the performance of human capital is the most important element of building a superior organization. Leadership development programs are the most cost-effective way of identifying, developing, and retaining top talent. The core programs at Grahall are uniquely designed to meet the specific needs of an organization.
The Olympic Leadership Development Program and the Elite Leadership Development Program take individual, executive, or a team, through our five-ring process to superior leadership performance. We show how motivation, emotional intelligence, leadership styles and organizational climate are key factors in being able to achieve discretionary effort, increased performance and superior bottom-line results.
Grahall offers a comprehensive, one year program where we partner with organizations to help them identify, develop, and coach their high-potential leaders.
Competency-based tools and applications have proven to be some of the best methodologies for aligning vision and strategy with people strategy. Effective competency models integrate and amplify functional HR disciplines such as recruitment, development, performance management, and rewards.
Our consultants have significant depth in developing and implementing competency models for leadership, job families, culture fit, and deployment. We can create models through green field approaches such as critical event interviews, or through a variety of commercially available competency dictionaries. We focus on what best meets the business needs of our client.
- Profiling required knowledge, skills, abilities, and behaviors for defined roles
- Creating applications for leadership development
- Designing applications for skill development
- Integrating competencies across HR systems
- Developing a common language of performance across the organization
Most individuals working in today’s organizations perform better when they see a clear and understandable path to future positions within the organization. Career mapping helps the individual and organization understand the people flow throughout today’s organizations therefore better optimizing that flow and the organizations business strategy.
Grahall identifies and designs robust career paths for the talent within an organization to help build individual capabilities so that the company can meet its business priorities while fulfilling career paths for individual contributors. Grahall’s experience in position analysis and world-class diagnostic tools enable companies to develop career paths while ensuring they have the right people in the right roles to drive business strategy.
The result is a comprehensive picture of potential career paths, an understanding of the risks associated with different career moves, and preparation for successful transitions.
Succession Planning and Management
With a systematic approach to the identification and development of talent, effective succession planning and management may ensure that an organization’s leadership capability keeps pace with its business growth and challenges over time.
Grahall’s research underpins our succession planning and management approach, giving us an in-depth understanding of what it takes to succeed in particular roles, and the personal attributes that are needed and each role’s accountability requirements. We also offer a full range of services to support succession needs, from aligning mission-critical jobs with other criteria such as strategy and performance coaching.
Grahall’s succession planning and management services include:
- Critical roles/responsibilities analysis
- Talent review methodologies
- Integration with performance management
- Assessing potential/readiness
- Create leadership development programs and processes
- Talent replacement inventories and charts
It is widely accepted by CEOs and senior management that few leadership development interventions are as powerful as executive and organizational coaching. Coaching is the one discipline that sustains behavioral change. Without coaching, individuals tend to fall back into their comfort zones and old patterns of behavior. Grahall’s consultants developed the Power Coaching and Tri-Action Coaching models to meet the needs of the corporate athlete looking to enhance their leadership performance.
Power Coaching is results-focused and the coach takes an active and directive role in the coaching process. Power Coaching challenges the individual, offering alternative ways to think about existing situations in order to bring about new behaviors with better results. With positive feedback and proper goal setting, Power Coaching stretches the executive out of their comfort zone, helping them to achieve peak leadership performance.
Outplacement & Career Transition Services
The termination of key executives and employees is a fact of today’s organizational existence. Change in employment status as a result of these changes is an area that needs careful attention as the potential impact to the organization from severance payments or change-in-control provisions can, and often, have a significant impact on the company’s bottom line.
Because successful right sizing can ensure future organizational success, Grahall provides outplacement and career transition services to our right sizing clients in order to mitigate and control the impact of displaced employees and key executives.
Grahall’s outplacement and career transition services include:
- Determining the appropriate level and mix of assistance for each of the affected groups corresponding with the employees’ needs.
- Establishing special termination rewards programs for executives in transition during mergers, acquisitions, takeovers and other change-of-control activities.
- Clearly stating the specifics of the employee’s responsibilities, performance expectations and grounds for termination
- Defining the most effective method for resolving any disputes