SACS brings extensive experience in the area of performance management consulting. Our expertise covers the following areas:
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When a client wants assistance in evaluating a short list;We undertake a competency analysis of the position and undertake behavioural interviews Give candidate reports for the candidates, including an objective reading of the appropriateness of each.
Our reputation and profile in local government, state government and not for profit has given us a strong flow of candidates in these sectors. We can assist with short or long term contract roles ranging in seniority from experienced senior executives to graduates with limited experience.
Competency Analysis provides an outstanding basis for Succession Planning within an organisation. In order to define succession paths, it is a matter of identifying the competencies of an existing staff member and the competencies necessary to go the next level of seniority. The difference between these two is the area that needs to be developed in the succession plan.
Trends in the labour market has meant there is an ever increasing need for Organisations to be pro-active and focus on continuously shaping their workforce, to ensure that it is capable of delivering organisational objectives now and in the future.
SACS helps its clients to assess and address their workforce needs via a structured approach. SACS has developed a practical and easy to use model which assists clients with the development of workforce plans which integrate into an organisation’s overall strategic framework and align human resource strategies to ensure the continuous delivery of the right people.
SACS’ model takes into account three key areas:Analysis of the current situation – this includes demographics, benchmark information, environmental factors, and skill gaps.Analysis of the desired situation – this includes the organisation’s strategic outlook, capabilities required to achieve strategic objectives, modelling future staffing structure, future modelling of commercial dimensions or financial implications of future workforce,Determination of the human resource strategy required to assist the organisation get from the current to the desired state (i.e. training, hiring, graduate programmes, internships, volunteers, succession planning).
SACS Consulting has access to a broad range of psychometric measures to assess personality, aptitudes, and skills. In human resources or executive recruitment assignments, a need may arise to obtain objective measures of performance, assess competencies, or compare candidates’ suitability for an opportunity. In these circumstances, we would initially consult with you to determine your specific requirements and ensure our proposed assessment methodology meets your needs. SACS brings the capability to design and administer psychometric tests on-line through affiliation with our technology based supplier and employs qualified Psychologists who bring extensive experience interpreting and providing advice on test results.
Emotional Intelligence (EI) refers to a set of abilities relating to emotions and the processing of emotional information. Applied to the workplace EI relates to competencies to do with understanding emotions of oneself and others, using emotions to effectively make decisions and managing emotions. SACS Consulting has introduced the concept of Emotional Intelligence (EI) and how to best leverage it into various organisations. Typically, this has encompassed SACS testing all participants using an Emotional Intelligence test developed by Swinburne University called GENOS, followed by a workshop, which examined the group’s results as a whole. The workshops then focused on assisting the participants to develop their skills in managing their own emotional intelligence as well as how to respond more effectively to others in the light of their increased understanding. Participants in team building exercises in emotional intelligence have commented favourably on its effect in building team cohesiveness and trust.
SACS’ has demonstrated effectiveness in design and development of surveys to assess internal satisfaction, morale and motivation of staff.
SACS’ approach is to develop customised surveys to meet specific client needs. We have designed and delivered surveys that tap into employees’ opinions about a range of factors including: physical environment; technology, equipment and resources; quality of interpersonal relationships and leadership; systems, training and development; career path opportunities; remuneration; and employee benefits. We have also tailored surveys for situations where teams or incumbents are not working effectively; to assess leadership effectiveness, and contribute to situations of culture change.
Our reports are presented in an easy to understand format including executive summaries, graphical representation of quantitative data and analysis and reporting of qualitative information. We can also provide briefing sessions to clients, managers, and staff to provide an independent view of the results, facilitate discussion of findings, workshop action points, and answer questions.
SACS has the capacity to ensure that any of the tools and techniques which are developed for our Human Resource offerings will be able to be automated and developed into web based tools if necessary, with the potential to be utilised on an ongoing basis. For instance, we have the capacity of develop a web interface for performance development systems, psychometric testing, or climate surveys which can be branded as an Organisation’s own but can include processes and intellectual capital which have been developed by SACS for a client.
At the heart of SACS methodology for leadership development or executive coaching is securing an agreement between the employer and the executive to enhance the executive’s work performance and development. SACS programs are tailored so that the length and level of commitment required will vary according to each individual’s circumstances.
SACS consultants bring expertise in consulting with organisations regarding their human resources strategy, and issues related to organisational structure. We specifically focus on whether an organisation’s structure has clarity, whether people agree on the structure, and importantly whether the structure allows the organisation to achieve its objectives.
Assisting individuals who are leaving an organisation for whatever reason Supportive, but focused and results oriented Gives the individual the skills necessary for job seeking Maintains the morale and positivity of the remaining staff.
Identify high performers in the organisation Model the competencies of these people Sometimes back this up with psychometric assessment Develop a recruitment model which will allow you to benchmark prospective hires against the high performance model.
We have capability to undertake staff retention and turnover reviews which include quantitative and qualitative analysis of staff turnover, focus groups, surveying those who have left the organisation, surveying the outside market to gain perceptions of the organisation, and reviewing recruitment practices.
