Strategic human resource management is an approach that focuses on longer-term people issues, matching resources to future needs, and concerns about structure, quality, culture, values and commitment. Square Peg HR has a strong reputation for partnering with clients to design, deliver and evaluate organisational People/HR strategies usually in the context of an overarching organisational strategic review.
A good organisational strategy is informed by people factors and most third sector organisations recognise that their people are fundamental to sustainable value creation. Square Peg HR can support with a review of your current HR strategy or help create and implement a long-term plan that focuses on your organisational goals and priorities. There is no single HRM strategy that will deliver success in all cases – we can help you define your own unique strategy according to your culture, objectives and values.
Job evaluation is a systematic process for establishing the relative worth of jobs within an organisation. The purpose of job evaluation is typically to:
- determine pay and grading structures
- ensure a fair and equal pay system
- compare pay rates against the internal or external job markets
Undertaking job evaluation can be a complex task but Square Peg HR has extensive experience of delivering robust results for the third sector. We use Croner Reward’s online job evaluation tool to ensure evaluation is non-discriminatory and meets all legislative requirements. Croner’s methodology supports the analysis of different skills and responsibilities using a step by step approach, comparing jobs against 10 analytical factors. Putting emphasis on the analysis of a job description rather than an individual ensures that the job is evaluated rather than the people doing the job.
The salary benchmarking process gathers information on pay and benefits for various organisations. It compares the salary package on offer against those offered for the same role in similar organisations/sectors. The process can help employers better understand their value proposition in a competitive job market, and ensure employees are rewarded appropriately. Square Peg HR’s unique understanding of the third sector means we have significant insight into the salaries and benefits on offer; we also have access to relevant surveys, online tools and journals that can aid with quick and effective salary benchmarking projects.
Pay structures offer a framework for salary progression and should be designed to balance organisational and employee needs. A pay structure could be described as a collection of salary grades, levels or bands that link related jobs within a hierarchy or series, providing a framework to implement reward strategies and policies. At Square Peg HR we understand how important it is for your organisation to provide a fair and robust pay structure being mindful of equal pay, pay ratios and gender pay gap reporting.
Competency-related human resource management is about using the concept of competency and the results of competency analysis to inform and improve the processes of recruitment and selection, employee development and employee reward. To cut through all the jargon, the concept of competency is quite simply a useful term for describing the sort of behaviour that organisations are seeking in order to attain high levels of performance. The concept provides a common language which helps people to focus on the key behavioural issues affecting results. The notion of competency can be used to describe what people are expected to know and be able to do if they are to carry out their roles successfully.
Square Peg HR consultants have extensive experience of designing and implementing competency frameworks to aid with achieving a coherent approach to the management of people. More and more often we are asked to integrate competency and value-based approaches – contact us for more information.
Performance management is a means of getting better results from the organisation, teams and individuals by understanding and managing performance within an agreed framework of planned goals, standards and competence requirements. It’s a process for establishing shared understanding about what is to be achieved; it should be forward looking and developmental.
Whether you are looking to review your current performance management processes or are keen to implement a new system of appraisal or support and supervision, Square Peg HR can advise on the best strategy that fits with the culture, ethos and values of your organisation.
Sometimes organisations have to make difficult decisions relating to their growth and structure – this can result in redundancies and internal restructuring. Square Peg HR are experts in this area; we can help ensure that your redundancy process is legally compliant whilst being mindful of the emotional impact on those affected, supporting those leaving the organisation with CV and career management advice.
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Following on from a Strategic Review, in July 2016 we commissioned Square Peg HR to undertake a comprehensive review of roles, responsibilities, job descriptions and pay structures across our organisation. Over a four-month period Carolyn and Frances worked to a timetable which involved meeting with a range of staff and working behind the scenes to research/analysis information to produce a report to our Directors at the end of November. They brought enthusiastic, interest in our organisation and focus, along with their professional expertise and experience to the task and the final report was used as guide for our future organisational decisions. They continued to offer invaluable support in the recruitment process for an HR post as part of our future plan.Marian McDonald
Chair Garvald West Linton