Managing change
Our expertise in HR management, job analysis and matching, assessment and selection and facilitating consultation events will help to ensure that your change initiative achieves its objectives.
The key to successful organisational change is effective management of the process and effective communication from the outset.
We work with you to determine the functions, structures and roles your organisation or service needs to succeed.
What might have served you well once may no longer represent a viable option as new technology requires alternative ways of working or as your market context evolves.
Often the fundamental question is, do we have the right people in the right place at the right time doing the right things?
Case study:
Outer London Local Authority - reorganisation of the HR function
Context
The Council was committed to the establishment of a central Human Resources and Organisational Development function to replace the departmental model.
Delivery
Nfp provided comprehensive support for the reorganisation from inception through to conclusion. This included the development of options, informal and formal staff consultation, job analysis for over 30 new categories of roles, job matching, development of bespoke assessment materials and three round of internal and external recruitment for 96 roles.
Key outcomes
The reorganisation was completed on schedule and there were no Employment Tribunals arising from the exercise. The recruitment element was completed within three months.
Case study:
National disability charity -
job matching
Context
The charity was undertaking a full strategic review and reorganisation of its fundraising and marketing function, which involved the introduction of new CRM software.
Delivery
As part of the staff consultation process, Nfp conducted a comprehensive Job matching exercise for all the roles affected by the reorganisation using the charityŴs stated policy and procedure.
Key outcomes
The materials produced by Nfp were utilised by the charity not only for the reorganisation itself but also as an example of best practice for subsequent line-manager training.
Case study:
National Arts Charity - organisational development
Context
Our client is a national charity established in order to provide high quality and diverse music making opportunities for infants, children and young adults. The charity had grown organically over a number of years and was seeking to establish an organisational structure that was appropriate to its business.
Delivery
Our project was to put in place an appropriate organisational structure, with clearly defined job roles and fair rates of pay. We also made recommendations to Trustees on how salaries should be managed in the future. Our approach was designed to build employee buy-in to the organisational restructuring and we achieved this by organising a series of job analysis workshops, which were attended by all staff. We also advised on a major change to home working status for a substantial group of employees.
Key outcomes
Our conclusions and recommendations on rates of pay and options for managing pay in the future were accepted and ratified by both senior management team and Trustee board.
