Specialist Human Resources Ltd

HR Strategy and Workforce Planning

Welcome to the company page outlining the services offered by Specialist Human Resources Ltd. With previous experience of managing every aspect of business administration and management in fast moving, multi-skilled and unionised environments, we are able to provide a unique HR Business Partnership when assisting in the setting of HR strategy as a part of the overall business planning process. Sitting in with the business planning team, we are able to ascertain the 'right' strategies, capabilities, structure and culture required to meet business objectives. By highlighting the HR requirement against each individual goal set in the organisational strategy document, and in planning HR strategy as part of a cross-departmental process, there will be a more comprehensive picture of inter-departmental interactions, thereby making the HR strategy easier to manage, easier to review, and easier to amend in the event of change. The HR requirements can also be cross-referred to an Appendix outlining actions and timelines, in order to provide the HR Department with a diary of events that they will need to facilitate.

We are also experienced in supporting Business Scenario Planning in times of uncertainty, ambiguity and turbulence.

As a part of our workforce planning arsenal, we have a 'cunning plan' in carrying out both strategic HR and skills audits. Our strategic HR audit includes an investigation to ascertain whether or not there is any redundancy in hours by looking at the hours available through the current workforce, and comparing these against the hours required to complete their tasks. We then look at knowledge, skills and experience that may be available to the employer, that are not currently utilised, but that may be of use in the future. Having already identified any redundancy in hours we can then look to see if those hours can be utilised to make use of the knowledge, skills and experience previously identified (should the need arise). This could save on recruitment, ongoing salary and training costs and the loss of productivity whilst new employees settle-in, thereby adding a quantifiable value to the organisation. However, this is an example of just one area where we excel in providing a quality service to the client. Please see below for more information regarding our services.

In addition to providing services in HR Strategy and Value Management, Specialist Human Resources Ltd can also assist in the production of Equality, Diversity & Inclusion Policy and provide subsequent Equality, Diversity & Inclusion training - the course having been designed and is delivered by a Legally Qualified Consultant. We also manage internal Disciplinary, Capability, Grievance and Appeals procedures for our clients.

We ensure that the services that we provide remain compliant with the latest changes in employment legislation.

Confidentiality is assured. For public sector organisations: The principal consultant has completed the Cabinet Office (National School of Government) assessments in Protecting Information at Levels 1 & 2. The Company is also registered with the Information Commissioner's Office.

The Company holds professional indemnity insurance and adheres to the Professional Codes of Conduct issued by both the Chartered Management Institute and the Institute of Consulting.

George Kemish

Director & Principal Consultant

Services provided by Specialist Human Resources Ltd

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Organisational and Departmental Restructuring

Workforce planning to meet new objectives and identification of any redundancy in hours available against hours required for tasks; identification of inter-departmental interactions to support the value chain; identification of skills base and training needs; alignment of management chain with new structure; engagement of workforce with the Value Chain (working back from the Customer) to ensure that customer expectations are being met; facilitation of change.

Mergers and Acquisitions

Full HR strategy and skills audits; identify organisational and behavioural aspects that may cause disruption; identify knowledge, skills, experience available across the new organisation. Identify any redundancy in hours available. Assist in manpower redeployment or redundancy processes (if required). Alignment of inter-departmental interactions, value and management chains. Ascertain cost effectiveness of current structures (including salary variations). Align HR strategy, as part of the business planning process, to support future plans. Facilitate change. Ensure compliance with current employment law.

Project Planning

Identification of knowledge, skills, experience required by the project team. Identify hours of availability for each post over the life of the project. Calculate the number of people required to complete the project within a specific timescale. Identify manpower costs to assist with drafting of the business case (where appropriate).

Support to organisational scenarios

Assisting in the planning of organisational scenarios being utilised to plan for an uncertain future. Facilitating the use of uncertainty-importance grids, and determining HR actions that would be required in order to bring about a favourable outcome. Ensuring that such actions would not compromise compliance with current employment legislation.

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Setting HR Strategy

As part of the overall business planning event, identify workforce requirements to support organisational goals. Calculate manpower costs associated with changes to the workforce. Identify any savings that may offset those costs. Draft diary of events (ie actions required, timelines and deadlines) for the HR Department. Ensure compliance with current employment law as part of the planning process.

Succession Planning

Identify time scale. Investigate advantages/disadvantages of promoting someone from within the organisation. Where decision is to recruit from outside the organisation, identify the criteria required, and investigate recruitment market to ascertain current trends. Where promotion is from within, ascertain how this might change future workforce structures, recruitment and training needs. Assist with the recruitment process (if required).

Human Resources and Skills Auditing

Investigation into the hours available through the workforce, compared to the hours required to undertake tasks, in order to identify any redundancy in hours. Undertaking a skills audit to ascertain the knowledge, skills and experience, across the workforce, in order to identify skills currently not being utilised, but which could be required in the future. Ascertaining whether there is room to restructure the workforce, so as to utilise any redundancy in hours, in order to make use of these 'new' skills (if required at a later stage) - thereby saving on recruitment, salary and training costs. Identify any additional training needs.

Salary Audits and Benchmarking

When undertaking salary audits we benchmark against positions in similar organisations - ensuring that any differences in job descriptions are given a value so that an accurate assessment can be made with a view to ensuring that client salaries are competitive.