Morton Philips has great depth and experience in offering unique and practical solutions to complex people issues – solutions that work. The goal of our Strategic Consulting and HR Practice is simple – improve individual, team and organisation performance for our clients. Here are some of the ways we can support you:
1) Organisation Review:
In a constantly evolving business landscape, organisations are compelled to adapt and transform in order to remain relevant and competitive. Where a transformation creates an imbalance in the organisation, Morton Philips can conduct an Organisational Review to look across all parts of the organisation to ensure they are aligned to meet the strategic goals of the business. This includes
- reviewing the overall organisation structure
- re-aligning it with the business strategy
- reviewing specific roles and responsibilities
- setting goals for performance
- reviewing communication processes within the business.
2) Organisation Change Programs:
It is critical in times of change that organisations focus on issues that impact their people. We can support you in developing a plan that will do just that. This may be in bringing two cultures together as part of a merger, reviewing and aligning HR policies and processes, project managing a longer term change program, or just supporting individuals or groups during times of change.
3) Strategic Consulting:
Our Strategy and Transformation Division focuses on organisational, marketing and systems issues in pursuit of improved organisation performance for our clients. We focus on the operating context of our clients – their competitors, strategic partnerships and business relationships. For our public sector clients there is a strong emphasis on policy, collaboration and on performance improvement. We bring our substantial real world experience to our clients, utilising techniques and methodologies which we know work tailoring a solution and project management approach which is uniquely to our clients.
4) Human Resources Outsourcing and Advisory Role:
Many organisations have existing HR Teams to support their business, however business imperatives and operational priorities may sometimes prevent the HR Team from undertaking specific projects. In such cases, Morton Philips can provide Project Development and Implementation support to the HR Team, or manage some of the HR processes within the business. We can take accountability for managing your annual salary review; coordinating your performance management and succession planning system, or managing other HR processes.
Where organisations do not have an in-house HR function, we can provide support to your management team and across your organisation. We have the experience and capability to assist you in resolving people issues within your business, and can provide you with your own HR Team when it is needed. We have access to a full range of specialist HR skills needed to make your organisation more effective.
5) Performance Management:
Our Strategic HR Team can review your existing performance management system and make recommendations that will make it more effective. We can design and implement a new system that is aligned to your business and its needs, and project manage the annual review cycle. An effective performance management system will create a difference for your business – Morton Philips can make sure your system does just that.
6) Remuneration Review:
We have leading researchers in this field and can provide you with information that will show you where your people are in relation to the market. We will also develop and implement a strategic remuneration system that delivers the outcomes you need. We can work with you to develop a bonus or incentive system that will drive improved performance across your business. Morton Philips can also develop background information and guidelines for your annual salary review.
7) Identifying and Developing High Potential People and Leaders:
In a competitive market, it is essential that organisations have processes in place to identify and develop their high potential staff and future leaders of the business. We have significant experience in developing and implementing simple solutions that mean you will keep your talented people and help them realise their full potential. The Morton Philips Team can help you build a leadership model and then use a 360⁰ feedback process to understand the development needs for your future leaders.
8) Succession Planning:
An up to date plan can show how well an organisation will cope in the immediate, medium and long term in covering the departure of key staff. Succession plans should be linked to development plans to ensure key staff will be ready to fill gaps in the organisation when they inevitably occur. We can help you develop a succession plan to implement, or review your current succession plan process.
9) Executive Coaching:
Senior executives often need a person outside their organisation to talk to; this can be to test ideas, challenge their thinking, or just someone to provide personal coaching or mentoring as they face their daily personal and professional challenges. We have access to executives with significant and real experience across each executive function that can provide short-term or on-going support.
10) Career Transition:
Getting the right solutions for executives and staff impacted by downsizing is essential for both the person and the business. We can provide tailored solutions that meet your needs at the time and assist individuals prepare for re-entry to the workforce. Our Strategic HR Team has the experience needed to manage these difficult situations for your business.
11) Equal Opportunity:
A sound foundation of policies, training and practices is essential for all organisations in this area. Morton Philips Strategic HR Team can ensure your policies and procedures meet the current standards and can update training across your organisation. We can also provide advice to handle any issues that may arise.
12) Psychometric Testing and Assessment:
There will be times when you want to conduct a more formal review of the capability and skills of people within your organisation. Morton Philips can offer a full range of psychological and aptitude assessments for this purpose. This service can also be linked with our other review activities to provide a full review of individual and team capability.
13) Job Analysis and Role Definition:
How can you get the best performance from people when they are not clear on what is expected from them? We can support your business in working with key people to understand and document each role. Our Strategic HR Team can also provide input to helping shape positions within your organisation to make sure each role is focussed with clear and well defined objectives.
14) Employee Relations:
Getting the right advice when dealing with sensitive people issues is imperative. Putting together the right Enterprise Bargaining Agreement (EBA) that drives productivity will give you a competitive edge. All of these issues are difficult and need careful thinking to get the right solutions. The Morton Philips Strategic HR Team can bring real industry experience to the table to understand your needs and provide outcomes that work for you.
15) Training Needs Analysis:
The first step before embarking on any training or development programme selection or design is to determine the needs – this should link to the strategic needs of the organisation to ensure the workforce is equipped with the skills and knowledge to achieve business goals. Once the needs are identified, a solution can be found and delivered. We can work through both processes with your organisation to ensure your training budget delivers real improvements at the individual, team and organisation level.
16) Training Programme Design:
Designing a training programme needs to be done effectively and efficiently, where results and measurable outcomes can be easily identified. Once we have considered your broad requirements or outcomes from a training needs analysis, the first step is to conduct an initial training requirement research and determine the learning objectives and outcomes. The next phase is to then design the program framework, content modules, evaluation and program promotion strategy. Each of the phases will include feedback loops and rigorous quality assurance.
17) Facilitation
Ensuring successful planning workshops and team meetings requires competent and effective facilitation technique and experience; our team is ideally suited and equipped to run meetings, project management sessions and strategic planning workshops.
18) Training:
Having competent motivated employees is critical to the successful functioning of an organisation. People need to be equipped with the knowledge, skills and behaviours that produce productivity in the workplace. We are able to provide custom-designed training to meet your specific human resource development needs at all levels with successful implementation of programmes from front line staff as well as teams, management and leadership. Our Trainers are carefully selected based on the context and content requirements of the training and will have requisite industry experience so that real world examples can be used and imparted to delegates.
19) Learning and Development:
Planned and implemented correctly, learning and development plans and strategies are vital to achieving the organisations objectives. It must also be done in such a way that it integrates to HR processes of the organisation such as performance management, succession planning and career transition as well as business processes such as marketing and manufacturing. Using our own processes and models, we are able to partner with you in ensuring that your learning and development is optimised and implemented.
20) Communication:
Effective communication is a critical issue for any organisation. How a message of change is communicated will directly impact the success of the planned change. Whether the communication message is positive or negative, a strategy needs to be developed, followed by a well structured plan. Often the simplest communication is overlooked. Don’t let this happen to you. Talk to us about your needs and Morton Philips can review your communication activity and support your change programs with communication that adds value.
21) Recruitment Strategy:
Finding the right people is on everyone’s agenda. It is difficult – traditional methods are not as effective as they were. Morton Philips can work with your team to understand the need and develop innovative recruitment strategies. This could include developing an employee referral program, creating an employer brand, or just making sure you have a comprehensive recruitment procedure in place to attract the right people. We will work with you to develop a program that is right for your business.
