Services

Organizational Development & Change Management

The success or failure of organizational change rests not only on accurate identification of the problem and successful reduction of resistance to change, but also on the appropriateness of the selected strategy for implementing change.

At Global Plus Gh. Ltd., our standby professionals and consultants, support our valued clients to plan and select the appropriate strategy needed to effectively implement organizational change. This is to avoid resistance from employees. We advise our clients technically on structural approaches to the following:

• change & development
• technological approaches to change
• and people centred approaches to change

Our operational module in relation to Organizational changes & development encompasses the following:

1. Structural Changes

We advise our clients on making changes in the design of work to permit more specialization or job enrichment.

• We clarify job descriptions and role expectations for employees
• We alter the basis of departmentalization (changing from a functional organisation to a departmental system based on products for example)
• We either increase or decrease the span of control and therefore the height of the hierarchy
• we modify the organisation’s existing manuals and its description of policies and procedures
• We clarify coordination mechanisms such as policies & procedures
• We advise on changing the power structure moving from a centralised to a decentralised pattern of authority for example

2. Technological Changes

We advise our client to make alterations in the organizations prevailing technology by :

• Altering the techniques used for doing work in order to change worker-machine relations ( human factors engineering)
• Changing the equipment used in work.eg. introduction of robots on an assembly line.
• Modifying production methods such as shifting from an assembly line methods to an autonomous work group method.
• We modify the organisation’s existing manuals and its description of policies and procedures.
• Changing engineering processes such as introducing microprocessors or computers into a product to replace more cumbersome or less reliable mechanical equipment.

Our principal aim for advising our clients on technological changes, is to improve technology or work methods. This leads to more efficient operations, increased productivity and improved working conditions.

3. People Centred-Approaches to Organizational Change

Our strategies aimed at changing people tend to emphasize on improving employee skills, attitudes or motivation. It is our believe that, if people can be changed in some way, they will work harder to achieve the organisations goals
Before a change can occur, we advise our clients to create a need for a change by :

• Communicating a perceived deficiency to employees and a desire to see improvement
• We unfreeze the employees after creating a perceived deficiency. An employee who has perceived a deficiency is motivated to attempt a new pattern of behaviour. Motivation can be achieved by either increasing the pressure to change or by reducing some of the threats or resistance to change
• We then advise our client on the actual change by presenting the new pattern of behaviour to employees to adopt through training and communication
• We help employees of our clients through training to identify with the new organisational values and also to exhibit these values by posing organisational problems that requires those new attitudes to solve the problems
• We help employees to refreeze by having refresher courses, quarterly seminars and workshops to ensure that changed attitudes are integrated into their personality in such a way that, they become part of the employee’s way of thinking
• We also design and implement a reward system to help keep motivation at peak levels when employees get rewarded for exhibiting new attitudes and values

Our principal aim in advising our client on technological changes is that improved technology or work methods leads to more efficient operations, increased productivity and improved working conditions.

Redundancy & Organisational Downsizing

Where an organisational change implementation is envisaged to have an adverse effect on the employment of a number of employees; we advise our clients on the legal implications and how to work within the confines of the labour law to ensure that the effects are minimised on employees.

Great Options

This is by helping them to get alternate jobs, outsourcing them to other organisations and also helping to negotiate an exit package for the affected employees within the confines of the law.

Guidance and Counselling

We also offer training, guidance and counselling to affected employees of downsizing or redundancy to ensure that they are emotionally stable to move on to other careers.

Training

In cases where affected employees have obsolete skills, we train them on other employable skills that can help them to get new jobs.

Recruitment and Management of Outsources Employees

At the request of our valued clients, we use technology based human resources systems to source and search for potential candidates at an affordable price relevant to the business needs of our clients within the industry above the competition to work for our clients. We do proper background checks, criminal clearance and all pre-employment medical examinations to ensure candidates are fit for work before presenting them as shortlisted candidates for our clients to select. We monitor and track performance of all newly recruited staff and replace them at no additional cost to the client within the first 3 months of recruitment, if candidate does not meet the expectations of the client. Also at the request of our client, we can manage both casual employees and core staff as outsourced.

Personnel Selection Process

Effective recruitment and selection is central and crucial to the successful functioning of Global plus company Ltd. Vacancies will generally be advertised aimed at finding people with the necessary skills, expertise and qualifications to deliver the Company’s strategic objectives and the ability to make a positive contribution to the values and aims of the organisation as well as that of clients who have requested for the recruitment.

1. The external source of advert can take the form of social media (you tube, face book, Instagram, Linkedln, company website, or newspaper advert. An Institution can also be contacted for the candidate search with the aim of attracting those who have just completed their training from the institution.
2. The job specification and person specification obtained from a client is used for the shortlisting to select relevant CVs for the vacancy. For Mass casual recruitment, selection tests relevant to the skill set needed for the vacancy, is applied to screen out all the good candidates who score above 50% for the next stage. For all white color jobs, aptitude and personality tests and case studies are applied on candidates. For blue color jobs or casual labor, practical simulations are done to test the skills of the selected candidates. All the various tests applied constitute 50% of the total scores. The actual interview constitute another 50% score to arrive at a total score of 100%.
3. An interview panel will be formed by the HR Consultant to interview the selected candidates.
4. An interview selection sheet will be given to all panel interviewers to use for the interview to ensure that it is structured.
5. After the interview, the HR Consultant will compile the interview scores in a report format and forward it to the interview panel for their decision making.
6. The successful applicants who had a total score of 70%+ will be issued with a job application form from the company of our client to complete. after which background checks and references will be done before the candidate is issued with an appointment letter.
7. The HR Consultant will also ask the candidate to carry out a medical examination at a designated hospital to check if he or she is fit for work, before the candidate can start work.
8. When the candidate joins, a one week on-boarding or orientation programme will be carried out for the new employee to get conversant with the company.
9. The Candidate after the orientation, will be issued with employment documentations to complete before proceeding to specific department or specific company.
10. The employment documentations include but is not limited to : oath of secrecy, personal details form, medical history, pension fund form, certificates of education, criminal clearance form, commitment form ete etc.
11. A job description must be developed for the employee. And discussed with the employee together with his or her Key Performance Indicators (KPI).
12. The employee must also be given an employee handbook containing the rules and regulations of the company
    The daily work behaviour, ,attitude and performance on the job is monitored by the HR Consultant through the implementation of an effective attendance system, weekly and monthly employee performance reports, warning letters for wrong behaviour and disciplinary action for continuous wrong behaviour which may led to termination of employment or promotion in employment to a higher level with the organization

Performance Management Process

We advise our client and help to design and implement an appropriate measurable system that can track and monitor the performance of employees against set objectives and key performance indicators of the job.

Our operational module involves

Topics include but are not limited to the following

• Reviewing job descriptions to bring more clarity of purpose, specific, measurable and time bound
• We design performance indicators that are tied to rewards
• We communicate and train employees on new system for measuring performance and help them to sign performance contracts.

Training & Career Development

In a competitive market, training is a matter of survival. Global Consult training department offers training courses and development programmes that focuses on improving the skills of the employees of our clients to facilitate the smooth running of the Business. Our programmes can be customised to suit our clients company’s needs and can be offered exclusively for clients at their own premises. Our priority is the enhancement of employees performance and a direct positive effect on productivity.

Our operational module involves

Topics include but are not limited to the following

• Time, Stress and conflict management
• Effective leadership & people management
• How to build an effective leadership organisation
• Effective communication in a diverse corporate organisation
• Redefining customer service & customer relations management
• Organisational culture and behaviour

Payroll Administration

At the request of our clients, we can process staff salaries to their respective banks pay PAYE,SSNIT contributions and other deductions on behalf of our client on monthly basis for a small fee.

Industrial Relations & Trade Union Negotiations

We are experts in negotiating collective bargaining agreements on behalf of our clients with representatives of Trade Unions withing the industry of operations to ensure that our client is not exploited by unnecessary demands from the unions and their representatives within the confines of the labour law.

Employment Contracts

We develop comprehensive employment contracts for our clients that cover all aspects of the labor law, to ensure that our client and its business are protected from unnecessary labor issues coming from employees.

HR Manuals & Policy Development

We design and implement appropriate business manuals, policies and procedures for our client in line with labor law provisions to ensure that, employees work within the confines of the law and also deliver to the expectations of the business. We make use of global frameworks to localize policies to suit the business of our client.

HR Strategy Development

We help our client to align its corporate vision and objectives to the key performance indicators of the business by designing an appropriate people strategy that will be cascaded from top to the bottom of the business to all employees to help deliver their job descriptions in line with expectations of the business to boost productivity and growth.

Operational Module

• We develop organisational values for the business (deriving from the corporate vision and mission of the company) to help establish an organisational culture for the employees • We design and implement an appropriate performance management system that has the values imbedded in them for the organisation • We design and implement a rewards system that is aligned to the performance management system and organisational culture of the business
  The strategy when ready is communicated to all employees in series of training sessions and a start date for implementation is initiated