Organizational Strategy
We work with executives and front-line managers on solutions to issues and circumstances that impact their operational effectiveness, including:
- Reorganizations
- Leadership changes
- Mergers and acquisitions
- Significant events impacting the workforce
- Changes in external business or economic environment
Most projects will begin with some form of organizational assessment. Depending on the organizational setting and situation, this assessment may take the form of a brief stakeholder analysis, focused individual or group interviews, or more formal organizational diagnostics. The results of this assessment will help both the project sponsor and HResults best determine an approach that will optimize our engagement. Through this assessment, we gather multiple perspectives on your current business state and provide input to specific strategies that will help you attain the desired change or business result. Among them:
- Organization design / redesign
- Strategic planning
- Performance management
- Workforce management
- Employee communications
- Reward and recognition strategy
- Facilitation
Points of Interest
HResults Academy Research Study Underway
As the recession widened, organizations took action. Now that a slow recovery has started, the reality that you can't undo what you already did is impacting planning. . .
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Congratulations to HResults Clients Named to The List of "Top Workplaces 2010"
We are very proud that five clients of HResults have been named to the "Top Workplaces 2010" list published on March 21, 2010 by The Philadelphia Inquirer and Daily News. We congratulate Main Line Health, Penn Medicine, The Children's Hospital of Philadelphia, Voice Systems Engineering and Elliott Lewis Corporation on their accomplishments.
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HResults Academy
HResults has launched the HResults Academy to provide HR Executives and professionals with an alternative to traditional Human Resources development curricula. Our emphasis is on the application of technical and interpersonal skills in a way that engages others, stresses critical thinking, and prompts HR professionals to become business “people” rather than business “partners”.