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OpenMind Management Consultancy Inc.
Surrey BC, V3T 0G6
CANADA
Phone : (778) 636-6411
Client’s enquiries : info@open-mind.ca
Candidate’s enquiries: careers@open-mind.ca
Successful onboarding surely helps the new hires reach their full potential more quickly. In addition, there is a direct correlation between onboarding and retention rates.
We will help designing a series of checklist combined with technology providing a step-by-step guide. Every phase of the onboarding process with a new hire is important, from before they begin their job, through their first month, to the successful completion of their first year.
Some best practices encourages successful on-boarding to:
Our experts would help devising an On-boarding tool to help determine who will do what, when and how to help new hires be successful in their area.
We build bespoke induction programmes for our clients that are aligned to their brand and values, that welcome new joiners in to the organisation. The Open-Mind team is your team, and we ensure all new joiners have a consistent experience. As well as articulating the company ethos, we ensure all necessary new joiner information is gathered, facilitating the induction process with minimal time commitment from in-house teams.
Competitive advantage becomes an output of consistently focusing on human resource strategy. This is possible only when companies work alongside human resources and implement systems and practices together. By having the right people in an organization, the company has an advantage over others with a less productive workforce. High performing individuals help the organization’s strategic performance.
In collaboration with your organization’s executives, we will assist you shape the strategic axes of your HR programme based on your corporate goals and priorities. We will also plot your organizational model, defining the appropriate staff roles and competences needed.
Our team will propose the number of employees and the skills required to implement the model in an effective and economical manner. They also set tracking indicators to monitor employee performance and progress, and to alert management in a timely and reliable way.
Obviously, in order for the organization’s strategy and goals to be achieved, its vision and values need to be actualized into desirable behaviours readily adopted by all the organization’s staff.
Employee opinion and commitment surveys help to map the organization’s general climate and identify areas where intervention is necessary. These interventions frequently require that employees adapt to new conditions. We aim for a smooth change process, with any objections / reactions settled in in the most conducive way for the organization’s well-being.
It's quite important to understand the difference between Policies and procedures. Policies don't need to be long or complicated - a couple of sentences may be all you need for each policy area.
Procedures might just be a few bullet points or instructions. Sometimes they work well as forms, checklists, instructions or flowcharts.
Policies and their accompanying procedures will vary between workplaces because they reflect the values, approaches and commitments of a specific business and its culture.
Our team has widespread experience in developing diverse policies & procedure for a lot of private and public sector businesses.
We would pay careful attention to the concepts and material placed in a policy and procedures manual to protect the business. Every industry has its own set of laws, regulations, standards, and best practices. At the most basic level, we would ensure that your Policies and Procedures are complaint with Federal and Provincial laws.
Although development of HR Policies & Procedures is crucial to any business, equally important is to communicate those to the employees to establish consistency in supporting the business.
Only by making Policies & Procedures wouldn't guarantee that employees would read them. New employees need to be trained and tested and old employees need to be reminded of available Policies & Procedures.
Businesses would ensure that all employees sign off any updates on policies and procedures to reinstate the practices and standards. As much as it is important to create a strong Policy & Procedure manual, which provides a foundation for smooth operations, management of those Policies & Procedures is a key.
Establishing and executing a reward system needs careful analysis of the company policies and procedures. Deciding how to recognize employees’ efforts and what to provide them, needs thorough analysis of duties and risks involved in a particular job.
A proper and efficient employee reward and recognition program creates harmonious relationships between employees and the employer. We advise organisations on how to make their employee reward strategy more effective.
We are qualified and experienced Consultants and Remuneration specialists, who provide reliable service and will use tried and proven technologies. We will use our considerable expertise to ensure your Recognition Program is appropriate for your organisational culture and goals, rather than simply re-selling a specific reward product.
Our employee recognition and reward programs don’t just recognise the ‘best of the best’. We recognise every team or individual who provides good service and/or improves their performance. It is not just rewarding the tip of the iceberg but the whole iceberg!
We encourage employees to compete against expectations, not against each other! Competitive internal models often have a negative impact on the overall organisational culture and staff satisfaction so we work to avoid this.
While the emphasis is on recognition, we encourage a wide range of reward items employees may choose from which are designed to be aspirational (something an employee will strive for over the longer period not just a one-off reward or voucher.)
We Ask. We don’t Assume. We recognise that every organisation is different and will work with you to identify what will best motivate your staff and fit within your organisation’s culture.
Our retention research helps us gain important insight into the issues that drive retention like employee support, connection to the mission of the organization, how employees feel about supervisors, coworkers, and their personal career development. Poor scores on these items produce high turnover and skyrocketing internal costs.
We will champion the enhancement of organization’s culture and values by designing and implementing training and development strategies and programs focused on motivating, engaging, and educating a committed and high performing workforce.
We work with you and your teams to develop a solid action plan to maximize your employee retention and minimize your internal costs. Simply asking employees what could be improved is not enough. Companies must make changes to demonstrate that employee feedback and specific concerns have been heard. We work with you to help make the positive changes you need to increase your employee retention rates.
We helps our clients identify and drive the knowledge and behaviors that produce sustainable, outstanding results, by implementing Talent Development services like Competency Benchmarking, Course Development, Capability Development Plan, Course Delivery, Curriculum Design, Talent Assessment and Certification
Our track record of developing frameworks for Succession Planning, Talent Management and Career Development for multiple companies and its people have been a steppingstone due to which those Companies have shown results in an improved bottom line sooner than later.
We do provide expertise in Performance Management framework, competency modeling, talent review, performance rating calibration exercise development planning, high potential identification and accelerated development plans. This approach can be clubbed with the talent management to attract, identify and develop people with high potential.
Whenever we hear the word 'Compensation', most people think about 'what a person is paid'. While employees tend to focus on direct financial compensation when contemplating their rewards, individuals who are relatively satisfied with their salary, it is the non-financial rewards that tend to be more effective in contributing to long-term employee engagement.
Developing a Compensation philosophy can support business in developing a program that is aligned with the work culture it has or want to create. A consistent philosophy provides a strong foundation for both the business and its employees. Without a philosophy, leaders often find themselves unsure of what would be the benchmarking for a new role.
Businesses need to carefully design their benefits package. Your package may include a cell phone to each employee, sponsoring a training workshop or seminar, paid time off on birthdays, anniversaries, or any other special occasion, medical benefits, child care, children educational allowance, and so on. Most importantly, while deciding on the benefits package, you also need to consider the associated costs.
Our consultants have worked with global practices of HayGroup, Towers Watson and Mercer to create an equitable and fair Compensation & Rewards Program for businesses engaged in diverse industries.
Our experts would address management, policy, legal and compliance issues while developing the compensation structures, incentive plans and benefits to be offered for each grade/level.
This is done by understanding the kind of balance you want to achieve between direct and indirect financial compensation, which is critical in developing the Compensation philosophy. Further taking into consideration your goals and objectives, your competitiveness in attracting and retaining employees, your emphasis on internal and/or external equity, and whether performance is tied to pay increases.
Open-Mind helps boards and executive management conduct a thorough audit of the current leadership team and potential future successors. Our depth of research and experience with leaders at the highest levels help define the requirements of key enterprise jobs and the best candidates for them.
Rigorous executive assessments reveal how potential successors stack up. Then Open-Mind’s executive coaching, development planning, and transition support move the right people quickly and seamlessly into their new roles.
Open-Mind’s succession planning consulting goes beyond a robust talent review process and a focus on the next people in line to explore future business challenges and emerging leadership role requirements.
Our development initiatives uncover potential candidates’ fit for the top spots. We evaluate both sides of the equation to ensure a smooth transition of the right people into the right roles.
A Job Analysis is a building block for your Company. Not only each block has to make sense but also to fit together to create a solid structure. Job analysis should be more than just writing down what a job does – it should be validating that the job makes sense, that it is well designed, that it is “doable”, and that it fits with the other jobs around it.
OpenMind will effectively demonstrate on how to test a job and organization design to ensure that all your jobs come together to form an effective and desired organization.
Having worked with various small to medium to big size organizations, our experts are of the view that there are several techniques of creating Job Descriptions and Job Evaluation varying in approach. Some involve an examination of jobs according to criteria such as skill, responsibility and working conditions. Others are less complex.
We can also provide some online tools for creating the Job Descriptions and Job Evaluation, which are customizable to fit the specific needs and structure of your organization. Our experts will work closely with your Management and HR teams to ensure that the solutions we provide are tailor made suiting your needs and structure.
A Human Resource Audit and Compliance Evaluation within your organization will help you determine where your business needs to focus its efforts to maximize potential. The complexity of human resources within a company can result in a business owner not knowing where there may be possible risks or issues.
The Human Resource Audit and Compliance Evaluation can address many areas of human resources including employment law, compliance, policies and procedures, employee relations, employee recruitment and selection, employee development, compensation and benefits.
Whether you are looking to reduce potential liabilities, ensure compliance, increase employee productivity, or grow your team, we can help you determine the best action to take.
Our Human Resource Audit and Compliance Evaluation service can point out which HR practices need to be modified to meet legal requirements. We will uncover those areas where you need more focus in order to reach your business goals. We begin by collecting general company information and then systematically review each of the following areas:
Industry Information – Business and Human Resource Strategy,
Industrial Relations,
Recruitment & Selection,
Manpower Planning,
Training & Development,
Employee Retention,
Compensation & Reward,
Performance Management,
Career Development & Succession Planning,
Human Resource Policies,
Human Resources Information System,
Employee Communication,
Human Resources Cost,
Retirement
At the conclusion of the Human Resource Audit and Compliance Evaluation process, you will receive a report showing vulnerabilities. Together we can set a timeline for corrective action based on recommendations that are designed to prioritize the next steps needed to enhance employee productivity and mitigate potential liabilities and legal risks. The main focus of the Human Resources Audit and Compliance Evaluation is to help you achieve your business goals.
Employee opinion is a belief or conclusion held with confidence by employees, but not substantiated by proof. It’s a classic example of perception is reality, but with a twist. Employee opinion can be very costly to the bottom line since current and potential employees, and business partners may hold a negative opinion of a company because of a perceived sick culture.
We rooting out and solving these types of problems before they damage financial performance. Our Surveys assess the psychological constructs of opinion and its behavioral counterparts. Through scientific discovery and analysis, NBRI consultants provide clients with specific steps to improve their organization’s performance.
For greater perspective, the core items in the staff survey are benchmarked. We use results from a sample of comparable organisations in our benchmark database.
Our core purpose is to help organisations achieve sustainable high performance. We offer a number of core consulting services, including action planning to interactive focus groups.
Our research experts have the knowledge and experience to help organisations become more effective. We work with all our clients from start to finish to ensure projects are successful. Our research project managers provide insights based on their technical and industry experience that guide post survey improvement initiatives.
Performance management lets you involve your employees, as individuals and as part of a group, in improving organizational effectiveness—as you all work to accomplish your organization’s vision and strategy.
We will help you make decisions to run your business, provide leadership, review results and diagnose problems, and set goals and expectations. Our team helps you ensure alignment, create tiered metrics, define root causes of financial performance, tie customer measures to need, employ performance monitoring and management, and understand limits.
We begin by developing a thorough understanding of enterprise direction—its vision and strategy, scorecard dimensions, and key performance indicators. Next, we develop organizational and departmental critical success factors and key performance indicators. From there, we design and implement data capture and reporting mechanisms and help you begin balanced scorecard reporting. We also identify target performance levels for each indicator that provide direct and real-time feedback and conduct root-cause analysis on areas that are performing below expectation.
A well-established performance management program provides the foundation necessary for you to achieve your vision and strategy. Let us help you build this foundation.
Performance management lets you involve your employees, as individuals and as part of a group, in improving organizational effectiveness—as you all work to accomplish your organization’s vision and strategy.
We will help you make decisions to run your business, provide leadership, review results and diagnose problems, and set goals and expectations. Our team helps you ensure alignment, create tiered metrics, define root causes of financial performance, tie customer measures to need, employ performance monitoring and management, and understand limits.
We begin by developing a thorough understanding of enterprise direction—its vision and strategy, scorecard dimensions, and key performance indicators. Next, we develop organizational and departmental critical success factors and key performance indicators. From there, we design and implement data capture and reporting mechanisms and help you begin balanced scorecard reporting. We also identify target performance levels for each indicator that provide direct and real-time feedback and conduct root-cause analysis on areas that are performing below expectation.
A well-established performance management program provides the foundation necessary for you to achieve your vision and strategy. Let us help you build this foundation.
Open-Minds’s track record of thought leadership and consulting work around CSR issues enables us to advise companies on how to design and improve CSR efforts, regardless of the level of programs or interventions. Our CSR consulting services help support program and activity design, CSR strategy formulation for alignment with corporate strategy, NGO partner selection, impact audits and KPI design.
We begin by developing a thorough understanding of enterprise direction—its vision and strategy, scorecard dimensions, and key performance indicators. Next, we develop organizational and departmental critical success factors and key performance indicators. From there, we design and implement data capture and reporting mechanisms and help you begin balanced scorecard reporting. We also identify target performance levels for each indicator that provide direct and real-time feedback and conduct root-cause analysis on areas that are performing below expectation.
A well-established performance management program provides the foundation necessary for you to achieve your vision and strategy. Let us help you build this foundation.
It’s inevitable in every organisation that one day, potentially difficult issues will arise with at least one employee, either involving their attendance, conduct, performance or attitude. It’s vital that employers have access to expert advice and support when faced with dealing with such issues. We can provide sufficient support to complement the internal expertise you have to enable a satisfactory resolution of the issues you are faced with, whether we provide remote advice and support about particular cases, or whether we take the lead in managing the processes involved. As such, we can deal with all aspects of:
Our in-house expertise can be made available when you need to facilitate important discussions with management / staff and trade unions. We can bring added value to any such forum, and will take the lead if required to ensure discussions prove positive and constructive. Such circumstances can include:
