Services

Diversity & Inclusion

  • Cultural Competence Needs Assessment

  • Diversity & inclusion assessment of your organization

  • Increasing diversity hiring

  • Link between engagement and diversity perceptions

  • 360 Degree evaluation of your organization’s diversity & inclusion  efforts

  • Employee engagement through a diversity lens  

  • Creation of customized diversity dashboards

  • Limited English Proficiency

    • Use of employee language talent for limited proficient patients

    • Impacts of culture and language on therapy outcomes

Change Management

  • Leadership team facilitation on organizational strategy

  • Conflict management

  • Consensus building

  • Facilitation of difficult conversations

  • Trust building

  • Creating a deep understanding of the financial and other challenges and choices facing educational institutions

Training

  • Implicit bias/Human cognition

  • Diversity & inclusion: What we all need to know

  • Theory, history and legal context of diversity & inclusion

  • You can’t talk about that at work: How to manage necessary but difficult conversations

  • Cross cultural management and leadership

  • Diversity analytics: How to measure the effectiveness and return on investment of you diversity initiatives

  • We all have a diversity story: Learn and tell yours

  • How to make the business case for diversity & inclusion initiatives

  • Facilitation skills

  • Cultural intelligence

  • Culture and human resource management

  • Globalization

  • Negotiations and global partnerships

  • Stereotypes & prejudice

 

Engagement Data

  • We specialize in independent Gallup/Q12, Glint, Mercer, and other engagement analysis otherwise unavailable to survey administrators. We have also independently developed and administered engagement & cultural assessment surveys.

Human Resources

  • Understanding Organizational Culture

  • Strategic Workforce Planning

  • Understanding causes, costs, and solutions to organizational turnover

    • Understanding satisfaction, turnover intent, and development desire

    • Developing employee profiles

  • Corporate level best practice determination

  • On-boarding process cost effectiveness and improvement

  • Management Level HR Scorecard development

  • Relationships between employee surveys and health care expenditures

  • Maximizing engagement in health and wellness program

  • Assessment of human resource initiatives

  • HR strategy and its alignment with organizational strategy

Recruitment /Hiring/ Retention

  • Understanding and developing applicant selection testing

  • Talent source selection

  • Bench-marking and improving "days to hire"

  • Analyzing recruitment strategy and practice for ex-military personnel

  • Analyzing and understanding Millennial recruitment and retention

  • Analyzing new hire turnover

Health Care

  • Decreasing 30 day hospital readmission rate

  • Impact analysis of wellness programs

  • Healthcare provider cultural competence instrument

 

Change Management 

  • Culture audit

  • Leadership coaching

  • Overcoming resistance to change

  • Creating buy-in

  • Building readiness for change

Return on Investment

  • ROI Evaluation for Interventions

    • Training/development programs

    • Wellness Programs

    • HR management

    • Affinity groups

    • Health promotion

    • Diversity management

    • Language/interpreter services

 

 

Performance

  • Analysis of performance deficits, cause determination, and possible solutions

  • Development and evaluation of new Performance Management Systems

  • Analyzing motivation effects of various pay for performance schemes

  • Understanding Relationships between HR metrics and store/plant KPIs

  • Testing and understanding productivity effects of flexible scheduling

  • How to motivate employees to drive engagement its effects on organizational performance

  • Optimizing organizational structure

Salary/Benefits

  • Development and Evaluation of a new incentive based compensation system

  • Assessment of employee retirement/financial knowledge after a firm changed from defined benefit to 401(k) plan

  • Given employee’s current 401(k) savings rate and reasonable rate of return, inflation, wage growth and retirement age assumptions, what percent of pre-retirement wages can be replaced by the accumulated savings?