To help you to understand what these toolkits can deliver we have provided this brief overview and summary. It is by no means exhaustive or exclusive so please do get in touch with us to discuss your specific needs by emailing us at info@evolveassociates.com
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Assessment and Appraisals
Through a series of supporting models and frameworks we can audit, review or even help you to design from scratch if necessary, a cohesive assessment and appraisal process
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Competency and/or Behaviour Frameworks
A word of caution – competency frameworks are not right for everyone. Consistency in what is done across the organisation can stifle entrepreneurialism, creativity and the ability to 'make mistakes'
This does not negate the need though to establish high standards of quality and performance in principle or in generic terms
An organisation that wishes to encourage an environment of ‘change’ or ‘innovation’ will need to introduce competencies in a particularly sensitive and individual way – this makes it even more important for the employee to ‘write their own competencies or standards’ in agreement with line management and ‘own’ their development
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Employee Engagement
A very broad subject in its own right which in some ways encompasses everything else on this list. In the narrow sense of consultation we can facilitate employee focus groups; design, construct and deliver engagement surveys; and provide analysis and recommendations to the business on the results
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Enterprise Metrics
It is probably fair to say that there is no shortage of data in organisations today but there is a need to identify relevant data, validate the information and then take the right action
We can help you to identify where data can support informed decisions – knowledge becomes intelligence Validity requires consistency to a standard set of metrics used over a period of time to provide results that are as accurate as current financial systems – a ‘people based’ P & L account
What measures (that you select) are going to correlate to what values (linked to your business strategy values)?
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Health and Wellbeing
evolve has a series of tools and associated services to take you through the whole range of health, sickness wellness and resilience elements. We can audit existing insured benefits, policies and procedures; provide brokerage through our partners to get the best value in premiums and claims service; design a holistic and ‘joined up approach’ to absence and return to work; and encourage employees to take part in healthy pursuits through vitality programmes and a shared interest in the work environment
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Job Design [JD] and Role Development
Job descriptions, in this day and age, cannot be static, rather they need to develop as the individual responds to challenges and to develop the roles to respond to organisational change. Often a review is triggered by a major event such as restructuring, downsizing, mergers or acquisitions or indeed a large scale recruitment drive
JDs will influence required skills, task identity, task significance, influence autonomy and provide a basis for feedback. They should not be confused with competencies or performance management thresholds evolve can assist by providing an independent review and audit of job and role descriptions to ensure that the organisation protects itself from the risk of equal pay claims, discrimination and retention problems arising from employees seeking work elsewhere that better matches their possibly unrecognised skills and talents
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Organisational Strategy
Different businesses need different approaches to strategy and whilst there will often be a ‘blend’ there is usually one dominant approach. Ensuring that this organic leadership is in sync with the rest of the organisation is a key area of competitive advantage that is often missed. Understanding where you are now, where you want to be and the strategy that will carry you there is one element. Business though is a living organism and requires organic leadership.
evolve can help you to develop a framework for understanding your organisational leadership and how this translates into different approaches which may vary from one business unit to another but must ultimately steer towards the same goal or the organisation will tear itself apart
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Pay Structures
There is very little in an organisation that can be more inflammatory and divisive than pay issues - perceived or real. Analysing present arrangements, defining objectives and guiding principles and deciding on methodology and programme are essential tools of an organisation.
evolve has a clear methodology to support HR in progressing through the options, such as career or family structure, a broad banded structure or a job evaluation scheme based on graded pay and progression structures. Benchmarking against the market is a key ingredient and design of a grade structure must work in hand with the design of pay and validation through job evaluation.
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Return on Investment – employee benefits
The full ROI measurement is a fairly robust way of making absolutely certain whether or not its worth investing in a particular benefit.
The real question is whether its worth the cost and complexity of a full ROI investigation or whether the organisation would prefer to rely on the more efficient but less meaningful softer measures such as the perceived value and relative value.
We help you to decide through a methodical step process which will provide the best results and which process should be embedded for ongoing metrics and trend analysis
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Salary Sacrifice
A popular area for managing costs or creating investment to be diverted elsewhere in the business. There can be large savings in National Insurance costs and these can in turn create the investment needed to either support the business, return to employees in the form of cash or equivalent benefits or be used as part of a wider approach to voluntary benefits such as child care vouchers, government approved schemes e.g. green transport and of course pensions.
There are issues to be aware of particularly around absence through sickness, maternity leave etc and it is wise to seek advice before implementing these arrangements to ensure compliance with HMRC, regulations. The success of a salary sacrifice arrangement is very dependent on take up as it cannot be enforced. evolve can assist in the design and communication of all forms of salary sacrifice and provide a clear communication programme to the workforce if these benefits are to be maximised
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Talent Management
Through a series of supporting models and frameworks we can assist in identifying talent, build strength based development plans, define recognition, competence and achievement and develop strategies for prima donnas, future talent flow and predictors of potential. Management succession, career planning and retention of talent is a key ingredient in driving performance and productivity and evolve can assist you to review the impact of your business strategy on talent, company culture and assess the bench strength for key roles
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Total Reward vs Total Remuneration
evolve recognises that transaction pay and benefits are not the only elements of a reward package foremployees. Much of the hidden costs that an employer bears in the form of absence, training, work environment and other relational benefits are rarely shown explicitly to employees.
Providing a robust and comprehensive total reward statement is a start in drawing a line in the sand for employees but we believe this needs to be closely linked to appraisals, performance management and discretionary rewards if the ultimate goal of discretionary effort is to be achieved
Through a combination of analysis, diagnostics, formulation of guiding principles and development of a total integrated reward approach, evolve can help you develop a clear reward strategy aligned with your other policies and procedures.
Financial would include: total reward, job evaluation, grade and pay structure, contingent pay, employee benefits and pensions
Non-financial would include: recognition, scope for development and growth, autonomy, working environment and work life balance
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Vision Values and Employer Brand
The recent emergence of the Virgin 25 year anniversary advertisement would suggest that some iconic organisations such as Virgin, Apple, Microsoft, Google et al were well ahead of the game in this area. What makes your establishment appeal to new recruits, lead to higher levels of engagement, retention and brand advocacy (the vision)? Explore with us how you can build and create a navigational tool to develop and manage your own brand experience
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Voluntary Benefits
There has been a big increase in the number of voluntary benefits being facilitated by employers enabling staff to have access to a number of discounts, tax efficient options and to accommodate family or lifestyle options. Understanding what is likely to be beneficial or appreciated by your employees is key to the selection of this style of benefits. evolve can conduct a benefits survey and or provide chairing for focus forums to establish the wishes of employees whilst also managing expectations.
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A-Z
As we mentioned at the top this is not an exhaustive list of services and other miscellaneous services include the following:
- Recognition Schemes
- Share Options and Stock Options
- Internal communications
- Employee surveys
- Focus Groups
- Coaching
- Independent guidance on 3rd party benefit platform sourcing
- Project management
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