Diversity
RGMC bring together industry specialists with diversity and
human resource management practitioners. We specialise in risk management
strategy, proactive diversity and management training initiatives that ensure
that organisations can capitalise on individual differences yet support business
objectives and encourage innovation.
Many HR functions in private and public sector organisations are taking a proactive
approach to diversity training. Managing diversity is recognised as a legal
requirement but can be perceived as a new and radical idea in some environments.
Consequently, positioning of any training is key and the terminology and
processes will often be new to staff. In many organisations, middle management
is in place due to personal achievement in terms of productivity, not
necessarily due to managing people skills. This can contribute to a lack of
awareness by managers of the impact of ignorance about equal opportunities and
diversity issues.
Organisations often work with us to:
- Develop a training strategy that can be embedded in a series of supervisors’ workshops, covering recruitment practices, compliance procedures, diversity awareness and the referral process of issues to HR.
- Support the integration and delivery of diversity awareness, for example, dealing with practical issues such as screen savers, the use of email, hostile working environments and vicarious liability.
- Advise on how to train and handle managers in relation to the parameters of ‘acceptable behaviour’ and knowing how to handle and spot potential pitfalls in diversity management early on.
In essence, RGMC offer proactive preventative diversity management training.
Work Life balance
Work Life balance is often misunderstood as the need to separate work on home life. This division
is just not possible in everyday life and consequently, issues both inside out
of work will affect each other. Employers who recognise this and look to
proactively support employees manage the various challenges of life and develop
working practices (including flexible working) that support both business and
personal objectives, will improve staff motivation, performance and retention.
Leadership
Leadership styles and skills are necessarily different to meet organisations requirements. At RGMC we provide a range of training and consulting solutions, helping individuals to maximise their performance and generate new business leaders. Executive coaching and career coaching are popular programs for managers and executives. We are also able to profile individuals for leadership potential development, gap analysis and programs.
Retention
Retaining staff in a skills shortage labour market is essential to organisations
maintaining their competitive edge. Our retention strategy for our clients
focuses on how to reward and motivate staff and how to maximise their
performance.
Benchmarked analysis
Key issues in the work place are quantified wherever possible and analysed
against industry specific of subject specific data gathered by national and
international research bodies, the Government and institutes. This is to ensure
that our advice and analysis is contextualised to keep a sense of perspective.
Flexible working
A “flexible working arrangement” is any variation on current working hours or work location. It is about changing the
‘how’ and ‘where’ employees work and not always about ‘what’ they
do. Flexible working is an ideal solution to ensure that business objectives
and personal needs of employees can be met through more creative ways of
working. As part of an organisation’s work-life balance strategy, it can also
encourage individuals to explore their personal growth and develop their lives.
Career in harmony. Individual requirements may change so flexible working
arrangements may only be required for short periods of time or may need to be
changed to reflect changes in business requirements or personal circumstances.
Many managers express concern that they will not be able to control flexible workers through their lack of
visibility but this is not the case as expectations of individual achievements
should not change. If any change is required, it is positive, notably that
managers and other staff have to ensure that they can define their objectives
and how they will ensure that they reach them.
A good example here is a lawyer who is targeted on hours they can bill to
their client. It will be obvious if a home working lawyer reaches their target
or not, regardless of whether they are in the office at a certain time or
working from home.
Flexible working can also be more cost efficient for organisations who may be able to mobilise more of the
workforce, notably sales staff, by introducing remote working and saving office
space and equipment.
Work re-design
Work re-design is not about changing what needs to be done but is about making sure that work
is completed by the most appropriate people in the most efficient and effective
way. Examples of when this becomes particularly relevant are when organisations
have downsized, gone through a period of rapid growth or have not reviewed
management practices and HR policy for a number of years.
Change Management
Change Management is not about trying to change culture unrealistically in a short space of time.
It is about ensuring behavioural change with new procedures and policies that
reflect the current needs of the organisation and may therefore include
implementing flexible working practices, remote working practices and new
information sharing and management strategies.
Neuro Linguistic Programming
Neuro Linguistic Programming; Neuro relates to the mind
and how it works; linguistic relates to the ways in which people express their
experience of the world; programming relates to the fact that people behave accordingly
to personal 'programmes' which govern their ways of being in the world. So
NLP encompasses the ways in which people think and act in their everyday lives.
Stress
One way to improve employee commitment and motivation is through worker friendly
policy and better awareness of how to identify stressors and manage them
effectively, whether it is personal or professional.
According to the Health & Safety Executive (HSE), ½ million employees are suffering from work related stress in the UK, but some 6.5 million working days are lost through stress-related illness in the UK each year. A recent Industrial survey also found that 86% of workers felt that stress was a problem in their organisation, whilst 36% said it was a significant issue. There is clearly a business case to address stress when we know it to have financial impact: lost days at work, increased staff turnover and poor customer service, low staff morale, etc. Indeed the HSE are looking to create management standards for stress and possibly a code of practice in recognition of the impact of stress at work. Managing workload is the key.
A lot of stress management boils down to managing workload and good management practices in relation to rewards, recognition and regular feedback to staff.
This is what work-life balance strategy is about: developing good management and staff practices.
Return On Investment (ROI)
Our clients comment that it can be hard to quantify and find
metrics to benchmark strategies aimed at improving working practices and
performance. At RGMC we aim to define our objectives and quantify short-term and
long term cost savings, efficiency drivers and measure of performance before
commencing any consulting or training programs. This provides us with
terms of reference to measure the impact of our work and benchmark against
appropriate national and specific industry data where appropriate.
Knowledge Management
Knowledge management can be defined as the acquisition and
communication of relevant information to all stakeholders. This inevitably
involves auditing and developing communication systems, both manual and
electronic to speed up and improve information transfer and usage. Since the
widespread use of email in industry it is estimated that every worker now has to
manage 50% more information on a daily basis and it is not always
easy for individual's to determine what is useful and who it should be shared
with. RGMC has experts specialising in knowledge management and
cross-cultural communication experts who work with organisations to establish
commercial advantage and efficiency through these practices.
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