HUMAN ASSET MANAGEMENT
Partners with small to midsize organizations to help and provide them with resources, advice, and planning designed to improve the organization's performance and efficiencies.
Ham Expertise – provide talent optimization services using predictive index science-based methodologies to empower our clients to align their business strategies with their people strategies to achieve optimal business results. Our mission is to help you maximize your talent capabilities with data from PI we help you hire right, design winning teams, manage change and improve productivity, drive growth to achieve your business results.
We consider your employees to be your company's primary asset generating the ideas that ensure the success of your company and believe that when the employee engagement practices involved are measured, they are more easily integrated into a strategy and have a positive effect on your competitiveness. Without quantifying, it can be hard to manage your employee's potential. Your success is too important to let this slip under the radar!
HAM's services focus on strategic and HR advisory, talent retention and development, and diversity and inclusion. These strategies result in our client's building and strengthening their talent pipeline, their organization, and their customer relationships.
STRATEGIC AND HR ADVISORY
HAM provides organizations with the objectivity and expertise when addressing your challenges our goal is to increase organizational productivity and mitigate risk. For some organizations, this requires a strategic lens while for others it is more tactical in nature.
Organizations turn to HAM to augment their Human Resources function, to provide needed expertise, or to support the completion of a project or initiative. HAM consultants have business skills from a variety of industries.
We can work with you on a short-term project basis or provide longer-term organizational solutions.
Our dedicated HR consultants are available to work directly with you and your employees on-site.
Our human resources review and needs assessment maps out HR elements you need and ensures we develop solutions relevant to your business.
We can integrate and manage all facets of HR into your business. We’re available to provide expert support and guidance for you, your leadership team, and your employees.
Achieving success through people involves strategic alignment. HAM consultants work with C-level executives on strategic initiatives, and with leaders, associates, and teams on all issues that need a human resources perspective.
HAM helps you manage your talent and build “employer of choice” working environments.
We inspire change in key areas of your organization including core values, diversity, work-life balance, job, and work design, knowledge management, high-performance management, and reward management.
Our Organizational Discovery takes an up-close look at employee engagement to identify specific areas of strength and potential gaps; all in one comprehensive report.
HAM's Organizational Discovery process is an assessment of the critical connections throughout your organization to understand your employee challenges:
- Analysis of culture, employer branding, and employee engagement
- Develop recommendations by category to enable leaders to decide which concerns they want to address
- Provide support to implement plans to close the gap
TALENT RETENTION AND DEVELOPMENT
HAM believes the strength of an organization comes from its people and that true transformation of workplaces is only possible if people operate to their full potential. We partner with clients to build talent — creating the capacity, resilience, and competencies needed to achieve business goals and gain competitive advantage. Effective development is a key component of a comprehensive talent strategy.
We work with your organization to understand the root cause of your challenges and implement effective solutions to help you achieve your goals.
Our experts conduct a deep dive into areas that affect your business and identify meaningful development goals and objectives for a successful outcome. Through a variety of methods and approaches, we work with you to:
- Understand your plans and goals for individuals and teams throughout your organization
- Identify knowledge, skills, capabilities, and ways of working that are limiting the ability to achieve business goals
- Continue to assess the current environment through every interaction we have with you
- Recommend approaches and actions that will help you encourage and support individuals and teams to meet and exceed measures of success
HAM helps businesses achieve their full potential. Our experienced team not only formulates winning strategies but also methods to improve those strategies.
We deliver employee-specific strategic development services across key areas including:
- Succession Planning
- Talent & Culture
- Talent Acquisition
- Performance Management
HAM assesses talent to determine the skills required of employees at all levels to achieve the company's strategic goals:
- Analysis of the assessment data and current tools to map the current state
- Develop future state talent development processes, metrics, and training necessary to improve the individual organization to ensure you are getting the talent and culture.
Depending on your organization's goals, we'll develop a plan that will get you where you need to go. HAM assess the organizational environment by:
- Use analysis to identify and determine enablers required for sustainability
- Develop training and employee development plans
DIVERSITY AND INCLUSION
For each individual to bring their best self forward, a sense of belonging must first be established. Having a connection to an organization or group of people that make you feel you can be yourself not only results in greater engagement and creativity in the workplace, it’s a psychological need.
But these changes take time, and they aren’t always linear, Douglas says. “A client once told me that you don’t just fast-forward to belonging. You have to go through the hard work of focusing on diversity and creating that inclusive culture so you can get to belonging,” she says.
It’s not a one-size-fits-all approach, either — that’s why it’s so important to share best practices and be open to trying new things.
“The good thing is that as you’re working on diversity, you can also work on inclusion, and vice versa. It’s all interconnected,” Douglas says.
Diversity and inclusion are often treated as a single initiative owned exclusively by HR. But for real change to happen, every individual leader needs to buy into the value of belonging — both intellectually and emotionally.
Only when the entire C-suite steps up to own diversity and inclusion will a company’s D& I practices thrive.
Understand nuances among individuals and groups, and strategize accordingly.
Framing diversity as a process provides necessary clarity -- "building diverse teams is our mindset, so our HR strategy specifically encourages older workers to apply."
This approach can also help leaders design an employee experience that continually promotes performance for a multigenerational, multiracial, and multi background workforce.
As a starting point to assess diversity, leaders need to quantify the various constituencies -- demographic, social and otherwise -- at all levels of the company and in different roles.
- Make progress you can measure, conduct a D&I pulse survey.
- We collect, understand and act on your data and make measurable progress by designing strategies that fit your organization.
Isn't it time to have your D&I discussion to fully understand if your employees have a sense of belonging in your workplace culture.