HR Solutions for Small Businesses to Large Corporations

There is an ever changing landscape of employment legislation, regulation and requirements that pose a significant challenge for small, medium and large organisations. At APower 3, we offer a range of human resources services & solutions to suit your budget and the size of your business or organisation.

Our expert HR Consultancy covers employment law services & training, overall HR project management, strategic people planning & development, organisational design & development, employee relations, employment compliance, compensation structures and total rewards strategies.

Strategic HR planning contributes to the exceeding of your business objectives and can improve your company’s value. A great place to start is with reviewing if your HR strategy is aligned with your business strategy.

Employment Law Services & Training

We offer expert employment law services and training ranging from individual employee relations cases to poor performance, sickness absence, investigations, disciplinary and termination of employment.

We can help you and your business or organisation to keep up the date on employment legislation, employment regulation and statutory reporting requirements. We offer individual support as well as training packages to support your managers and leaders to deal with all your people needs.

HR Project Management

We provide project management of the more complicated requirements for small, medium and large organisations. Our expert services cover the management of TUPE transfers (Transfer of Undertakings – Protection of Employment), redundancy, right sizing, restructuring or change management programmes. We offer expert advice on the how to manage and implement these requirements.

In addition to the APower 3 HR Shared Services solutions, we provide accessible and professional services to accommodate all your people and employment needs covering the entirely of the employee lifecycle including:

• Employee on-boarding
• Induction
• Performance development
• Change management
• Organisational design
• Restructuring
• Right-sizing
• Employee relations
• Termination of employment

Team Development

Skilled and positively challenged teams are critical to employee engagement and overall organisational success. Ultimately, every successful business positively impacts on national economic well-being. Developing our teams and keeping them engaged is therefore where the primary focus should be.

Employee engagement is a state or behaviour that encourages employees to be passionate about their work so they give heart, energy and mind to the job. Based on the 2017 Gallup report of 155 countries surveyed State of the Global Workforce, companies with high employee engagement rates have an increased productivity rate of 20% as well as 21% for profit.

Employee engagement ultimately increases profitability, encourages business development, reduces turnover rate, and improves company efficiency. Unfortunately, according to a Gallup report, the average adult working full time and feeling engaged is only 15%. That means there are about 85% of employees worldwide who do not feel engaged or are unhappy with their work.

There are 7 key factors that drive employee engagement levels. Adjusting these can help in designing the right programme which develops and engages your team members:

1. Nature of work
2. Meaningful and purposeful work
3. Opportunities to grow
4. Recognition and appreciation
5. Effective and assertive relationship
6. Communication quality
7. Leaders who inspire

 If you look after your staff well, they will look after your customers. Simple. – Richard Branson

Leadership Development

Leadership development is thought to be key to business success. A study by the Center for Creative Leadership holds that 65% of companies with mature leadership development programmes drove improved business results as compared to 6% of companies without such a programme. Similarly, 86% of companies with leadership development programmes responded rapidly to changing market conditions whereas only 52% of companies with immature programs were able to do so.

According to Gallup, over 50% of managers feel disconnected from both their responsibilities and their organisation’s mission. Moreover, 55% of company leaders are looking for outside opportunities. If we couple this with the fact that much of the workforce is either disengaged or actively disengaged in meeting company’s strategic goals, it is not a big surprise why so many organisations are having challenges reaching their ultimate success.

It is the senior leadership’s responsibility to invest, develop and grow organisational leaders. This will ensure those leaders are equipped to inspire, motivate and engage the workforce.

However, one of the most common organisational failures is that they neglect to identify the attributes and capabilities of their own leaders. Constructing a solid framework for leadership development is the much-needed answer to achieve organisational success.

 Leaders create the conditions that engage, managers maintain the processes, and workers provide the energy and momentum that keep engagement alive. – Gallup

Organisational Design & Development

Organisational design is the process of aligning the structure of an organisation with its objectives, with the ultimate aim of improving efficiency and effectiveness. Work can be triggered by the need to improve service delivery or specific business processes, or as a result of a new mandate.

More than designing a structure, it involves:

• Understanding the imperative for change and the environment
• Understanding the business processes, workflows, roles and responsibilities, volumes of work, activity analysis and resources
• Designing and testing new models or structures
• Planning and managing the transition from the old structure to the new
• Implementing and monitoring the change

Organisational development is the planned, comprehensive and systematic process aimed at improving the overall effectiveness of an organisation. It involves intervening in its processes, structure and culture – with a strong emphasis on organisational behaviour, human resource development and organisational change.

Organisational design can be viewed as an organisational development intervention.

Strategic People Planning

Strategic people/workforce planning is the practice of mapping an organisation’s people strategy with its business strategy so they work in sync.

The key to running a business smoothly is to get efficiently organised. That’s what strategic people planning is – an action plan, to help you meet your desired long-term goals and to maintain long-term success. It’s an ongoing process that allows your company to prepare for the future. When the right skills are in place and they are matched with the right positions, long-term objectives are met more easily, and your company is guaranteed to see more successful results.

Here are some reasons why implementing strategic workforce planning is important:

1. Problem solving and prevention
2. Forecasting
3. Leadership planning
4. Reputation management
5. Improving KPIs

Employee Relations / Shared Services

Employees are one of your most important assets in any business. Treat them badly and you’ll experience an exodus of talented employees. Treat them well, however, and you will be generally rewarded with hard-working, productive staff who enjoy their work and value their employer.

In short, happy employees are productive employees.

Yet many businesses still overlook their staff treating them as numbers rather than human beings, concentrating only on cost and efficiency. They are ultimately paying the price.

Employee relations is seen as focusing on both individual and collective relationships in the workplace, with an increasing emphasis on helping line managers establish trust-based relationships with employees. A positive climate of employee relations – with high levels of employee involvement, commitment and engagement – can improve business outcomes as well as contribute to employees’ well-being.

Shared services is a way for businesses to organise their HR activities. Typically, this means that administrative activities are concentrated into a centralised and commonly shared function. A shared service model can help businesses to reduce costs, avoid duplication of effort, and allow a greater focus on HR and business strategy.