Outline of Services

	Organisational Design and Development		Employee Assistance Programs (EAPs)
	Assessment and Selection		Outplacement
	Executive Development		Due Diligence - A People Perspective

Organisational Design and Development

Our expertise in delivering efficient and effective outcomes is based on our professional training in organisational psychology, our ongoing professional development and our broad and successful experience.

ORGANISATION CULTURE – SPECIFICATION AND DEVELOPMENT

Every organisation takes on a persona or personality of its own. Sometimes, this develops by chance. If so, the result might not be consistent with corporate values, objectives and directions.

It is better to develop a ‘fit for purpose’ organisation culture. This ensures the culture is aligned with corporate values and objectives and also ensures a particular person is appropriate for a specific role.

At Ferris, we identify elements of a ‘fit for purpose’ culture, such as values, strategy, structure, people and systems.

This gives us a model of Organisation Culture that will:

• ensure consistent values throughout the organisation;
• set a strategic direction;
• achieve corporate objectives.

PERFORMANCE DEVELOPMENT

At Ferris, we align individual performance plans with the organisation’s strategic objectives, using a multi-faceted and holistic approach.

At the macro level, this means ensuring that organisational arrangements, such as structure and remuneration, support employees. At the micro level, it means ensuring employees clearly understand their accountabilities and performance indicators, and that systems identifying training and development needs are in place.

REMUNERATION REVIEW

Remuneration arrangements are vital in attracting and retaining high calibre employees. If those arrangements are well structured and linked with performance management systems they play a key role in motivating employees. This is achieved recognising both internal and external relativity.

Internal relativity provides for equity and fairness, so that morale and harmony are maintained.

External relativity ensures the attraction and retention of high performance employees.

We provide best practice remuneration advice in the context of the real world by combining survey information, data we have collected from individuals and organisations over time and our expertise.

EMPLOYEE WORKFORCE SURVEYS

A key complaint in many ‘unhealthy’ organisations is that “management doesn’t listen”. This often leaves employees feeling disenfranchised, disempowered and disengaged. Understanding the collective view of the workforce within an organisation is a critical and powerful process.

Conducting employee attitudinal surveys is a useful way of diagnosing what is going well, and not so well, in an organisation. Data collected on employees’ beliefs, levels of job satisfaction and organisational commitment form the cornerstone for remedial action. This gives clear recognition that employees’ voices and views are valued.

Assessment and Selection

The process of assessment and selection involves close consultation with the organisation in respect of the position description and person specification.

ASSESSMENT

Objective, reliable and valid assessment benefits both the individual and the organisation. Assessment identifies potential, and is used for selection and career development. We can undertake assessment on an individual basis or in a group context in Assessment Centres.

As Organisational Psychologists, we are committed to ensuring positive outcomes for the organisation and the individual. We assess individuals at interview and with psychological tests, verify qualifications and check references. Psychological test data increases our knowledge of the person and decreases the risk of an inappropriate appointment.

We provide constructive feedback to both the organisation and the individual.

DIRECTOR SEARCH

Recent well publicised events and regulatory changes have ushered in a new era in the recruitment of directors for public and private companies. Boards recognise the importance of sound corporate governance and are seeking to ensure the quality of expertise and the contribution of directors to the business.

The need for a professional approach to the sourcing and appointment of directors has led clients to us for assistance in the restructuring of, assessment and recruitment for their boards.

EXECUTIVE SEARCH

Executive Search targets particular industries, organisations and individuals. It is an opportunity to identify prospects and to make direct and confidential contact with prospects, to develop a pool of high-calibre candidates.

Ferris maintains business relationships across a broad range of industry sectors. We have a strong reputation for recruiting for positions in Australia and overseas, including a number of Managing Director and Chief Executive Officer positions. We have also recruited for specific commercial, operational and technical disciplines.

ADVERTISED RECRUITMENT

Advertising enables us to attract top quality candidates who might not have previously been considered. Advertising in selected media in the national and/or international press, in industry-specific publications and on specialist Internet services, provides for a thorough and comprehensive recruitment campaign.

Executive Development

Executive Development provides executives with the support to achieve effective personal and professional goals. Taking stock of the executive’s experience, qualifications, abilities and personality attributes provides valuable data on their strengths and weaknesses, including approach to work, leadership style, capabilities, potential, behavioural triggers and performance motivators. Of particular interest are these strengths and weaknesses in relation to corporate values and corporate objectives.

Our expertise in assessment and results interpretation lays the foundation for the effective design of developmental programs, for example, individual coaching or professional development. This process is particularly useful not just for individuals, but for executive teams that are not functioning at optimum or desired levels. Executive development programs afford each executive greater personal insight as well as insight into the behaviours of their colleagues, resulting in improved working relationships, improved communication and increased respect within the executive team.

Employee Assistance Programs

Sometimes employees need assistance to get back on track. Issues affecting their performance can be work-related or personal. Counselling delivers positive individual and organisational outcomes.

EAPs:

• are beneficial when they are conducted by professionals outside the organisation. This gives employees confidentiality and psychological safety, so they can be completely open and honest – a benefit that might be compromised if the service is provided ‘in–house’;
• give employees insight into their behaviour and this can be used to develop strategies to resolve the situation. Skills development is a key component of an EAP;
• are consistent with current recognition of the importance of ‘workplace wellness’. Individuals benefit and the organisation profits from employees’ increased job satisfaction, motivation and commitment. The resulting improvement in morale transfers to other employees.

Outplacement

Organisational change has seen a recent increase in demand for outplacement services. When specific roles are no longer required or restructuring reduces the number of positions, the process must be managed smoothly and with sensitivity.

Our outplacement program provides a professional and effective one-on-one service for employees. The program’s purpose is to provide assistance with career planning and the job search process, while providing an individual with support, encouragement and direction. The outplacement program also provides practical methods of securing employment. The Organisational Psychologist, who has recruitment expertise, gives individuals:

• a sense of value, worth, direction and focus at a time of change;
• practical and realistic methods to obtain a new position;
• ongoing one-on-one support, encouragement and positive feedback.

We also support management, who often need advice to ensure that morale and productivity are maintained in the remaining workforce, and to ensure that individuals affected by change remain positive about the organisation.

Due Diligence - A People Perspective

Where an organisation is considering the possibilities for merger or acquisition there is a significant investment in due diligence to obtain the best available data on the target.

It is possible that following the financial, legal and operating due diligence review the prospective acquirer has only minimal detailed knowledge of the people assets and people problems at the target organisation. It is often the case that it is only after the deal has been completed that people issues emerge which impede post-acquisition integration and there is failure to achieve the synergies expected.

An effective due diligence process must include an assessment of people factors to increase the probability of a financially rewarding acquisition over the long term.