Our expertise in delivering efficient and effective outcomes is based on our professional training in Psychology, our ongoing professional development, and our broad and successful experience with Key Clients over the last 20 years.
Ferris Psychologists have expertise in designing organisation structures that maximise organisational effectiveness and ensure optimal utilisation of resources and company growth in line with business objectives. This process provides clarity of communication which can be particularly useful during times of organisational change or mergers and acquisitions. A review of the existing organisational structure/s is undertaken, and individual interviews and workshops are conducted covering areas such as key business drivers, transitional arrangements and success indicators for the new organisational structure. We are also able to develop and document clear requirements for each role in the organisation in the form of a current Position Description and performance criteria related to the accountabilities against which performance can be objectively assessed.
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 and achieve corporate objectives.
At Ferris, we align individual performance plans with the organisation’s strategic objectives, using a multi-faceted 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.
In the current market, businesses are striving to ‘make the most of what they have’. Talent Management is a vital tool that enables organisations to fully understand and harness the capability of their people, and planning to meet future organisational requirements. This can include a thorough review of current workforce capabilities and potential, succession planning, and performance development to ensure not only current but future organisational needs are met. We can assist you with a small-scale team assessment, through to a larger audit of the talent in your organisation. We use the latest assessment tools and methodologies to ensure a rigorous process that delivers tangible plans aligned with strategic business objectives.
At Ferris, we offer a range of team assessment and development options. We are able to assess your team’s functioning and provide a thorough overview of the team’s strengths and areas for development. We use rigorous assessment tools and processes to ensure that we have an accurate understanding of the team’s and wider organisation’s values, culture and needs. We then adapt our solutions to fit the team, as we understand that each team is unique and requires support suited to their needs. The tailored solutions we offer include one-on-one professional development support for team members, mediation and conflict resolution and team building.
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 by 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 tool in 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.