Leverage an expert advisor to help you execute best practices and stay on schedule.
Guided implementations often start with a scoping call to determine the project's needs and align these needs to our best-practice methodologies. However, our expert advisors will meet you where you're at in the project and customize the advice to suit your needs.
Sample Guided Implementations
Every guided implementation starts with a scoping call to determine the project's needs and align these needs to our best-practice methodologies. We cover hundreds of projects across all areas of HR. Check out these samples of guided implementations:
Sample one
High-Value Succession
Planning Program
Set the program direction
Call 1
Identify gaps in enabling HR programs and identify steering committee members.
Call 2
Review program goals and metrics.
Call 3
Define key player roles.
Design the succession planning process
Call 1
Develop critical role criteria, profile template, and process.
Call 2
Develop talent identification process, profile template, and process.
Call 3
Discuss talent calibration and talent review meeting design.
Call 4
Plan alignment of L&D and Talent Acquisition to succession planning.
Prepare to launch and manage the program
Call 1
Review the communication plan.
Call 2
Discuss the logistics for program launch and management, including additional items that need to be built.
Call 3
Discuss program measurement, improvements, and iteration.
Sample two
Redefine Performance Management
Define the performance management philosophy
Call 1
Discuss strategic insights and identify performance management needs.
Call 2
Identify performance management objectives and craft the philosophy statement.
Design the performance management framework
Call 1
Determine performance criteria and map out the performance cycle.
Call 2
Select methods for evaluating performance and determine the use of ratings.
Call 3
Define the organization’s approach to coaching and feedback.
Launch the performance management framework
Call 1
Decide how to roll out the new framework.
Call 2
Confirm and communicate performance management responsibilities for HR, managers, and employees.
Sample three
Analyze and Act on Engagement Data
Analyze results
Call 1
Discuss approach to engagement analysis and action planning.
Call 2
Review analysis of survey results.
Develop insights and actions
Call 1
Discuss selection of methods for qualitative analysis.
Call 2
Review uncovered insights.
Build and implement action plans
Call 1
Discuss initiatives and prioritization.
Call 2
Review initiative profiles.
