Organization Development
Industrial Organizational Psychology focuses on increasing workplace productivity, personnel related issues, and increasing operational effectiveness as a result of organizational structure. APIC Coach delivers a specific range of consulting services that includes data analytics, performance management systems, training and development toolkits, customized personnel assessment tools for selection/hiring, work life re-organization. Consultation is provided by our Industrial-Organizational Psychologists. Our approach is based on scientific principles and evidence-based management. Download our Transformational Consulting Brochure for an overview of our solutions: |
CUSTOMIZED SOLUTIONS
We specialize in developing customized solutions because we recognize that each client is special and unique. Your needs differ from your competitor's even in the same industry because your organizational climate is different, your culture is unique, and leaders are not the same.
We conduct the appropriate needs analysis, data and evidence gathering, before we discuss the appropriate interventions.
1. Organization Development
Change is the only constant in today's dynamic world. Organizations need to adapt and change to not only meet market needs but to create new markets. We analyze your organization to identify gaps and devise solutions to help you achieve the desired outcomes for your businesses. Our approach to organization development is a systems-wide intervention that integrates and aligns different parts of the business to deliver those desired outcomes - departments and functions cannot operate in silos and therefore interventions must approach from a systems-wide perspective. This system-wide process of planned change is aimed toward improving overall organizational effectiveness by enhancing the congruence among key organizational dimensions, such as the external environment, mission, strategy, leadership, culture, reward systems, and work policies and procedures.
2. Leadership Strategy
Leadership is a premium in every organization. Now that you have hired the best people for your businesses, how do you develop them to their full potential and bring them to the next competency level? We can help to put in place a leadership plan that makes your organization a talent factory. We can enhance the leadership structure in your organization to create a clear reporting line that removes confusion and designate mentors to subordinates.
3. Human Resource Design (System and Structure)
Strategic HR requires a carefully designed system that adds value to an organization and plays a central role in business success. Strategic HR is a combination of both transformational and transactional HR roles. We can help your company build a HR system and structure in place, or fine-tune your existing HR capabilities. Leaders drive strategy, core values, and culture but system and structure must be in place to support those desired strategy, values, culture, and behaviors. HR processes must create flow for the organization instead of friction.
4. Human Resource Analytics
A whole new approach to management and organization decision making that is based on evidence, data, and analysis. Many experienced managers and chief executives rely on their "instincts" and "art of leadership" to make important decisions for their organizations. However, this "decision-making genius", is not easily replicable to others within the organization and it is not guided by a rational scientific data driven decision making processes. Our role is to help you develop an approach to decision making that is accurate, consistent, and replicable. Bad decisions are extremely costly in organizations - we help you to develop an evidence-based approach that will maximize gains and cut losses.
Predictive analytics will also help your organization to take pre-emptive measures so that opportunities are not lost.
5. Performance Management
An organization's performance management system affect pay, promotion and bonuses - it is critical that this system delivers what it is supposed to for both the employee and the organization. Failing which, it will lead to employee feelings of injustice or unfairness, and a drop in productivity. We devise performance management systems, with distinct but integrated systems, that separates (i) training and development, from (ii) appraisal.
Our customized appraisal forms ensure that (i) measures are appropriately tied to business objectives, and (ii) correct measurements are taken for what is intended to be measured. Our customized performance appraisal forms ensure that it speaks the language of your organization.
We conduct organization-wide surveys to measure how employees are performing.
6. Staffing and Personnel Psychology (Recruitment, Selection, Assessments)
We devise interview and selection methodology that can help you to hire the best people for your organization. This includes the application of pre-selection tests such as intelligence testing and job knowledge testing, as well as the application of structured interview methods and the use of assessment centers. Prior to any selection method implementation, we will do a job analysis. For existing employees, we offer personnel psychology services such as profiling, assessments, 360-feedback and staff counseling - your people are your most valuable assets; invest in them. Personnel evaluation can be used for job matching.
7. Adult Learning Interventions (Training and Development)
We help you to create and implement a training and development structure that can grow the talent and capabilities within your organization. We design adult learning interventions: adults learn differently and their model of education is different - but every organization need to effectively train its employees in job knowledge areas and skills. We assist to design curriculum and training programs that ensure the most effective transference of learning to your employees. You provide the content (your organization remains as the content expert) but we provide you with the structure and methodology through which you transfer this content to your employees. We share with you the psychology of learning - the best way to train, teach, learn, transfer, and apply in a workplace setting.
8. Designing Work Teams
Organizations form teams for different purposes - a taskforce to tackle a critical time-sensitive problem, a creative team to produce ideas for products that can bring the business to the next level, and so on. When a new department or taskforce is being created, it involves the forming of a new team of people. Some teams are formed to address shorter term needs, while others are existing teams that support long term organizational goals.
There are overwhelming myths in how teams perform. One myth is that by placing a group of people together, they are automatically considered a team and that they would perform soon enough. The truth is that teams do not perform automatically - there is a science to building high performing teams. This includes how to select the right composition for the team, the structures that need to be set for the team, the parameters for performance and conduct, the creation of the team contract, and strategies to build and grow the team over time. We provide you with the science in putting together and building a high performance team; a team that delivers overwhelming value for the organization.
9. Workplace Health
We focus on how to find ways to make jobs more rewarding or design programs that improve the quality of life in the workplace. We study and report on the expectancy, instrumentality, and valence of employees to determine their motivation at work and their perception of whether they are well rewarded at work. Perceptions of organizational injustice can wreck havoc in the workplace. Our goal is to design jobs and work environment that benefits the growth and well-being of employees. Our study can include physical health such as obesity leading to increased health care costs for organizations. A study can be conducted to determine how the work environment can be re-designed to encourage employees to walk more per day; measured with a pedometer.
We provide counseling to employees who encounter work-site industrial accidents and work with those who have either witnessed the accident or are injured by the accident. Early intervention protects against the onset of post traumatic stress disorder and also assist in employee morale after an incident.
We provide advisory to senior management and help them craft their organization-wide message after an incident using storytelling methodologies and our understanding of human psychology.
10. Experimental Design and Research
We design, conduct, and analyze research to help you find the answers you were looking for in your organization or to reveal to you new perspectives about your organization.
Business experiments are useful for predicting outcomes of new initiatives, new implementations, new products and services, and the effects of change management within an organization. Business practices, changes in policies, and training programs can also be assessed, to ascertain its effects such as the utility value which is the cost and returns of the implementation in dollar value.
Your organization may want to implement and test changes (e.g. new operational guidelines aimed at reducing workplace accidents/injuries) on a select group of employees or a small sample of the organization to ascertain the outcomes and successes before deploying to the larger organization. Through the experiment, we can help you to determine correlation, cause and effect, and provide the analytics to determine the value of the intervention on your organization's bottom line profits.
Surveys, focus group discussions, and individual interviews can be done to find out important information such as how employees feel towards the organization and the level of employee engagement.
11. Talent Assessments and Psychometrics
We assess talent for identification, selection, development and deployment. Assessment center solutions include virtual technology that allows candidates to be assessed globally. On-site assessment center solutions provide face-to-face interaction with assessors and role-plays, while virtual solutions utilize video and web technology. Scientifically valid psychometric assessments support decision making - we use a variety of tools from Hogan, Management Research Group Leadership Effectiveness Analysis, cognitive ability tests, to customized 360 surveys combining ipsative and normative measurements.
Examples of past solutions provided to clients
- Assessment Center (half-day or full-day) to select and hire for senior roles, for development of managers, and for selection of high potentials
- Executive coaching supported with data driven analytics from individual psychometric assessment and 360 feedback from co-workers
- Creating a Vision and Mission for your organization
- Creating clarity and alignment between business goals, organization objectives and your people
- Developing an effective hiring and selection process that is scientifically validated and reliably predicts job performance
- Developing a performance management system that can reward your employees fairly and drive employee performance
- Developing a training and development plan to grow talent within your organization
- Designing a leadership profiling and development program to identify and groom high potentials for your management team
- Designing and assembling teams within your organization such as new departments, the setting up of a taskforce to address a critical business need, or creative teams to find new innovations for the company - we profile best personality fits for teams, determine complementary competencies, facilitate team contracts, and put in place an effective environment for the team to function as its best
- Providing HR analytics to quantify the value of human resource related decisions such as turnover costs, the return on investment for training, and utility value for interventions
- Job analysis to ensure that KSAOs are precisely defined to facilitate effective placement and to identify training gaps
- Job re-design to create more productive, conducive work places and increase job satisfaction
- Designing business experiments and research - useful for predicting outcomes of new initiatives, new implementations, new products and services, and the effects of change management within an organization
- Organization-wide employee survey that is customized to the client's needs with presentation to senior management to give meaning to the data analytics post-survey