Human Resources Services

Conflicts are increasing in size and number due to increased job complexity, tighter deadlines, increased dependence on other team members and too few employees to fill all of the open positions. Our conflict management process involves confidential meetings with impacted employees in order to understand the context, a resolution and action plan meeting and later, a final review with involved employees. Action plans are written documents containing schedules, activities and signatures.

Done properly, exit interviews provide an organization with timely and relevant information about its internal health. The questions are developed with the organization to ensure relevant areas are explored. Multiple interviewee information is combined into one report to ensure confidentiality.

The vast majority of our clients are technology companies whose employees are technologically superior but sometimes struggle with interpersonal issues. Coaching provides the specific support and skill development each individual needs to meet their responsibilities at a time convenient for them. We are certified by the Human Development Institute, which follows the ICF Coaching Model.

New teams may not understand their purpose. Existing teams, from time to time, lose their way. Chartering is a process for identifying key clients, deliverables, measurement methods, action plans and how the team will interact in its efforts to hold itself accountable to its deliverables.

The 3-step process of Performance Management: Performance Planning followed by Performance Development, then Performance Review. Western Leadership Centre Inc. has a process for connecting these three steps and focusing them on the organizations’ Key Result Areas (KRA’s). The process is specific to each position, has clear measurable expectations and connects the performance plan to end results. The performance plan and measurement process is developed through discussions between the employee and the supervisor. The document forms a “contract” and holds the employee and manager mutually accountable for the end results.

The newest generations at work want more information than the traditional employee handbook policies and procedures. Orientation must provide a compelling, positive, long-term view of a company. We help merge the existing with the future opportunities for new employees. We have also developed a Mentoring process that builds learning relationships between the veteran employees and the newest additions.

Progressive organizations want to know where they stand with their employees and customers, especially when on the brink of change and new strategic directions. We build, administer and report on employee and customer satisfaction surveys.

Training and Development of employees usually suffer in a downturn. Since companies do not measure the financial impact of these programs, they are easily delayed or deleted. Certified by the ROI Institute, WLCI has developed an ROI process to measure the financial impact of Training and Development. When the ROI processed is used, companies get a proven, measured return on their investment; it has always been more than 100%!