Human Capital Consulting

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Human Capital Consulting

When implementing a Talent Management initiative, it is important to note that without first establishing the internal processes, measurements, and buy-in, you will only enhance problems that the organization is seeking to eliminate. By providing consulting to accomplish these goals and technology to manage the correct information, we offer you a total solution.

Our skilled consultants have the experience and reputation to advise you on the best process and solution for your organization, ensuring that your talent is ready to sustain you now and take you into the future. Our consultants have implemented strategies with both national and international organizations in public, private, governmental and non-profit sectors. We have a team of Practice Leaders and Subject Matter Experts that continually enhance our base of knowledge through research and the practical application deployment of validated processes and applications.

We offer a selection of different Human Capital Consulting areas that help you create your best practice Talent Management Solutions in place.

• Job Profiling
• Competency Development
• Assessments & Selection
• Succession Planning
• Performance Management
• Career Development
• Mentoring

Subject Matter Experts

Supporting our Human Capital Consulting are our Subject Matter Experts who continually enhance our base of knowledge through research and the practical application of validated processes and applications. This role assures our clients that strategic thinking, process design expertise, technological depth and business acumen are readily available to support the development and delivery of an appropriate integrated solution.

Our Subject-Matter Experts understand your business needs in terms of business strategy, people practices, structure, reward systems, process and stakeholders. They can recommend appropriate processes in terms of the services, content and technology required to meet your business needs.

FAQ - Human Capital Consulting

  Is Consulting required for each solution?
  How do I know if I need consulting?
  What do you mean by the term “total solution”?

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  Is Consulting required for each solution?
  The simplest answer is “No”. Some organizations may have everything in place to create that world-class working environment that links people, strategy and performance. For these organizations only a technology solution to manage this data is appropriate. But most organizations cannot confidently say “We have it all together.” Some organizations may only need a consulting or process solution; some organizations may only need a technology solution; and some organizations may need both.

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  How do I know if I need Consulting?
  We provide tools to diagnose your present human capital position to ensure that you receive the consulting you need, but not more than you need.

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  What do you mean by the term “total solution”?
  A “total solution” looks at all aspects of your business environment affected by your human capital investment – selection, succession management, career pathing, performance management, learning and development, etc.

Are all of these elements in alignment with your business focus? Are any elements in conflict with each other? Does everyone understand how each element supports your business strategy? Is there a way to manage this data and make it available to all individuals to ensure that accurate business decisions are made? Do you make human capital decisions based on what you think or based on what you know?

A total solution provides the answers to all of these questions and ensures integration between all of the elements.

Consulting Practice Areas

Job Profiling

Our unique Job Profiling methodology and process maps individual job activity into information that you can use in your talent management activities and systems. Skill competency assessment, recruitment and selection, career paths and succession planning, behavioral and developmental coaching and feedback, performance management, training and development objectives, targeted learning plans, mentoring, and rewards and recognition.

Competency Development

We provide competency descriptions, performance proficiency behaviors and associated assessment questions that support the implementation of your organization’s strategic business objectives.

Assessments & Selection

Selection, personality, values and career fit are assessment areas where Insala provides proprietary content or integrates with major assessment providers.

Insala’s network of qualified business psychologists ensure the assessed get the necessary feedback or follow-up development planning assistance they require

Succession Planning

Strategic process design supports a variety of activities necessary to launch an effective and practical ongoing succession planning. Key role identification, vulnerability analysis, bench- strength analysis, potential and performance measures and employee readiness standards are just some of the focus areas that help our customers implement great processes versus a tick box activity.

Understanding the inter-relationship between performance management, career development and successors is core to our overall design.

Performance Management

Successful outcomes for employees and the organization is the focus of our performance management consulting. Employers meet today’s challenge of communicating to individuals what is expected of them in the context of the greater overall organization’s mission, values and strategic objectives.

The evolution of organizational development technology and knowledge means you have the opportunity to support an effective performance management process with a strategic process, long-range vision and world class technology – this is more effective than running an online appraisal process.

Career Development

Insala’s proprietary content and tools are flexibly assembled empowering employees to take charge of their own careers. Our best practices assist progressive organizations by replacing outdated cradle to grave promotion processes for self managed career tools and activities, which increase employee engagement and reduce regretted losses.

Vision, systemic approach and employer branding activities are paramount to your overall success.

Mentoring

Unleashing the power of mentoring in your organization and making the most of your dynamic human assets by fostering a selection and development environment that works is a challenge. With our learning and development approach for your team together a process can be built that maximizes the right mentors by ensuring they are working with the right mentees.