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GKI Resourcing launches new HR Consultancy

GKI Resourcing has announced the launch of a new HR consultancy team, which will be headed by Pauline Jeffers.  Pauline, who was a HR Director in a wide range of companies including Deloitte and Honeywell Aerospace, before becoming a HR consultant, is highly experienced in working with companies of all sizes to develop and deliver their HR strategies.

George Wealthall, Managing Director of GKI Resourcing commented: “many organisations, particularly SMEs, do not have the luxury of a HR department.  As a consequence any change or performance improvement programme can be delayed because of a lack of ‘know-how’ or resources.  We were keen to support our clients in delivering their wider human resources needs, and so have appointed Pauline to head up this new team.  This new team will complement our current teams focusing on Search & Selection, Interim Management and Candidate Support.”

Pauline Jeffers commented: “no matter what a company’s business strategy may be, there will be an implication on HR strategy, including organisational change, talent acquisition, management training, leadership development, employee relations, ethical & legal compliance, compensation & benefits, performance planning and review processes that enhance leadership and employee performance, commitment and retention.  We provide commercial advice to clients helping them to develop and deliver their HR strategy leading to the successful delivery of their overall business strategy.”

Find out more on our HR Consultancy page on our website.

The Power of an Interim

There are a number of scenarios where a company may benefit from bringing in an interim.  The company may be working on a specific project and they have a short-term need for another pair of hands or a set of skills and experience that the permanent team members don’t have.  The company may have lost a permanent team member and have struggled to recruit somebody permanently into the role.  Or the company may need to shake things up a bit – perhaps a difficult decision needs to be implemented, or there are political sensitivities which need overcoming.

I am often asked about the day-rate for an interim.  They aren’t a cheap resource, but they do offer great value for money.  An interim tends to be a highly experienced and skilled senior manager or director.  The company may not be able to afford that level of skills and experience on a permanent basis.  However, purchasing them on a short-term, temporary basis is much more affordable.  In addition, interims are able to parachute into a business and get to grips with the issues and politics quickly and easily.  This makes them effective quickly.

To ensure that you get the most from your interim you need to plan.  You need to be clear on what you expect from your interim.  Are they plugging a short-term gap or are you looking for them to facilitate change within the company.  You also need to be realistic about what they can achieve.  If you are bringing them in for just a few months, it may not be possible for them to completely change the company’s culture – don’t forget changing a culture can be like turning round an oil tanker.  You also need to think about how the permanent team will react to the interim.  The permanent team members’ reaction to an interim can be revealing.  If the permanent team members become defensive and territorial, it can show their own insecurities or that they aren’t a strong team player.

Regardless of the reason for your need for an interim, we have a great selection of interims with a wide range of skills and experience.  Call us now to find out more.

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