Specialists in Talent Management

Southampton, UK – 5 January 2012 – Ramsey Hall, one of the south’s leading talent management practices is delighted to announce that it has become a member of INAC – Executive Search Worldwide, one of the world’s most innovative Executive Search Partnerships. 

INAC has a formal network of independent, retained search companies in over 40 countries which will strengthen the business’ position globally.  The Ramsey Hall business is founded on Executive Search and Selection, with additional HR related services added over the last five years including Occupational Psychology, Change Management and HR Strategy Development.

Phil Boyle, Managing Director of Ramsey Hall, commented, “As one of the UK’s leading Executive Search Consultancies we can now handle the most challenging of global mandates. Cross border assignments are increasingly in demand and we now have partners globally to assist us. Many of our clients prefer our bespoke approach to recruitment, an approach which the global companies simply cannot match.”

For further information about both organisations please visit www.ramseyhall.com and www.inac-global.com 

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About Ramsey Hall

Ramsey Hall provides a range of Business Consultancy services where people are placed at the heart of the organisation. We focus on helping clients recruit, develop and harness leadership capability and provide the framework, as well as expertise, to manage talent through all aspects of the employment life cycle from attraction to exit. Our work includes: executive search; boardroom consulting; leadership development & succession planning; career transition; interim management and a range of business psychology and organisational development solutions.

Ramsey Hall works internationally across the private and public sectors for clients ranging from global FTSE100 organisations to ambitious SMEs who are seeking growth through maximising their people potential and performance.

The Business’ award winning, multi-disciplined team of Chartered HR Consultants, expert Talent Attraction and Executive Search/Selection Specialists, Occupational Psychologists and Leadership Consultants combine to provide the most comprehensive people consultancy, change management and strategic advisory services available today.

About INAC

INAC – Executive Search Worldwide is one of the World’s first and most innovative Associations of proven, independent search practices. Our global network of retained search firms is committed to providing immediate and excellent recruitment services wherever in the world it is needed.

Founded in Europe in 1992, INAC – Executive Search Worldwide (INAC) was incorporated as an association in 2001. Since then, INAC has been providing senior international executive search services and advice to clients throughout the world. From a small group of visionary firms, our network has become one of the leading independent search networks in the world, with 71 offices in 40 countries.

Are you looking at the future of your business? Why not read our article on Succession Planning, published in December issue of Executive Grapevine.

Please click here to view – Succession Planning article in December edition of Executive Grapevine

It’s been a busy few weeks for Ramsey Hall with two development centres for one of our largest clients. Increasingly organisations are looking to their exisiting staff to fill the skills gaps and grow the business, rather than the costly process of recruitment.

How do you know who is the best and most effective in your team? How do you get the most out of them? Our Talent Management White Paper clearly shows what you need to consider and the importance of talent management in your HR strategy. Click here for more information and perhaps talk to one of our consultants on 02380 236944.

When organisations complain that they cannot get the skills they need and are hampered by their inability to ‘import ‘ talent from abroad, they need to step back and see how they can grow their own capabilities for long term success.  More often than not, CEOs complain to us that their bench strength is insufficient, yet many insist on promoting employees on the basis of ‘craft skills’ alone.  This should be avoided as leadership requires much more than this and invariably organisational performance suffers.

Our tip is to take a futuristic approach by taking a strategic look at the future needs of the business and to identify the key roles and ‘pools ‘of jobs required for organisational success. You need to either design or review your competency framework to provide an objective basis for assessment, development and, if required, recruitment.  Once a pool of potential candidates is identified, we would recommend a capability development centre is designed to assess the participants against your required competencies.

When this objective data is gathered it can be compared against actual performance and appraisal data to identify high potential.  We call this a ‘Bench Strength Review.’ At the same time individual participants can be given their personal development plan from which to begin the capability development process.

Is it worthwhile in such unpredictable times? Well without a succession plan you risk failing to identify and harness your best talent.  Or worse, your competitors reach out and attract your best talent leaving your organisation back at square one!

We have prepared a more detailed paper on succession planning.  If you would like a copy please call, Matthew Davis on 02380 236944 or email medavis@ramseyhall.com

Are you thinking strategically enough to succeed in hard times?

The latest Purchasing Managers Index shows a surprise growth in manufacturing orders according to the BBC (3^rd October), but with job losses continuing and future growth uncertain, what now for our beleaguered manufacturers?

We have commented before that the risk of restructuring incorrectly runs the risk of cutting talent and resources that are critical to long term business success. But how many organisations are thinking this strategically?  Do you really know the future capabilities of your team?   Is your organisation truly effective?  Are you wasting people resources?  After all, people are one of your biggest costs but they should also be your greatest asset!   Too often clients come to organisations such as Ramsey Hall and ask us to assist in replacing key talent.   Bad planning can lead to lasting damage when the team that remain within the organisation are unfit for the new economy and challenges ahead.  Hard times do not necessarily mean sacrificing your best talent.

Before attempting to restructure we recommend an objective and independent review of your people capabilities in terms of the critical soft people and leadership skills which will drive growth in your business.   To achieve this you need to analyse real life performance data and assessment against future predicted requirements using an assessment centre or one on one assessment techniques.  The organisational structure should also be reviewed in the light of this process to ensure costly duplication/ hierarchical layers, outdated role profiles and underperforming teams are identified.  This way you look beyond what currently looks good, or indeed barely adequate, to predict future potential and fit as well as current capability.  It could be said that this process looks beyond lean (which most manufacturers have implemented) to embrace organisational excellence, thus achieving transformational change to a much greater degree than lean processes once did. 

You can also use this opportunity to implement learning & development and succession planning since the data obtained is extremely useful for this purpose.   Indeed, participants will expect this in return for their cooperation.   The cost of these activities need not be very high as self directed learning is the best form of development.  It is proven to be beneficial within just a short space of time.

So in terms of business benefits the payback is immediate.  The alternative is to cut your workforce without proper consideration of who your best people are and the company’s organisational needs and wreck years of progress in building organisational capability.

So ask yourself, is my organisation fit for purpose? Or don’t I really know?

Matthew Davis is an experienced People & Change Consultant and can be contacted on 02380 236944 or 0161 848 0048

With numerous high profile insolvencies having been filed over the last couple of months, now is perhaps a good time to take a look at how your organisation can potentially cut people costs whilst maintaining, or even enhancing, business performance.

To view this white paper, please click here

At a time of unprecedented economic pressure you may feel that investing money in talent management programmes is too much of a luxury. Well, there is strong evidence to suggest that companies who invest are better placed to succeed, when recovery gathers pace. In this paper, we look at some false assumptions people have when considering their talent management strategy.

Cllick here to view our white paper.

High performing and effective management teams resolve complex cross-functional issues that are critical to the organisation’s success. By working as a team, and in its collective leadership of the organisation, it needs to enact behaviours that define the performance culture it has agreed to create.

This new paper from Ramsey Hall looks at how businesses can develop and sustain a postive culture within the organisation. Please click here to view.

A great deal has been written about the need for organisations to nurture their talent and keep their people motivated and utilised to their full potential. This paper looks at how more and more organisations are generating competitive advantage through sucession planning.

Please click here to view.

We always welcome comments on our reports, please feel free to email dryder@ramseyhall.com if you wish to discuss these issues with one of our team of consultants.