Never was it truer that people make the difference. Organisations only exist to build value for their stakeholders, and it is people - their capability and commitment - that drive this value. Understanding the value of human capital and how to measure it is arguably more important today than ever before. This means knowing how to describe people's capability, managing the knowledge they create, and building a coherent learning architecture. In all of this, developing leaders is critical.

People strategies need to be clearly derived from business strategies, both supporting a common purpose and vision of the future. Fundamental to any strategy is resource planning, both internally and through targeted external search. Talent needs to be managed, involving succession planning and career management, as well as potential assessment.

In parallel, organisation development is a continual task, providing conditions for maximising engagement and motivation and the effective management of restructuring and mergers/acquisitions.  HR professionals play a key role in all these areas, taking the role of business partners, understanding the value added that HR brings. They need to be much smarter than previously at determining the return on investment of all they do.

In all of these areas MLI offers:

Consultancy

We help you define the problem to be solved, and to define deliverable outcomes through an agreed process. We look for responses to your situation that build on the strengths you have, and add value from our own expertise and breadth of practitioner experience. We can manage the project in partnership with your own resources, and advise or assist with implementation.

Packaged Services

We recognise that many organisations experience similar needs, and have therefore developed a range of services to meet such situations. These services are constantly being developed and enhanced. Some examples are:

• Auditing your investment in people – understand and evaluate the benefits of your programmes and processes to each stakeholder.
• Being a valued HR business partner – diagnostics and workshops examining your capability to both service your internal customers effectively, and be a proactive and recognised contributor to business improvement and success.
• Establish a framework of capabilities – use our tried and tested innovative methodology to create a holistic set of capabilities that will be core to your organisational development activity, resourcing, performance management and development processes.
• Executive and specialised HRD coaching – harness the expertise of MLI directors and consultants to help unlock the potential of your senior management and HRD professionals.

Sharing MLI Intellectual Capital

MLI are committed to sharing the ideas and methodologies it has developed. These are made available in books and papers, and presented in seminars internationally. Examples are:

• Career development trainer’s manual – a manual for trainers on how to deliver career development programmes (published by Fenman).
• Creating a training and development strategy – a workshop to facilitate you designing your own strategy (offered publicly through the CIPD and available to organisations).
• Measuring and monitoring the value of people as assets – a workshop to help you explore ways to value people other than their costs, and to measure the contribution that they make to organisational value and performance.