Boost Employee Retention by 31% (Jan 11)

Best-in-Class companies increased employee retention on average by 31%.

Best-in-Class companies improved employee performance on average by 27%.

Best-in-Class companies increased employee engagement on average by 25%.

Human Resources (HR) executives are under more pressure than ever to ensure that their activities are aligned with business priorities, and to deliver consistently higher performance without increasing their budget.

Everyone is looking to get more from less - more from their people, their processes and their technology. According to research firm The Aberdeen Group. Pragmatics provide best in class performance and talent management consulting services across people, process & technology.

Making Training Work in 2011 (Dec 10)

People learn in different ways, and different learning experiences are more appropriate for different roles and environments. Company learning departments must continually explore ways to engage employees with the right content, in the right form, at the right time.

"Encouraging managers to help employees choose learning that best meets their needs and preferences is a much more effective approach" says Lek Tisanthiah Senior Talent Consultant at Pragmatics. Options include classroom-based training, simulated role-playing programmes, e-learning, books and one-on-one coaching.

Effective organisations are using line managers to help employees structure experience-based learning paths. This approach increases the need for managers to become learning coaches, not just project managers and supervisors and to really spend time understanding the needs of their staff.

Pragmatics partners with Ascotbarclay.com (Nov 2010)

As specialists in Business Change & Transformation the Ascot Barclay Team are trusted advisors and programme leaders working successfully across the public and private sectors, helping organisations realise successful outcomes to their strategic change projects and programmes - Covering HR, Process & Technology. For more details contact Charles at Pragmatics on +44 (0) 7917 898 181 or drop me a line at charles@pragmatics.eu.com

Pragmatics Partners with RUssam GMS (Oct 10 )

Pragmatics partners with Russam GMS. Russam are the longest established mainstream Interim Management Provider in the UK and Founder Member of the Interim Management Association.
These are very exciting times for the Company. They have experienced sustained and rapid growth over the past three years, confirming them as a leader in their sector. Our objective is to work closely alongside our clients to make Interim Management a truly effective strategic resource. For more information contact Charles at Pragmatics on +44 (0) 7917 898 181 or drop us a note on charles@pragmatics.eu.com

The Benefits of being Best-in-Class. (Sep 2010)

• Best-in-Class companies increased employee retention on average by 31%*
• Best-in-Class companies improved workforce capacity utilisation on average by 31%*
• Best-in-Class companies increased employee performance on average by 27%*

The future is never easy to predict, but organisations increasingly realise that they must do a better job of anticipating what lies ahead, in order to improve their ability to recruit and to retain the talent they anticipate they will need. This is especially important in light of the pains that organisations already report with finding skilled talent in the workforce today, and with the impact of turnover of current staff. But preparing today's workforce to meet tomorrow's needs requires that an organisation have a clear picture of the skills and capabilities in the organisation currently; what gaps exist at present in terms of needed skills; and how that picture will be impacted by changes that lay ahead. Pragmatics TM Architects can help your company define and impliment a best-in-class strategy.

Source: * Aberdeen Group

What is Talent Management? (Aug 2010)

Talent Management (TM or HRTM) is a relatively recent term used to refer to strategic HR programmes primarily focused on increasing workforce productivity. Talent management programmes can be contrasted to more administrative HR programmess designed to support companies with the legal requirements and accounting processes related to employing people.

Both types of programmes are important, and many HR processes support both strategic and administrative HR goals. However, the focus of the Pragmatics team is solely on strategic HR programmes whose goals are fundamentally to increase workforce productivity through improving employee effectiveness.

Sustainability Through Talent in Uncertain Times (Feb 2011)

If your business is experiencing decreasing revenues, shrinking budgets and increasing uncertainty …
you cannot afford to focus on strategic talent retention.

Right?

Actually, wrong!

This is the time when new market leaders emerge and fortunes are made. Everyone in your industry shares in the pain.

This is your organisation’s opportunity to think strategically and invest in order to make relative gains against your competition and avoid knee-jerk or ineffective responses to external pressures that destroy value.

Based on our work with leading businesses on maximising people performance and optimisation of talent management systems and processes , Pragmatics recommends the following 4 strategies that deliver superior results in adverse economic conditions:

1. Establish clarity of goals and rapidly align your workforce to execute the new strategy —
When change is forced upon your business by the external environment, you cannot afford to lose focus or to delay the necessary course shift.

2. Cut with precision, if you must, but not bluntly — if layoffs become necessary, view them as your chance to weed out the low performers and let your best talent grow. Optimise the workforce!

3. Focus on your core talent and invest where it counts — identify the talent that will be essential for your new strategic direction and invest heavily when others are cutting. Turmoil is when leaders emerge.

4. Be transparent — Avoid the rumour mills. During uncertain times, transparency drives trust and employee engagement. Companies with high trust financially outperform those with low trust.

For more information or to engage a Talent Optimisation Architect give us a call.