Sterling Development, Leadership, Management, Interim, Training, Consulting, Document Translation Service, Executive Coaching

Human Resources

Sterling believes that to remain as industry leaders and be seen as the developer of industry best practices, businesses must adopt a strategy concerned with developing their organisation’s management capabilities to be the platform from which they will lead. Our goal is to focus on one essential question: how can your organisation architect an HR strategy that is aligned with business priorities and capable of rapidly adapting to a shifting competitive landscape?

Our HR Mission To help build world class HR functions and profitable performance cultures that work in partnership with organisational strategies and management priorities to deliver business goals. Our Services Sterling HR specialises in all aspects of HR consultancy as well as being a main provider of professional education for HR and Training specialists.

click for more...Typical Elements of our HR Menu

Full review and implementation of policy requirements and employee handbooks
Recruitment job descriptions/materials and recruitment management
Management training in, for instance, selection and performance management
HR programme design and implementation - appraisals, communications, competency development

Our objective is the optimum service for the client. We do not look for rigid contracts and will happily adapt the services to fit with changing client needs. The first step is for us to undertake a full HR requirement assessment then propose a cost-justified solution.

click for more...Human Resources Strategy Overview

click for more...HR Policies

Sterling supports organisations in the design and implementation of competency based HR policies and training. Business department managers seldom have the tools and knowledge to manage without effective support materials. GroupWare and Intranets are making this a reality. Decentralised management responsibility requires a radical rethink of policy presentation. It must be diagnostic, interactive if possible, supportive (e.g. including access to standard letters) and free of HR jargon. Most policy manuals fail this test.

click for more...Recruitment and Induction

Sterling helps organisations ensure that newly employed personnel have the skills and most importantly, the personal abilities and personality to ACHIEVE (and not be another person to just DO) the job. We design and implement competence based recruitment and induction systems.

click for more...Performance Appraisal Schemes

Performance Appraisal is the formal means by which employees and managers review work performance, establish specific goals and objectives and discuss career interests. We support organisations in the design and implementation of competence based Appraisal and eAppraisal Systems.

click for more...Succession Planning and Talent Development

Sterling works with clients to ensure first class executive succession. We do this by identifying and cultivating the best talent throughout your organisation. Our goal is to help clients to build a pipeline of talent through the managerial ranks. Too often, the succession planning process is shrouded in mystery, with information only funneled upwards. The lack of clarity about the process can stand in the way of effective evaluation, assessment and development planning.

We provide our clients with a review of best practice so that your organisation can:

Seek early identification of talent
Manage “high leverage” development assignments
Ensure meaningful executive reviews and mechanisms to ensure follow-up on career development plans
Define leadership competency models and 360° feedback sessions that promote multiple points of view in assessment
Benchmark against external environments
Leverage external search firms

click for more...Balanced Score Card:
Turn Measures into Strategies Through Focus and Alignment

Sterling supports organisations in the design and implementation of a Balanced Scorecard. Financial objectives and measures are imperative, but do not provide a balanced and total view of business. Kaplan and Norton initially proposed the use of 4 perspectives from which to plan and measure your organisation, namely Financial or Shareholder, Customer, Internal process and Learning & Innovation.

Our Scorecard converts your strategies into a series of linked objectives. This forces organisation’s to define and then monitor the most appropriate measures to drive strategic rather than only operational behaviors. The balanced scorecard solution is the cornerstone of effective management - allowing your organisation to align and support key processes and to translate strategy into operational objectives, measures, targets and initiatives.

click for more...Competency Management and Development Centres

We can help facilitate and implement the assessment and development of the skills necessary for growth and profitability through the creation of Competency Models, Management Development Centres and Staff Development Options. Employee competency systems help in deciding each employee’s productivity and contribution to your organisation.

Our competency models are built with the involvement and support of employee focus groups. Our models take into account your organisation’s vision, values and business strategies. The competencies selected form the platform on which career management is built underpin your organisation’s people strategies from reward management to career and personal development.