Ashton Consulting replaces the traditional Management Consulting model that is often over complicated and expensive. We offer innovative, flexible consulting services that define best practice and are tailored specifically to address your immediate or future human capital and business drivers.

 

Our success is largely due to our strong partnership ethos which fosters ‘genuine’ commitment to do well and service at an exceptionally high standard – consistently.

 

At Ashton Comsuklting, we believe that HR should be intrinsically linked to Business strategy. On a corporate strategy/direction perspective, Ashton Comsulting is well placed in creating a unique value proposition to organisations across industry.  We work closely with line managers and HR in addressing human capital drivers aimed at escalating performance. We will do this by incorporating, designing and implementing HR initiatives. 

 

Our objective is to imbed your internal organisational strategy into our own processes, creating a well defined HR process that positions your ogranisation as an Employer of Choice.

 

 

Regardless of how large or small an organisation is, employees at all levels need to be managed well and provided with leadership.  The basic activities associated with managing people involve:

Ashton Conmsulting can plan, develop and implement HRM policies and processes which are aimed at getting the best out of your workforce.

 

 

The philosophy behind Ashton Consulting’s Career Management Programs is that every individual has the right to rewarding and financially secure employment. 

 

With this as the cornerstone belief of our service, Ashton Consulting will ensure that all participants are provided with the best possible outcome.

 

Our programs aim to assist participants to explore their career options, develop successful and sustainable job search skills and seek alternative job, career, retirement or self-employment opportunities within a supportive partnership.

 

Ashton Consulting’s Outplacement and Career Management Programs are based upon:

 

 

The concepts and strategies of effective organisational change management vary from oraganisation to organisation, however the principles are virtually identical.  Ashton Consulting brings experienced thought leadership to the change process as companies introduce new strategies, structure, systems and processes. Our change methodologies work on change management strategies based on 'support consulting' in the management of change by combining experience, research and technology to assist people responsible for implementing change.  Effective change can be only managed by enabling your own internal management team with the right tools in order to achieve successful outcomes.

 

 Ashton Consultingwill provide on-going support and build the internal resources to achieve successful change. At Ashton Consulting we believe it is important to differentiate between Organisational Change Management and Organisational Design – two related aspects of organisation change that are often confused:

 

Organisational Change Management – Brings about changed behaviour and culture.  The key skills required are founded in psychology and require “people” people.

 

Organisation Design -  where roles, skills, job descriptions and structure of workforce may be re-designed, typically this is more analytical and directive activity, suited to tough-skinned HR professionals.

 

 

 

The purpose of the Performance Management System (PMS) is to encourage business performance improvements are achieved at an individual, team and organisational level.  It provides an avenue for the employee to create a partnership with their manager where they receive feedback, and at the same time provide feedback to the manager.  It is also a channel for the employee to discuss their learning, development and career needs and explore further opportunities.

 

Underlying Principles

Performance Management in the workplace should not be left to chance.  The Performance Feedback System aims to support the development of  an organisation’s desired culture and promote the achievement of business objectives, while encompassing the company’s mission and core values.

 

The PMS are based on the following overarching components –

 

The following will heavily influence the design and development of a PMS:

 

A new PMS must be in keeping with the existing organisational culture.  For example, a highly structured PMS is unlikely to succeed in a culture that is oriented towards informality and flexibility.

 

The critical element of successful PMS’s is to have a robust informal and continuous feedback loop and reinforcement of people’s behaviours and outputs.   We therefore propose that a 360-feedback mechanism be included in the PMS – particularly as it relates to senior management.

 

 

Ashton Consulting is able to advice and implement various workplace relations and relevant legislation that affects employer-employee relation and contractual arrangements aimed at enhancing the relationship organisations have with their employees.

 

Our services range from an advisory capacity through to the development and implementation of various policies and frameworks that minimise organisational risk.

 

Solutions include: