People and organizational change
Motivating people to achieve postal business goals
Postal companies tend to be relatively large and labour intensive. It is therefore important that their people are motivated, appropriately skilled and organized in a way that is conducive to achieving the goals of the business. Factors such as pay and recognition, career structures and industrial relations are all key to postal companies.
HR consulting services
PA is a leading supplier of HR consulting services to both the private and public sectors around the world.
We work with clients to:
- design and transform organizations, business units and corporate functions
- mobilize, engage and develop managers and employees
- support the management of significant organizational change
- transform HR operations and service delivery.
PA has established a strong record of innovation, insight and benefits delivery in its human resources work and has won the Management Consultancy Association’s top HR award twice in recent years.
Our HR services are broad and comprehensive, and we place a strong emphasis on client value, delivery excellence and our professional independence.
Typically, a postal business may wish to consider at least some of the following ways of better engaging, motivating and retaining their people:
- defining and sourcing core and context capabilities – identification of capabilities to differentiate the business in the future, managing headcount reduction informed by this, developing sourcing strategies for back-office functions
- creating a culture focused on high performance and accountability – improving the links between reward and performance/productivity, making more extensive use of variable pay, defining clear accountabilities, shifting accountability to the lowest level, performance management for all, tackling sickness and absence
- developing leaders and managers who are great at delivering through their people – investing in management development, recruiting the right people to these positions, emphasizing, assessing and rewarding the ‘people management’ aspects of roles, developing change leadership skills, implementing effective succession planning for different role types
- building an adaptable and agile organization – tackling restrictive legacy practices particularly within operational and frontline jobs, simplifying pay and allowance structures, harmonizing contractual arrangements, increased commonality of roles and structures, clarity on resourcing and manpower planning
- ensuring that individuals feel involved and valued – implementing equal opportunities and diversity initiatives, tackling harassment and bullying, job design, improving frontline training and development, enhancing the working environment.
Case study
To find more about how PA can help your business, see this case study:
 Business unit integration support for a European postal operator
|
