Reorganization Assistance
Consulting Services
Human Resources offers management and organizational consulting services. Our services are tailored to meet your needs and our approach is interactive and collaborative. Consulting services are provided free of charge to our University clients.
We provide consulting in the areas of:
- Strategic planning
- Organizational culture
- Organizational communication
- Creating a productive workplace
- Team building
- Effective communication
- Management coaching
- Conflict management
After an initial consultation, we provide a written proposal to spell out the proposed approach, timeline and the commitments required to make our work together productive.
To Get Started
Contact HR Consulting Services at www.hr.arizona.edu/aboutHRCS.php or 621-7701. After a brief phone or e-mail exchange, we can help you determine whether a consulting partnership is the right approach for you. If it's not, we will refer you to more appropriate services.
Consulting Projects
"Sure, I'd like my department to be more effective, but what can YOU do?" That's a common question asked of our HR Management consultants. The following project descriptions illustrate the range of work we do with our University clients.
Unclear Direction and Expectations
A department was experiencing tension between clinical faculty and research faculty related to the department's direction, teaching expectations and faculty hiring strategy. A strategic planning retreat helped identify areas of mutual interest and allowed the department to be more strategic in its hiring plans and resource allocations.
Too Much Work, Too Little Time
A department expressed frustration about its inability to meet student needs for service and faculty needs for administrative support. An organizational assessment revealed the need to revamp the department's organizational structure, move toward web-based information dissemination, establish performance expectations and create more effective communication channels between faculty and administrative staff. As result of the assessment, several web-based forms and documents were created, performance plans were created, and regular faculty and administrative staff meetings were scheduled.
Difficulty Managing Conflict
A department expressed interest in enhancing the productivity of department members. An organizational assessment revealed that department members were unclear about the department's priorities, lacked conflict management skills and questioned the integrity of the performance evaluation process. HR Management consultants facilitated a strategic planning process and a series of conflict management and communication workshops. Managers were provided coaching related to performance management and enrolled in the University Leadership Institute to enhance their effectiveness.
A Desire For Input
A department contacted Human Resources for an on-site conflict management course for supervisors. After meeting with the intended audience, we suspected that the department's management style was creating the conflict. While the management disagreed with our assessment, they agreed to let us hold focus group discussions with department employees. The key focus group finding was frustration about supervisors' unwillingness to listen to employees' ideas and lack of control over daily work assignments. The department's management responded with several initiatives to solicit process improvement ideas and increase employee control over daily work assignments.
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