Evidence-based techniques to maximise the energy and commitment of your workforce.

HR consulting should be about helping organisations identify where they want to go, and then delivering evidence-based solutions to help them get there. Good tools are practical. They ensure that you have the right people on board, and that you can lead them effectively. For an overview of HR consulting, click:

  • Helps how?
  • What is it?
  • Benefits
  • N.B.


  • Workforce interventions which help you achieve your goals
  • Develop the workforce you really need
  • Optimise productivity through engagement
  • Maximise positive behaviours and minimise negative ones

Evidenced based HR Consulting:

  • Provides scientifically proven strategies for optimising an organisation’s workforce
  • Provides services at all stages of the employment life cycle
  • Assists organisations to address one off issues or optimise their processes
  • Covers:
    • Workforce planning
    • Optimisation of recruitment processes
    • Individual & organisation development
    • Performance management
    • Remuneration consulting
    • Organisation structure reviews

    4 step Process:

    • Initial meeting to understand your particular situation and requirements
    • Research the options and then purpose a solution to suit your requirements
    • Implement the solution
    • Partner with you to evaluate progress and to build an internal capability


  • Workforce and processes are optimised to ensure they fulfil the needs of the organisation
  • Existing issues are addressed with support from an independent third party
  • Obtain support from experts in the field and benefit from our experience
  • Effective solutions – issues are addressed or processes optimised (e.g. teams could be working more efficiently, processes streamlined to save time)
  • Rigorous, evidence based solutions

Pitfalls to watch out for:

  • Consultants who are too theoretical or general: a sign of inexperience.
  • Any advice must specifically address:
    • each of your needs
    • the expected ROI
    • the measures of success
  • Ensure that the internal HR staff have learnt as much as they can from the interaction

More information? For ROI case studies or the benefits specific to your industry, as well as access to the sources and independent research supporting the above, please provide your business email address.

Group and organisational development services should include:

  • Climate and Culture Surveys and Development
  • Managing for Optimal Performance
  • Organisation Strategy Development
  • Remuneration Policy and Structure Development
  • Competency Framework Development
  • What We Stand For – Clarity of Group Purpose and Actions
  • Organisation Structure Reviews
  • Workforce Planning
  • Positive Psychology Activities
  • Post-Exit Surveys
  • 360 Degree Feedback
  • Leadership Development


There should also be a range of services focusing on individual development

  • Psychological Assessment for Development Purposes
  • Performance Management Including 360 Feedback
  • Individual Development Plans & Coaching
  • Positive Psychology Activities
  • Career Transition Management
  • Remuneration Reviews

sacs organisational psychology consulting outcomes example

Let us explain how best practice organisational psychology consulting improves workplace effectiveness and productivity by analysing an organisation’s human resources and management psychology.