SWS

Services

 
 
 
 

Redefining Workforce Strategies
Through Collaboration

 
 

First, a few questions:

  • Are you having difficulty hiring?


  • Are there enough workers entering the industry in which you operate?


  • are you diversifying your sources of talent? Or, are you limiting yourself to one, two, or three?


  • Are you proactive or reactive in your recruitment efforts?


  • Are your wages competitive?


  • Do you know your turnover rate?


  • Do you know the average age of your workforce?


  • Are you concerned about backfilling positions as they become open?


  • Are you getting a reasonable rOI on your recruiting investment?


  • what is your lost production or revenue per vacant position?


  • What is the community’s overall perception of your organization, the industry, or the opportunities that exist within? (Employer Brand)



Every business is unique in its own way.

Therefore, a one-size-fits-all approach will not work when it comes to successful workforce development initiative. If your answers to the questions above keep you up at night, we can help. At Synergy Workforce Solutions (SWS) we will assist you in identifying your greatest workforce challenges and develop the appropriate strategies to overcome them.

Services Include:

Situational Analysis - SWS offers a variety of surveys and needs assessments that shed light on the challenges being posed on your recruiting and retention efforts. These tools include:

  • Salary/Wage surveys

  • Employee Engagement and Satisfaction Surveys

  • Organizational Audits

  • Community awareness (Employer Brand) survey, and more

In addition, SWS can conduct a qualitative and quantitative review of data, current strategies, and industry/market research via SWOT analysis to identify opportunities that will strengthen workforce development efforts. Information gleaned from the situational analysis will allow SWS to suggest an action plan to overcome or mitigate identified barriers.  

Strategic Planning - Through the lens of our three-pillar framework: Exploration, Skill Development, and Work-based Learning, SWS will develop a long-term strategy to incorporate the solutions suggested during the Situational Analysis. This strategy will drive the development of relationships with vested community partners and the creation of talent pipelines to diverse talent pools of future employees. In addition to successful recruitment, this strategy will also increase employee retention.

Talent Pipeline Development - On behalf of the client, SWS will put the strategy into action by seeking to build long-term relationships with a diverse range of talent pools and community partners in order to establish a sustainable talent pipeline program, providing a consistent influx of future employees for the foreseeable future. Creation of these talent pipelines will include a plan of execution on suggestions identified during the Situational Analysis.

Leadership Training/Team Building - In addition to matching the right candidate to the appropriate role, another key component to employee retention is a cohesive team led by leaders who can build trust and inspire. Our leadership development and team building exercises are designed to create a positive culture in which each employee comes away with a greater appreciation and understanding of their colleagues and how each play a significant role in your organization’s mission.

Resulting in:

  • A decrease in human resource expenditures

  • A greater pool of future employees

  • A rise in employee morale

  • Increased employee retention

  • A more inclusive corporate culture

  • Increased efficiencies

  • A positive competitive advantage