WHE UK provides HR services and Business Psychology services to enhance individual and organisational performance. This website describes who we are and how we work.
We also provide a discussion area, for specific topics and an open forum, where you can read current discussions on organisational performance topics and add your own views.
Contact Information
Telephone
++ 44 (0)1600 860404
Postal address
WHE (UK) Ltd., PO Box 3, Monmouth, NP25 4YH, UK
Electronic mail
General Information: performance @ whe-uk.com
A BRIEF DESCRIPTION OF WHE(UK)
WHE UK works with organisations that want to change or improve the way they work.
We do this by providing Human Resources and Business Psychology services that help change the way people think and behave at work .... so that people can contribute more effectively .... enabling organisations to harness more of the skills and talents of the people they employ.
In order to do this we:
Provide objective analysis
Advise on best ways forward
Design bespoke solutions
state our values up front
provide standards to judge us by
operate to professional codes of practice
Use our experiences in Public and Private sectors, National & International working
Combine our technical ability with business management experience
Chartered practitioners providing professionalism and quality
OUR SERVICES
WHE-UK works with organisations to enhance performance through the way people are recruited, managed and developed. We do this through our two areas of expertise:
HR & People Management expertise:
Special projects
Interim Management
HR and Personnel support
Design of systems and processes
Training design
Training delivery
Business Psychology expertise:
Counselling and personal development
Employee relations and motivation
Organisational development
Performance appraisal and career development
Personnel selection and assessment
OUR TOOLS AND TECHNIQUES
ABC Frameworks™ - Align Business Capability with criteria that link organisational values and drivers with the necessary knowledge, skills and attitudes to drive the business forward. Implement them to achieve change and to enhance performance.
Performance RECIPE® - Identify influences within and outside an individual’s or team’s scope of control and develop skills and techniques to use this knowledge to enhance performance and solve problems.
Chain-link Analysis - Identify the links in organisational processes and assess how each link affects performance. Take action to strengthen weak links while making the most of the stronger ones.
Motivation Manager - Build principles into your organisation at all levels to harness motivation.
Assessment and Development Designer - Develop expertise in all aspects of Assessment and Development design.
BENEFITS OF WORKING WITH WHE(UK)
Enhance your team by:
Attracting and retaining the best people
Raising your team’s profile
Adding to your team’s capabilities & tools
Ensure solutions get used:
We design solutions for your users
We involve users to ensure ownership
We keep things simple and practical
Increase your flexibility by:
Using our skills and knowledge to supplement your team
Discussing issues and testing ideas without obligation
Benefitting from experiences across our client network
Reduce consultancy costs:
Make project teams a mix of your people and our people
Develop skills that remove the need for repeat consultancy input
We provide levels of skill and expertise at rates that few, if any, companies can match
FIVE CASE STUDIES
CASE STUDY 1. Selecting for the future - WHE develop processes and tests to improve selection of top quality trainees.
A US consultancy wanted to ensure its trainees were the very best and suited to the style of their organisation in the UK. Trainees would also need the skills to pass professional exams during their training.
WHE built a process and tests that allowed candidates to demonstrate knowledge and skills needed for success as trainees and success in exams. Candidates were assessed on what and how they achieved.
Trainees are now better matched to the culture of the organisation. There are very few dropouts from the training and exam passes have almost reached 100%
CASE STUDY 2. Helping the sales team pull together - WHE identify development needs of team members and help them benefit from each other’s different skills with a little coaching.
Changes in customer behaviour and competition required sales managers to work as a team to deliver a company wide sales strategy.
Working closely with the sales director, WHE assessed all sales team members, including the director. This information was then used to identify how the team could work better together and how development needs could be addressed. Training and coaching were provided for all team members.
The sales management team have agreed a common sales strategy and they are meeting regularly, using new team working skills to address sales issues.
CASE STUDY 3. Improving staff retention - WHE trace cause of staff turnover and design job application materials that include realistic insights into working in the call centre.
A UK call centre had very high turnover among customer service staff.
WHE traced a major cause of the turnover to a lack of understanding, by new staff, of what the job actually entailed. Action was taken to help staff that could not meet the demands of the job and attention was given to ensuring new staff had a better understanding of the job and the working environment.
WHE also designed new job application materials and a new selection process that included realistic insights into working in the call centre.
New staff are now better matched to jobs. Turnover and recruitment costs have decreased.
CASE STUDY 4. Virtual HR - WHE provide HR support to a small financial services company, implementing tailor made best practice in a way that meets small business needs.
The directors of a small financial services company felt they needed to improve the way they were managing and developing their staff.
To enable the company to draw on expertise when they need it, without the costs of permanent staff, WHE work alongside this company on a retainer basis. Because the relationship is ongoing, WHE know the culture, people and plans of the business. This means that solutions are tailored to the company and are not scaled down ‘large company’ solutions.
Since the relationship was set up, WHE have helped this company implement a performance management process, a selection process and supported them through a staff disciplinary process.
CASE STUDY 5. Raising the performance bar - WHE design tools and course material to help managers use and take ownership of performance management.
A large credit card provider had ambitious plans to be top of its field. These plans meant a greater focus on performance management than ever before.
WHE designed unique course material that helps managers to ‘raise the bar’ on performance. The training is centred on the reasons for managing performance, why it is key to the manager’s role and the skills required to do it well. It is a very interactive course – managers have plenty of opportunities to practice the skills with each other and through role plays with actors.
The client is now confident that they have a powerful set of tools to help position performance management at the core of every manager’s role.
OUR VALUES
If we say we will, we will - we only agree to deliver what we can deliver. This will be on time and to the highest professional standards.
We will work with you to meet your needs - we combine our expertise with yours to identify the best way forward for your needs and situation. We will not push you toward solutions just because we like them or because they make our life easy.
We deliver best-practice, cost-effective, practical solutions - all of our work is informed by best practice and the latest research. You only pay for the application of this knowledge and our skills. What we deliver will be innovative, jargon-free and easy-to-use.
We will not abandon you …………………… we will not make you dependent on us - We’ll keep regular contact throughout the work and schedule regular calls and meetings. What we produce for you is yours to use at no extra cost. Where possible we will transfer skills to your staff to enable them to carry out further work themselves.
We take account of diversity in all we do - We recognise that organisations are not all the same, groups are not all the same and individuals are not all the same. We will be fair to all and seek to maximise the benefits that differences can bring.
Working together should be enjoyable for everyone - we aim to make everyone’s experience of working with us pleasant and hassle free.
PUBLICATIONS
Here are a few examples of books that WHE UK Directors have written. We also have a number of tools that we have produced and you can find information about these above under 'Our Tools and Techniques'.
A Practical Guide to Competencies: How to enhance individual and organisational performance (2nd edition of The Competencies Handbook)
Steve Whiddett & Sarah Hollyforde
ISBN 1-84398-012-6
Performance counts
Improving performance is the number one goal of any manager, HR or line. Steve Whiddett and Sarah Hollyforde demonstrate how to create and implement a competency framework that will help you improve performance levels within your organisation.
The book shows you how you can:
· make your recruitment processes more successful
· manage employees’ performance more effectively
· design more appropriate training and development programmes
· improve motivation
‘As the director of a small, relatively new company, I see the book as a valuable tool to assist us, and similar organisations, in the development of a new competency framework. Equally, for those organisations that already have well-developed competency frameworks, the book will help ensure that they are making best use of them.’
Andrew Stephens Director, Local Government Data Unit - Wales
‘An ideal HR reference book, which can be used by all levels of HR practitioners as they go about their daily duties. It will help them to add value to any debate with line management in respect of the world of competencies.’
John Gloak HR Director - IT and Operations, Lloyds TSB plc
The Motivation Handbook
Sarah Hollyforde & Steve Whiddett
ISBN 0-85292-925-0
The ability to motivate others (and yourself) is crucial for top performance. Get it right and the rewards benefit everyone; get it wrong and you can end up with low morale, poor performance and a badly disaffected workforce. What triggers motivation in one person may have a negative effect on another. This major new book eliminates the hit-and-miss element by providing a comprehensive overview of motivation theories and their applications at work.
· First, the authors explore the core and related motivation theories from Maslow’s ‘Hierarchy of Needs’ and Herzberg’s ‘Hygiene Factors’ to ‘Expectancy’, ‘Goal Setting’ and ‘Reinforcement’. Each is presented in a clear and highly readable format with critical commentary on its relevance and character illustrations to bring theory to life.
· Next they look at key organisational activities such as job design, reward, communication, managing teams, setting objectives and dealing with poor performance. For each they highlight the relevant theories and, with the help of real-life examples drawn from a wide range of settings, show how they translate into practice.
For all those who want a clear understanding of how and why people can be turned on (and off) and how to create the conditions to optimise performance, this book is the answer. By combining practical, down-to-earth guidance with academic rigour, Hollyforde and Whiddett provide a unique reference resource for students studying motivation and an invaluable tool for managers seeking guidance on tackling specific work issues.
