Success in business today relies heavily on having a strong team. Ultimately it is the people who will deliver the sales, quality and service that will lead to success and future growth.

ISA Global "Human Resources limited offers a professional, project based approach to help companies develop high performance teams. We don’t just identify the problems but work with your company to deliver measurable and tangible benefits that will lead to a “better business”

Why is this important?

For companies to be successful they must be led and managed by dynamic teams with the right balance of skills, behavioural styles and values. Asking the individuals who make up the top team to list their past experience, strengths and weaknesses will not be sufficient to determine how well the team will perform in the future. The reason for this is simple, most managers, even managers at senior level, do not always really understand themselves, their strengths and more importantly the limitations of their particular styles, weaknesses or skill gaps.

In addition to this, we have seen a shift over the past 15 years that has, and continues to, move away from management controlled, isolated specialists with only top managers making decisions to multi-skilled, values and vision based, customer driven teams with the ability to effectively lead through continuous change.

This means that education and experience alone are no longer reliable indicators of top team performance. High Performance teams must have the right balance of “soft skills” – behavioural styles, attitudes and values.

Why are soft skills important?

Hard or technical skills are rapidly changing. Technology is driving the change in hard skill needs and the pace is rapidly increasing. Few companies have a shortage of knowledge or access to knowledge, however, most companies do not use or benefit from its full potential due to communication barriers within and between teams.

What impact does this have on performance?

Performance is profoundly affected by the relationship between people and values. Performance is also affected by the relationship between people and company culture. Our system is designed to identify and highlight areas that impact on performance, identify risk areas and to provide solutions to improve performance by strengthening these relationships.

Why is this approach so important?

High performance teams require a range of styles. Research tells us that we will be “sub-consciously” drawn to people who we perceive as similar to ourselves and on that basis companies may have recruited or promoted the wrong people.
Our approach using MFS tools by trained and certified professional behavioural analysts removes bias and subjectivity and provides accurate detailed data. This data combined with top team reviews provides a full evaluation of the team, its strengths, weaknesses and predictions for future performance.

How does it work?

Using a project based approach we can deliver a full range of objective, validated and internationally researched tools to review the top team’s soft skills, in particular their communication styles, behaviours, motivation and attitudes, ISA HR Limited, offers a full assessment of the management team dynamics, the relevant issues and recommendations for improving team performance.

MFS software and the underlying models have been extensively researched and refined over the last twenty years. Over 3,000,000 reports have been run worldwide for a diverse range of clients ranging from major multi-nationals to S.M.E’s, including both public and private sector organisations. 

So after the evaluations and outcomes, what then?

The Target Training International Behavioural Style Analysis instrument used to generate reports is one of the most accurate available today. Unlike competitors’ products, the individual profile reports highlight both behavioural and attitudinal differences in individuals. We don’t just tell you where the problems or potential problems lie but more importantly we can provide tailored solutions designed to maximise organisational performance including;

	Management and Team Development Projects
	Executive Coaching
	Recruitment and Selection
	Development and enhancement of Performance Management Systems

Outcomes of Evaluations

“We have used the Target Training International MFS and PIAV reports for recruitment, identification of individual and management development needs and MBO and MBI teams in new deals valued from £10 to £500 million. We find this tool very useful in evaluating the appropriateness of an individual to a role, either at UBS Capital or in one of our portfolio companies”
Ruth Storm, Partner, Union Banque Suisse.

The ISA Global HR Team

The ISA Global Human Resources team have experience and knowledge of business from an operational, strategic and human resources background with over 20 years operational and management experience and have a proven track record in successful advisory, consultancy, recruitment and development of systems to support “better business” management for a range of business sectors. The ISA Global HR Team are also Target Training International (UK) Certified Behavioural Analysts.

Liz McCormac 

Liz has experience and knowledge of business from an operational, strategic and human resources background with over 15 years operational and management experience in the UK and overseas hospitality and tourism industry including the Gleneagles Hotel and Craigendarroch group. This experience has included start up, development and management of new build businesses, project management of a wide range of public and private sector economic development projects and advising companies and teams on people development and performance improvement.

Adrian Banger

Adrian is a management consultant with a passion for helping individuals and organisations develop the behaviours and mindsets necessary for peak performance. He currently works with a wide variety of organisations including the Health Service, partners in professional practice, middle managers and owner directors of S. M. E’s. in such areas as team development, recruitment and selection, and executive coaching.

He has extensively studied the field of personal development over the last ten years, training with a variety of international leaders and combines this knowledge with the practical experience that he gained over 20 years in a variety of managerial and board room roles within the food manufacturing industry.

Chris Parkin

Chris has extensive in-company HR experience, including recruitment, training and development. He was responsible for management development within Rowntree and was Employee Communications Manager with Nestle, during times of rapid change. He designed and installed various processes including appraisal, training needs analysis, briefing and team development. He developed the Vision and Values programme for Nestle UK.

He is a psychologist and Member of the Chartered Institute for Personnel and Development (CIPD). Chris works with organisations to help them apply creatively the idea that “People Differ, and People Matter”, developing policies and practices which release the ideas and energy of their people.

He helps individuals and senior teams develop their effectiveness, and their understanding of the contribution that really effective HR practices can make to achieving the goals of the organisation.” 

Rewarding the Team

Features of Pensions today in the UK.

There has never been a time when there has been more interest generally in having a right to a pension and in particular from October 2001, all employers with 5 employees or more must provide a pension of one sort or another in addition to the State Pension. Any firm wishing to trade in the UK must be aware of this and take appropriate advice. 

Points to watch are:-

	whether to contract out from the State Earnings Related Pension Scheme
	whether or not to provide a Stakeholder pension as an alternative to some other arrangement
	the expectation of Senior Managers whose requirements for a pension will not be the same as may be appropriate for the Staff in general.

Downloadable File - Employer’s Stakeholder Decision Chart
(stakeholder_flowchart.doc 29KB Word Document)

Downloadable File - Occupational Pension Schemes
(stakeholder_options.doc 14KB Word Document)

For the successful SME a key element of its financial structure should be a self administered pension scheme. Such funds are essentially designed to provide tax efficient benefits to the owners of the business. the scheme can be particularly useful as a mechanism for acquiring new commercial premises for the business and providing short term finance for purchase of new plant and machinery.

Consultancy / Administration / Actuarial

Each part is provided by experienced and dedicated executives and is integrated with the whole. In particular there is access to four "Pension Actuaries" two based in London and two in the North of England. In addition advice is available on all aspects of investment except the selection of individual stocks.