• Industrial Relations Management
  • Analysis, design and implementation of Human Resource management
  • Coaching
  • Human Resources Strategy
  • Training and development
  • Leadership
  • Change management
  • Job profiling

Job Profiling

A comprehensive competency-based Position Profile is the start to a well-managed job. We develop both the Interview Guide and the Position Advertisement if needed, to create a complete value-chain. This can be seamlessly linked to the Performance Management system.

The Position (or Job) Profile is a full analysis if the Key Performance Areas, followed by the activities and measurable outputs for the position. The core Competencies (Knowledge, Skills and Behaviour) required to perform the tasks are assessed.

The Interview Guide is a logical ‘next step” as it interrogates the Profile to yield Questions to be used in an internal or external Interview, based on the Profile.

The Recruitment Advertisement is drafted to capture the essence of the position in order to attract applicants who fulfil the requirements of the profile in both Technical and Competency terms.

Assessment Solutions:

Effective assessment leads the way to better selection, more precise training and effective coaching; it provides a powerful means of auditing the power and learning potential of teams and businesses and it can help provide insight into your performance challenges or highlights. In any assessment process, however many candidates are to be assessed, there are at least three times that number of “moments of truth” that our team must manage in order to be successful and for the process to be constructive.

The team of psychologists, psychometrists and human resources professionals provides clients with ethical processes, respectful candidate hosting and support, powerful personal development feedback, and management feedback that makes sense and enables decision-making. The tools we draw from are best practice solutions with a strong proven record and with local validity data. Unlike many competitors, we are not limited to using a defined set of instruments; we constantly scan the assessment environment in order to bring the best processes into the solutions we offer clients. Some of our competency-assessment processes are built by our associate and they are used where appropriate rather than as the only solution


Leadership Alignment and Team Dynamics.
Most senior Executives will have been on one (or more) seminars which seek to identify, and usually label, them as one or other `type` of leader. Little boxes, ready-made labels, overlaid with a veneer of pop-psychology.

Intuitively the Executive knows that this is nonsense. Life is much more complicated than these little boxes, and there is no one right way to lead or manage. Paul Gartner and Associates believes that an Executive need to be able to access a variety of styles of management depending on the situation.

Working with the senior Exec teams, we develop their understanding of the situational dynamics in the business, and encourage Executives to develop their own personal style to respond appropriately to each. Aligning the business leadership with the needs of their teams and the business is critical to the successful achievement of objectives, and we guide our clients through this in a non-threatening, facilitative manner. We also provide a proven Team Dynamics process to diagnose Team interactions and provide training to the Team in order to facilitate better productivity and cohesion News and Events.

Change Management

Underpinning many key initiatives is the need for Change – YET THIS IS THE MOST NEGLECTED area of these initiatives!

Research by the Change Management Learning Center in their:’2005 Best Practices in Change Management’(with participants such as British Airways, Coca-Cola, Coors Brewers, Department of National Defense, GE Power Systems, Kraft Foods, Raytheon Company and the U.S. Air Force) revealed that the following were their key learnings around successful CHANGE interventions:

  • The #1 contributor to project success is active, strong and visible sponsorship throughout the project.
  • The top obstacles to successful change are employee resistance at all levels: front-line, middle managers, and senior managers and inadequate senior management sponsorship.
  • Employees want to hear messages about change from two people: the CEO and their immediate supervisor – the message they want to hear from each individual is very different.
  • The top reason for employee resistance is a lack of awareness about the change.
  • When asked what they would do differently next time, most teams would dedicate MORE resources to change management.

Do not fall into the trap of under-resourcing your Change Management initiative!

Paul Gartner and Associates has the tools and capacity to help clients to avoid the pitfalls of poorly executed initiatives by ensuring that a well-planned and well-implemented Change Process is undertaken in support of all major business developments. Our proven methodology is easy to understand, has been used at all levels from CEO/Board to cleaner/miner/General Assistant. It has also been effective with employees with low literacy, and has been welcomed by Unions as an excellent way of creating understanding and acceptance of Change.