Consultancy Assessment Support Document Template ✓ Solved

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CONSULTANCY ASSESSMENT: SUPPORTING DOCUMENT TEMPLATE

The aim of the supporting document is to outline in more detail your group’s pitch to the client. The document will allow your slides to be less word heavy and can also be used in the question and answer section of the presentation. Below you will find a list of suggested subheadings and sections to help you compose the document. You should bring two printed copies of your supporting document to the final presentation, one for each of the markers.

FRONT PAGE: The front page should contain the name of your consultancy group, the date of the pitch and who the pitch is for.

SECTION 1: EXECUTIVE SUMMARY: This section should summarise the key points of your proposal including; • Brief summary of the clients requirement • Summary of what you propose • Principal strengths of your company/proposal • Budget and time estimates or quotation

SECTION 2: INTRODUCTION: Description of customers business and principle issues or requirements

SECTION 3: CONSULTANCY CREDENTIALS: Company or consultant description, targeted at this particular requirement. Why should they chose you?

SECTION 4: PROJECT DETAILS: According to your group, what are the main issues faced by the organisation and why are they issues? What are your recommendations for solving/fixing the issues? This may require several sections depending on the scope of the project.

SECTION 5: COST ESTIMATE: Set out a detailed estimate for effort, resources and costs, broken down so the client can see what each part of the project will cost. If there are any unknown factors that might increase costs state these here.

SECTION 6: PROJECT PLAN: Set out when tasks will be done and by whom. It is advisable to tabulate the costings and consider a Gantt chart for the timescales.

Paper For Above Instructions

Consultancy Report for Café Espresso

The objective of this consultancy report is to address the pressing issues faced by Café Espresso, a prominent player in the UK's coffee shop industry. Following a thorough analysis of the company's current circumstances, the proposal outlines a comprehensive strategic approach aimed at revitalizing Café Espresso's market position while enhancing customer experience and employee satisfaction.

1. Executive Summary

Café Espresso, which has experienced a decline in market share, seeks a consultancy to reinvent its human resources strategy to improve customer service and reduce employee turnover. Our proposal will deliver a robust onboarding and training program for staff, introduce competitive salary packages, and create a rewarding cultural environment that echoes the company's vision of providing an unforgettable customer experience.

2. Introduction

Café Espresso is a leading entity in the UK coffee house sector with over 550 locations employing approximately 3,800 people. However, intensified competition and an unsettlingly high staff turnover rate have significantly impacted its market presence, necessitating urgent intervention. As the business landscape becomes increasingly competitive, it is imperative for Café Espresso to redefine its brand identity and tailor its offerings to meet the expectations of both its customers and employees.

3. Consultancy Credentials

• Expert team with extensive experience in HR strategies in hospitality.
• Proven track record of successfully revamping HR systems for client firms.
• Specialization in developing customer-centric service philosophies.

4. Project Details

The analysis of the issues at Café Espresso reveals critical challenges related to employee turnover and customer satisfaction. Key issues include:

• Low wages leading to high turnover rates, especially among part-time and student staff.
• Inconsistent training and development opportunities for employees.
• Poor performance evaluation systems that fail to motivate staff.

To address these challenges, we propose the following recommendations:

• Implementation of a Competitive Salary Structure: Review and enhance salary packages to attract and retain talent.
• Comprehensive Training Program: Develop a structured onboarding process that includes customer service training to elevate the quality of service.
• Employee Recognition Programs: Introduce performance-based bonuses and public recognition to foster motivation among staff.

This multifaceted approach aims to create a culture that values employee input and encourages personal development, ultimately translating into an improved customer experience that differentiates Café Espresso from competitors.

5. Cost Estimate

Unknown factors that might lead to additional costs include market fluctuations and unforeseen operational challenges that could arise during implementation.

6. Project Plan

The timeline for this project will span over six months as follows:

• Month 1: Research and analysis of current HR practices.
• Month 2-3: Development of new HR strategy compliant with company goals.
• Month 4: Pilot training program launch.
• Month 5: Assess performance and make necessary adjustments.
• Month 6: Full strategy implementation and review.

This structured plan will ensure that all tasks are assigned appropriately and deadlines met efficiently.

References

• Kotter, J. P. (1996). Leading Change. Harvard Business Review Press.
• Schmidt, F. L., & Hunter, J. E. (1998). The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings. Psychological Bulletin, 124(2), 262-274.
• Patterson, M. G., & West, M. A. (2000). Protecting your business: How to strengthen your employee engagement. Harvard Business Review, 78(3), 65-75.
• Maslow, A. H. (1954). Motivation and Personality. Harper & Row.
• Ulrich, D. (1998). A New Mandate for Human Resources. Harvard Business Review.
• Deloitte. (2019). Global Human Capital Trends. Deloitte Insights.
• Wegge, J., & Van Dick, R. (2004). Work Motivation: A Social Psychological Perspective. European Journal of Work and Organizational Psychology, 13(2), 113-115.
• Rainer, R. K., & Turban, E. (2002). Introduction to Information Systems: A Problem-Solving Approach. Wiley.
• Armstrong, M., & Taylor, S. (2014). Armstrong's Handbook of Human Resource Management Practice. Kogan Page.
• Boxall, P., & Purcell, J. (2016). Strategy and Human Resource Management. Palgrave Macmillan.

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