Swann Global’s Human Capital consulting practice provides the full complement of talent related consulting services to help clients attract and manage their leadership assets. Swann provides a spectrum of organizational and policy analysis covering remuneration, retention, succession planning, cultural and generational change.
Swann Global has also developed a specialized approach to executive assessments as part of the M&A due diligence process. Uniquely placed geographically and culturally, close to the M&A activity, Swann Global takes a rigorous approach to measuring the suitability of executive team to the business culture and drivers of the investing company. This brings a dimension to the due diligence process that is regularly neglected.
Swann Global conducts industry surveys, collaborates with industry bodies, and publishes practical analysis of human capital related aspects. With a team of varied capabilities located in the major mining capitals, no other firm in the world can match this comprehensive and global understanding of the human resource issues facing the natural resources and engineering industries.
Employers must manage talent to ensure that the right people are in the right roles at the right time. Our consultants with deep knowledge of the natural resources sector can help maximize the value of leadership capital by creating and implementing structures and processes to support the management of an organization’s most important asset.
Case Study - Reward
Swann Global regularly undertakes sector specific remuneration studies that are position, geography, or home country specific. At a time of major skill shortages, salaries trend towards global rates. Swann’s international clients need regular insight on competitive compensation levels to avoid talent leakage. In emerging markets, where labor is less well organized, compensation is not as predictable. Swann has conducted industry salary surveys in these “immature” labor markets to bring improved understanding. Swann Global’s reward studies include expatriate vs. local and home vs. host comparisons as well as cash and total reward, local, regional, and pan-continental salary structures.
Case Study – Screening for Fit
Standardizing selection criteria around behaviors and competencies rather than technical skills has been a service provided to several major clients using an Assessment Centre process that compared hundreds of candidates consistently in a number of different countries around the world.
Case Study – Preparing for the Upturn
With or without the recession there are fewer skilled people available to the resource sector than there are jobs to fill. The financial crisis has eased the supply but the industry will be more severely affected than other industries by demographic change and the decreasing mobility of younger managers. Most and even major companies continue to offer an employment brand designed for “boomers”. Working with clients in different parts of the globe Swann Global has helped reposition employment brands to attract multi-generational employees with a "terms and conditions" offering to incent behaviors and activities more closely aligned with and aimed at achieving the organization’s business plan.