Profile of gs infiniti consults
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Transcript of Profile of gs infiniti consults
ORGANIZATIONAL PROFILE OF GS INFINITI CONSULTS
GS INFINITI CONSULTSP.O. BOX HP 96,
HO, GHANA
OR
NO. 34 ANKPA ANYELLEY STREETNORTH LEGON EXTENSION
AGBOGBA, ACCRAP.O. BOX
E-MAIL: [email protected] OR [email protected]
Telephone/Whatsup: 233-24-3206708/233-24-4853947
Website: www.gsinfiniticonsults.com
AN ORGANISATION/HUMAN RESOURCE AND MANAGEMENT DEVELOPMENT CONSULTANCY FIRM
GS INFINITI CONSULTSP.O. BOX HP 96, HO
PROFILE OF GS INFINITI CONSULTS (GSIC) Who are we?GS Infiniti Consults (GSIC) is an Organization/Human Resource Development, Leadership and Management Development and Change Management Consultancy firm which evolved from years of Human Resource Management and Development practices, Change Management Consultancy, Management and Leadership Development Training/Consultancy and Organization Development (OD) Consultancy.
Established in July 2011, GS INFINITI CONSULTS is headquartered in Ho in the Volta Region and has a branch office in Agbogba-Norwood, Accra.
VisionGSIC envisioned all her Clients becoming:“Healthy Organizations with appropriate competencies for higher productivity”
Mission“GSIC exists to facilitate employees to develop the right attitude to be at the right place, doing the right thing, at the right time for their Organizations”.
Core ValuesAs an Organisation Development Consultancy:
We emphasize Openness, trust and collaborative effort with our clients. We value theories but emphasize practical more We encourage experiential learning We emphasize on feelings and emotions as well as ideas and concepts We endeavour to meet the needs of individuals and the Organisation as a whole. We are aware that people are complex with differing needs, not just requiring physical
resources. We facilitate the opportunities for people to develop towards their full potential. We teach our participants how to mobilize support and resources to transform their
organizations.
What we doOur passion is in facilitating capacity improvement of individuals, Teams and Organizations as a
whole. Our emphasis is on developing the skills of the individuals, teams and the Organizations as a
whole to take charge of their own developmental agenda. Our facilitation enables the Individual, the
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teams and the organizations to self-reflect, recognize the challenges, and thereby self-regulate
themselves to transform their current situations to a desired state through our skillful facilitation. We
only play a facilitative role and we believe, through this, the individual, the team or the organization
develop the skills to do it the next time without our assistance.
In our practice we also believe that when theories cannot be demonstrated in practical terms, then it
is not worth learning. As much as possible, we help our clients to develop the necessary skills and
adequate capacity to take hold of their own developmental processes.
One key deficiency we notice in the Ghana’s job market is the skills inadequacy of most of the young
graduates. It is our passion to build the capacity of these young graduates to acquire the appropriate
skills that can help them shine in their jobs as “Star Performers”. Our core objective is to bring
together or individually develop their capacities adequately to enable them function as problem
solvers in the organizations they find themselves.
We believe in the Principle that “If you give me a fish, you fed me for a day, if you teach me how to
fish, then you have fed me until the river is contaminated or the shore line seized for development. If
you teach me to organize, then whatever the challenge, I can join together with my peers and we will
fashion our own solutions”.
OUR TARGET GROUPSOur Capacity development programmes are aimed at building capacity of:
Newly graduated/Unemployed graduates
Already employed staff of organizations
Newly Employed Staff who needs Orientation on the above skills
Senior Managers
Executive Directors/Chief Executive Officers
Human Resource Managers
Non-Governmental Organizations
Public Institutions
Private Institutions
Hospitals
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Our ServicesCONSULTANCY SERVICES AVAILABLEWe provide Consultancy services in the following areas:
Human Resource Management and HR Systems Development Organization Development Management and Leadership Development Emotional Intelligence Development Team Development Organizational Culture Assessment and Team Effectiveness Assessment Strategic Planning Clients Relationship Management Consultancy Skills Development Funding Model Development Training Development and Management Performance Management Change Management Executive Coaching Conflict Resolution Large Systems Interventions
WE ALSO PROVIDE CUSTOMIZED TRAINING PROGRAMMES FOR ORGANIZATIONS ON:
Capacity Development Human Resource Management & DevelopmentThis Programme is suitable for Human Resource Managers, Senior Executives of Private and Public
Sector Organizations. The Objective is to help Participants:
Create systems to adequately manage their Human Resource situations including
Strategic Human Resource Management
People and Performance Management
Human Resource Information Management
Training and Development Design and Delivery
Employee Relationship Management
Recruitment and Selection Management
Health and Safety Management
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Customer Care Systems development/Clients Relationship managementThis Programme targets Front Desk Executives, Support Staff, Technical Support and Management
Staff. Objectives include helping participants to:
Understand the needs and perceptions of the customer
Develop the skills necessary to deliver exceptional customer service
Improve both productivity and quality
Increase the performance and profitability of the organization
Improve customer satisfaction
Identify and manage internal customers to maximize their output
Management and Leadership DevelopmentThis Programme is suitable for Senior Executives of Private and Public Sector Organizations.
The Objective is to help Participants:
Lead Self
Lead and Manage People
Lead and Manage Business
Team Development SkillsThis Programme targets Consultants, Training and Development Managers, Human Resource
Practitioners. The Objectives for the introduction of this programme includes helping the
participants to:
Diagnose the effectiveness of work teams
Design teambuilding interventions.
Develop trust and rapport in work teams.
Develop effective communications in work teams.
Consulting SkillsThis Programme targets Organization Development and Management Consultants, Lawyers,
Engineers, Senior Executives in Private and Consultants. The Objectives for the introduction of
this programme includes helping the participants to:
Clarify and define specific consulting niche.
Develop effective client relationships.
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Develop strategies to “source” clients.
Learn to set appropriate fee structures and write well-crafted proposals.
Develop and launch a sustainable consulting firm.
Emotional Intelligence DevelopmentThis Programme targets Organization Development and Management Consultants, Lawyers,
Engineers, Senior Executives in Private and Consultants, Bankers etc. The Objectives for the
introduction of this programme includes helping the participants to:
Understand their own feelings
Use their feelings to discern the feelings of the other person
Use the understanding of the others feeling to improve the relationship between yourself
and the other person (s)
Performance ManagementPerformance Management is a process by which an organization can assess whether it is
delivering the right services according to its mission and objectives in the right amount, at the
right cost, at the right time and to the right people. This Programme is suitable for Senior
Executives of Private and Public Sector Organizations, Senior Marketing Executives in Highly
Competitive Industries and Consultants.
The Objectives for the introduction of this programme includes helping the participants to:
Diagnose an organizational readiness for performance Management.
Design and facilitate a performance Management process in the organization.
Develop and sign Performance Contract at the different levels of the Organization
Use analytical tools to monitor and evaluate Performance.
Create a common sense of purpose in an organization
Strategic ManagementThis Programme is suitable for Senior Executives of Private and Public Sector Organizations, Senior
Marketing Executives in Highly Competitive Industries and Consultants. The Objectives for the
introduction of this programme includes helping the participants to:
Diagnose an organizational readiness to undertake a strategic planning intervention.
Design and facilitate a strategic thinking workshop.
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Use analytical tools to formulate strategies to outperform Competitors.
Create a common sense of purpose in an organization
Developing Funding model for NGOs Most NGOs do not have sustainable Funding strategy or Model. A Funding Model is
expected to explain the methodical arrangements available to the NGO or an
Organization to constantly raise fund for her programmes and project.
GSIC facilitates Organizations/NGOs to develop their own Funding models and a
roadmap to implement their Funding Models.
Training Development and ManagementThis is aimed at developing Consultants, Training and Development Managers, Human Resource
Practitioners and NGO Staff. The Objectives of this programme include helping participants to:
Undertake Training Needs Assessments.
Undertake Cost Benefit Analysis to justify investment in staff training.
Design Training Programmes.
Facilitate Training Delivery.
Evaluate Training Impact.
Prepare Training Reports
Marketing Training Services.
Change ManagementThis area is aimed at developing the Senior Executives in highly competitive industries,
Consultants and Project Managers. The objectives for this course include:
Helping Participants to diagnose their organizational problems.
Helping participants to assess organizational readiness to undertake change.
Designing interventions to transform organizations.
Managing complex changes in organizations.
Teaching participants how to mobilize support and resources to transform their
organizations.
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ORGANIZATIONAL REFERNCESSome of Our Clients include:
Ministry of Health/Ghana Health Service Human Resource situational analysis and its implication to the Health Sector in 1997/98
Review of staffing levels/norms of teaching hospitals and specialized psychiatric
hospitals in Ghana
Outline of the staffing levels for the primary health care programme and facilities in the
MoH using workload indicators of staffing norms (WISN)
development and review of the following systems/Documents for the Ghana Health
Service:
o Staff Performance Appraisal process
o Personnel handbook
o Orientation and Induction manuals
o Manuals for in-service training modules
Job Evaluation for the Health Sector and Review of the health sector salary structure in
Ghana in 2005 including:
o Review of Job Description for the Ghana Health Service
o Review of Schemes of Service for the Ghana Health Service
o Job Evaluation matching process for the Ghana Health Service
o Personnel Profiles for the Ghana Health Service
Rabito Clinics Limited Development of the HR Policy Guidelines & Procedures:
o Conditions of Service (On-going)
o Job and Salary Structure
The Trust Hospital Co Ltd, Osuo Development of Eight (8) HR Policy Guidelines
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FOCOS Orthopaedic Hospital, Pantang, Accra o Job Evaluation, Job Description and Development of Salary structure
Medical & Dental Council, Ghana - 2012o Scheme of Service –
Imperial Transport Company Limited, Accra – 2012o Job Evaluation, Job Description and Development of Salary structure
Finni Hospital and Fertility Centre, Accra – 2011o Job Evaluation, Job Description and Development of Salary structure
Ghana Developing Communities Association (GDCA), Tamale OD Process (Organization Diagnosis, & Action Planning)
Development of 5-Year Strategic Plan
Development of a Funding Model
Youth Empowerment for Life (YEfL), Tamale OD Process (Organization Diagnosis, & Action Planning)
Ho Municipal Hospital, Ho Dynamics Team Building for Committees
Dynamics Team Building and Conflict Management for Laundry Staff
Training Needs Assessment
Ho Municipal Health Directorate, Ho Dynamics Team building
District Hospital, Sogakofe Development of a 5-Year Strategic Plan
Review of a 5- Year Strategic Plan
Adidome Hospital Development of a 5-Year Strategic Plan
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Worawora Hospital Development of a 5-Year Strategic Plan
Leadership and Management Development programme for In-Charges
Team Improvement Intervention for In-Charges
Battor Catholic Hospital Development of a 5-Year Strategic Plan
Hohoe Municipal Hospital Development of a 5-Year Strategic Plan
Diagnosing Customer Care challenges and developing interventions to improve customer
care practices
Akatsi District Hospital Development of a 5-Year Strategic Plan
Volta Regional Health Directorate Designed and Implemented the Peer Review Mechanism using Organization Mirroring
Technique which transformed all the Hospitals in the Volta Region.
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OUR TEAM OF CONSULTANTSWe have seasoned Consultants with vast experience in HR Management in the Health Sector and
other public and Private sectors. These Consultants include:
DR. KEN DADZIE SAGOEDr. Ken Dadzie Sagoe is a Public Health Physician, a Health Systems Specialist and Human
Resource for Health Expert. He was the former Chief Executive Officer of Tamale Teaching
Hospital and the Board Chairman for Komfo Anokye Teaching Hospital, Kings Medical Centre,
Botanga near Tamale, Presidential Commission on Ghana-Yale Partnership, etc. He currently
also serving on a lot of Councils and committees such as the Medical and Dental Council, Ghana
College of Physicians and Surgeons, University of Ghana Teaching Hospital Committee on
Human Resource, etc.
As the Chief Executive Officer of Tamale Teaching Hospital (April 2008-Sept, 2013) he
transformed the hospital to an enviable status. During his tenure the doctor population has
increased from 22 in April 2008 to a high of 90 in 2010 and by August, 2013 to over 170. The
hospital has also expanded its scope of operations and has made significant strides in achieving
its mandate as a Teaching Hospital. The Hospital has undergone transformation of its operational
and management systems, services and its infrastructure in the past five and half years under his
leadership.
Since the inception of the health sector reforms in Ghana, he worked at various levels of the
health sector and has been closely involved in the planning, implementation and monitoring of
the reform process. He particularly played significant roles in the Strengthening of District
Health Systems as a national facilitator and the development of Sub-District Initiative as a
National Task Team member.
Other assignments diligently performed by Dr. Ken Sagoe include:
Director, Human Resource Ghana Health Service/Ministry of Health
Deputy Director, Human Resource Ghana Health Service/Ministry of Health
He also played a cardinal role in the definition of Human Resource situational analysis and its
implication to the Health Sector in 1997/98. He also led the participatory process in reviewing
staffing levels/norms of teaching hospitals and specialized psychiatric hospitals and later used
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the workload indicators of staffing norms (WISN) to outline the staffing levels for the primary
health care programme and facilities in the MoH. He also facilitated the development and review
of:
Staff Performance Appraisal process
Personnel handbook
Orientation and Induction manuals
Manuals for in-service training modules
As Director for Human Resources in the Ministry of Health, He led the developments that
culminated in the creation of the Ghana College of Physicians and Surgeons. He was also
appointed a member and co-chair of the Job Evaluation Working Group for the Health Sector
and review of the health sector salary structure in Ghana in 2005. A process which entailed a
detailed review of the Job Descriptions, schemes of service, personnel profiles, job evaluation
and matching process. The work of this group culminated in the creation and implementation of
the Health Sector Salary Scale; He was a member of the WHO Technical Committee to develop
a common technical framework for Human Resource for Health which was adopted for use in
2006.
He has since 2006 been a member of a Government of Ghana Technical Committee to the
Ministry of Public Sector Reform for the review of policies on Recruitment and Training in the
Public and Civil Service of Ghana.
In 2007, He was nominated as a member of WHO Expert Committee on Global
Recommendations and Guidelines on Task-Shifting for the HIV/AIDS, a joint collaboration
between WHO, UNAIDS and PEPFAR/USAID. I worked with the team over several months to
finalize the Guidelines for Task-Shifting for HIV/AIDS. The guidelines define innovative
strategies for the rational redistribution of tasks among health workforce teams; the
recommendations for creating an enabling environment for effectively regulated workforce
offering excellent quality care in a sustainable approach. He was also appointed as a member of
the Global Health Workforce Alliances (GHWA) Task Force on Private Sector Involvement in
Human Resources for Health.by the Global Health Workforce Alliance Board of Directors.
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==================================================================================
PROFILE OF MORLO E. ANNOR - CONSULTANTMr. M. E. Annor is a member of the Institute of Human Resource Management Practitioners (Ghana) and an HR Management Specialist in Salary Design, HR Management Policy Development and Management. He retired from the Public Service in September 2014. He is currently a Consultant GS Infiniti Consults.He played key role in organizational development (OD) and served on several Committees on Labour issues in the Ministries of Works & Housing and Health.Education & Qualifications
Certificate and year obtained Institution
PGD (Mediation & Arbitration) – 2007 Gamey & Gamey Institute of Mediation
Professional Membership - 2004 Institute of HRM Practitioners (Ghana).
PGD (Industrial Relations) - 1993 Cambridge College, UK
Key Positions held in the Public Service
DESIGNATION/POSITION ORGANISATION PERIOD
1 Head, Industrial RelationsPrincipal HR Manager
Ghana Health ServiceHR Directorate Accra
April 2006 - Sept 2014
2 Head, Recruitment & SelectionChief Personnel Officer
Sept 2000 - March 2006
3 Head, HR ManagementChief Personnel Officer
Ministry of Health - Accra
Sept 1999 - August 2000
4 Head AdministrationAssistant Chief Executive Officer Public Works
DepartmentHead Office - Accra
July 1994 - August 90
5 Staff OfficerSenior Executive Officer
May 1999 - August 2000
Major Achievements and Consultancy Services Facilitated
Developed policy guidelines and procedures for the decentralization of Recruitment in
the Ghana Health Service with relevant forms for data/records on the selection process.
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Re-defined the job structure and categorization of posts in the GHS which was the bases
for the Health Sector Salary (HSS) grading.
Developed Policy Guidelines to address 3 major HR challenges in the GHS between
2004 and 2009.
o Decentralization of Recruitments in the Ghana Health Service
o Contract Engagement in the Ghana Health Service
o Study Leave in the Ghana Health Service
Led the Technical Team that developed the following Policy Guidelines which has been
in use since 2006 and currently reference documents for revisions by the implementing
Agencies of the Health Sector (GHS, KBTH, KATH, TTH, CCTH and CHAG):
o Appointments
o Promotions
o Postings
Developed HR Policy Guidelines & Procedures for other Institutions including:
o Conditions of Service – Rabito Clinics Limited, Accra – 2015 (On-going)
o Job and Salary Structure – Rabito Clinics Limited, Accra – 2014
o 8 HR Policy Guidelines - The Trust Hospital Co Ltd, Osu, Accra – 2014
o Job and Salary structure - FOCOS Orthopaedic Hospital, Pantang, Accra – 2013
o Scheme of Service – Medical & Dental Council, Ghana - 2012
o Job and Salary Structure – Imperial Transport Company Limited, Accra – 2012
o Job and Salary Structure – Finni Hospital and Fertility Centre, Accra – 2011
o Scheme & Conditions of Service - Ghana College of Physicians & Surgeons -
2010
Led the Team for the establishment of an HR Department and recruitment of Senior
Management Staff (Deputy Directors, Senior Specialists and Consultant) for Tamale
Teaching Hospital in 2009.
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==================================================================================
SIMON YAO DZOKOTO - CONSULTANTSimon is a Registered Organization Development Consultant (RODC) with the “International
Society of Organization Development and Change (ISODC) and a Statistician with a post-
graduate specialization as an Organization Development [OD] Practitioner. He was the Head of
Research and Development at the Tamale Teaching Hospital until recently when he was asked to
join the Ministry of Health to provide a Technical Assistance to the Health Systems Consultant.
Hitherto, he was the Peer Review Coordinator of Hospitals in the Volta Region, a programme
which is a flagship programme that transformed all the Hospitals in the Volta Region to meet the
highest standard set by the GHS/MOH. He also served on a Task Team in the Volta Region
Health Directorate that facilitated the development and deployment of Human Resource
Information System for the Volta Region.
Simon also facilitated some modules of OCIC-UCC Partnership programme in Organization
Development Skills training.
He was a Health Information Officer in Ho Municipal Hospital. He was also Research and
Training Coordinator for the Clinical Care Division of the Volta Regional Health Directorate. At
the Volta Regional Health Directorate, he divided his time between Regional Health Directorate,
Ho Municipal Hospital and other Private Consultancy Services. He has undertaken relevant
Organization Development (OD) & Management Development Consultancy, Training and
Research assignments or strengthening the capacity of Managers of the Hospitals and other
NGOs and Churches.
Also in the Tamale Teaching Hospital, he divided his time between provision of consultancy and
his assignments at the Teaching Hospital.
He has undertaken various short-term consultancy, research and/or training assignments for
Hospitals in the Volta Region. Simon also assisted various Hospitals with Improvement
programmes such as the Peer Review of the Hospitals, Conducting Problem Solving Sessions,
helping Hospitals to develop Strategic Plans, etc.
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Education and Special CoursesSimon undertook all his tertiary education in Ghana and holds such qualifications as:
Leadership Development Programme, GHS/MSH
MA Organisation Development (OD), University of Cape Coast, Ghana
Postgraduate Diploma in Organisation Development, University of Cape Coast, Ghana
Certificate in Project Management, Merjja Technologies (Ottawa, Ontario, Canada).
HND Statistics, Ho Polytechnic
Certificate of Participation in Data Management and Analysis (ISSER)
Consultant Development TrainingSimon completed a total of Eighteen weeks of consultant development programme with
Organisation Capacity Improvement Consultancy and University of Cape Coast; Six Modules of
three-weeks each module of consultant training programme (University of Cape Coast/OCIC
Partnership). The training also included having an Access Organization where Practitioners in
Training are expected to conduct live practical Consultancy on
Organizational Culture, Efficiency and Team Effectiveness
Dynamics Team Building
Strategic Plan Development
AffiliationSimon currently receives his professional support from fellow OD and Management
Development Practitioners in the United Kingdom, the United States of America and all over the
world, and a number of professional memberships of such professional groups as:
The International Society of Organization Development and Change (ISODC)
OD Network, USA.
Areas of Specialization: Individual and Organizational Needs Assessment
Building and Development of Teams
Organizational Change and Development
Strategic Planning & Management
Facilitation Skills Training
Project Management
Emotional Intelligence Development
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Management and Leadership Development
Conflict Management
Executive Coaching
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