It has almost become a cliché to say that ‘people are our most important asset’, or that 'employees are our most important resource', but like most clichés it is also generally true. In a world of increasingly unpredictable markets, dramatically changing technology and ever faster communications, business performance is more and more determined by how flexibly and effectively human resources are enabled and developed.

The effective management of human resources - through organisational structures, management style, recruitment, training, reward, and all the other elements of personnel activity - is influenced strongly by how well the needs, motives and desires of the individuals who work in an organisation, are understood. This understanding is most effectively gained through a systematic, formal, and confidential process – organisational research.

As human resource management becomes ever more critical, you will need to know precisely why employees are not performing as effectively as they might. If reward strategies become increasingly individualised and performance-based, you will need to know exactly what is likely to motivate your workforce. As change becomes an increasingly common fact of life, you will need to know how that change can most swiftly and painlessly be accomplished. Employee consultation is increasingly becoming a key component of organisational excellence.

It is no coincidence, that the major models of business quality or excellence – such as the European Foundation for Quality Management and Investors in People – both require a formal process of employee consultation.

"Profit is generated through the hearts and minds of all employees - through their competence, capacity and commitment. Competitive advantage will go to the companies that understand this" Robert Rosen - The Healthy Company

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