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

mailto:[email protected]

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

2 | P a g e


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

3 | P a g e


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

4 | P a g e


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.

5 | P a g e


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.

6 | P a g e


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.

7 | P a g e


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

8 | P a g e


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

9 | P a g e


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.

10 | P a g e


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

11 | P a g e


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.

12 | P a g e


==================================================================================

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.

13 | P a g e


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.

14 | P a g e


==================================================================================

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.

15 | P a g e


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

16 | P a g e


Management and Leadership Development

Conflict Management

Executive Coaching

17 | P a g e