At Legacy we believe in helping organizations to improve their performance. Organizations may draw upon the services of our management consultants for a number of reasons, including gaining external (and presumably objective) advice and access to the consultants’ specialized expertise.

Over the years we have offered our clients customized services specifically designed for their setting. Some of these areas include but not limited to organizational change management assistance, development of coaching skills, strategy development and management, or operational improvement services, HR advisory, Team Building, Monitoring and Evaluation, customer care/service, Entrepreneurship skills, Quality Assurance, research & analysis and Leadership to Administrative and Executive secretarial trainings among others.

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Do you have an optimization plan to guide your department as it evolves from where it is today to where you want to be? Well Human Resources (HR) Transformation focuses on creating the optimal HR function by aligning each HR service with strategic business needs to help you define desired organizational results, ascertaining objectively your department’s current state, and building a measurable process to close the gap

Our HR Optimization experts will help create leadership functions by aligning HR and business strategy and ensure that the appropriate structure, capabilities and systems in place, is able to deliver exceptional performance to your business. We will help you in the following areas;

  • Optimization HR processes
  • Design of the HR organization
  • HR Strategy
  • HR Service delivery model
  • HR Benchmarking
  • Insourcing,  outsourcing, HR shared service center
  • Defining operational KPI cards for the HR function
  • Business analysis of HR data and operational data correlation
  • Strategic Workforce Planning

Participants will be able to:

  1. Apply the methodology to their own situation and leave the workshop with an initial HR optimization plan.
  2. Identify obstacles to organizational optimization, determine deliverables, and generate solutions.
  3. Improve their HR systems and processes on an ongoing basis.
  4. Develop an approach/language for becoming CREDIBLE performance employee across the broader organization.

Strategic management provides overall direction to an enterprise and involves specifying the organization’s objectives, developing policies and plans to achieve those objectives, and then allocating resources to implement the plans.

Strategic planning is a tool for organizing the present on the basis of the projections of the desired future. That is a road map to lead an organization from where it is now to where it would like to be in a given period of time.

Creating a strategic plan allows management to set goals and strategic objectives so that the organization can hone its mission statement effectively. This will be comprehensive taking into account both long range and strategic elements. Whereas there may be several ways, developing one entirely depends on the nature of the organization leadership, culture of the organisation, complexity of the organization’s environment, size, expertise of planners, etc.  Similarly, the specific process, planning period, and specific stakeholder participation can all vary.

Now that you have a fair view of what strategic planning is and its importance, let’s walk through our strategic planning process in four steps:

  1. Part one: How did we get to where we are now?
  2. Part two: Where do we want to go? What is our vision of success?
  3. Part three: What is going to get in our way? What do we need to be aware of?
  4. Part four: What do we need to do to get there?

In our two day sample strategic planning agenda, we break down the entire strategic planning process outlined above. There are also many different strategic planning tools and frameworks that you can incorporate in your planning process, and throughout the creation of your business strategy.

To have us develop your organisation strategic plan, request for a proposal here;

We have observed a number of challenges that organisations face when it comes to project management;

  • Ineffective project planning and preparation
  • Faulty appraisal and selection processes
  • Defective project design
  • Problems in start-up and activation
  • Inadequate project execution, operation, and supervision
  • Inadequate or ineffective external coordination of project activities
  • Deficiencies in diffusion and evaluation of project results and follow-up action

If your organization is among those facing these formidable problems then it is time to join hands and cooperate in bringing about major policy and procedural changes. Because knowledge of major problems in project implementation already exists within aid organizations and planning ministries, but the difficulties of finding means to increase organizational learning and utilizing lessons from past experience preclude its effective use, and that is why at Legacy we make this whole huddle easier by absorbing and boning the entire process only to deliver you the desired results.

Organization design and development have been confused with HR development whose focus majorly is promoting employee growth to achieve the goals of an organization.  At Legacy ODD involves intervening in organisation’s processes, structure, and culture, with a strong emphasis on organisational behaviour, human resource development and organisational change. Organisational design can be viewed as an organisational development intervention and the two work hand-in-hand. While here our focus is on;

  • Organisational review (Assessment and Discovery)
  • Process optimization
  • Organizational structure changes aimed at improving the operational model
  • Performance management systems design
  • Identification of gaps and barriers for company growth
  • Defining the drivers for employee engagement and productivity increase

In order to benefit from our expertise and designing those purposes, get a quote.

At Legacy we undertake research works such as; social-economic surveys, market investigations, academic research, customer satisfaction survey, among others. In addition, we offer you a thorough analysis and interpretation of data; our analysis follows three phases of analysis;

  • Cleaning and organizing the data for analysis (Data Preparation)
  • Describing the data (Descriptive Statistics)
  • Testing Hypotheses and Models (Inferential Statistics)

Customer service comes into force before, during and after a purchase. The perception of success of such interactions is dependent on employees “who can adjust themselves to the personality of the guest”.

Therefore with customer care, comes customer support; Customer support has continuously become a growing trend in doing business today due to its cheap and fast, reliable, accessible nature and considered one of the most significant results-oriented strategy for customer satisfaction, research and customer retention

Purchases are largely discretionary, and options are vast. Consumers have room to be choosy, and providers must adapt to meet with their changing demands and sensibilities. Today, maintaining customer loyalty requires excellence across multiple channels and points of delivery. This is where Legacy professionals can help. With experience across a range of sectors–including hotels and resorts, restaurants and foodservice, aviation and transportation. We offer trainings and any other customer care related service.

The most common change drivers include process reviews, crisis, and consumer habit changes; pressure from new business entrants, acquisitions, mergers, and organizational restructuring. It includes methods that redirect or redefine the use of resources, business process, budget allocations, or other modes of operation that significantly change a company or organization.

With the business environment experiencing so much change, organizations must then learn to become comfortable with change as well. Therefore, the ability to manage and adapt to organizational change is an essential ability required in the workplace today. Legacy helps you employ a structured approach to ensure that changes are implemented smoothly and successfully to achieve lasting benefit for the organisations.

Therefore at Legacy, we help you Identify change impact on the company and its market share, we do analysis and effective management of stakeholders, assess opportunities and risks associated with change implementation, change implementation and outcomes evaluation, and facilitate full cooperation in the implementation of operational, culture and system changes.

Talent management refers to the anticipation of required human capital for an organization and the planning to meet those needs. For proper talent management, the organization has to be thoroughly committed to recruit, hire, retain, manage, and develop the most talented and superior employees available in the job market.

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Talent management cannot be left solely to the human resources department to attract and retain employees, but rather be practiced in all levels of an organization. That is why at Legacy we specialize in aligning you with the best talent in the market that has good skills, knowledge, cognitive abilities, and the potential to do well.

Legacy Logistics Associates

Our talent management model follows through a systematic engagement experience and not a just process. The experience is right from talent acquisition, right through to workforce planning.

Team building is one of the surest routes organizations utilize to ensure that they tap maximum staff productivity and efficiency, yet keeping the team motivated. Organizations that have mastered this practice have made it a corporate philosophy to have routine staff team building sessions as a means of not only driving results but also as a means of retaining talented staff through motivation and creating a good work environment.

A skilled and happy mind is open to change, motivated to work, embraces diversity, works well in a team; works efficiently without supervision and is able to become creative and innovative on the job.

At Legacy we believe that team building is one of the foundations of organizational development that can be applied to groups such as sports teams, school classes, employees among other groups.

The formal definition of team-building includes:

  • aligning around goals
  • building effective working relationships
  • reducing team members’ role ambiguity
  • finding solutions to team problems

A common strategy to achieve the above, is to have a “team-building retreat” or “corporate love-in,” where team members try to address underlying concerns and build trust by engaging in activities. These retreats are intended to achieve among others the following specific objectives;

  • Stimulate fun among participants
  • Improving performance
  • Strengthen team spirit and collaboration
  • Improve team Trust
  • Improve Team Morale
  • Improve communication flow among staff
  • Learn how to manage conflicts at work or in teams
  • Learn how to manage stress
  • Learn how to deal with change at work or in teams

We shall make sure you get a team building event that fits your organizational culture, industry, and most of all people. Our approach is an integrated theme based, learning with entertainment, physical activities, and entertainment with learning throughout the presentation.

We offer both indoor and outdoor fun engaging activities.