Organisational Structures - Design & Implementation
An organizational structure defines how activities such as task allocation, coordination and supervision are directed toward the achievement of organizational aims.
Designing an organization structure brings with it critical thinking to ensure the right degree of alignment with strategy, staying true to organization design principles and managing the varying opinions of different business leaders within the organization. It is crucial that the organizational focus stay true to the strategy and the organization design principles derived from the strategy.
- Communicate the project objectives clearly
- Involve senior leadership since beginning
- Stay true to the business strategy and the business requirements, not individual priorities
HR Strategy & Roadmap
Understand the Strategic Objectives of the Enterprise and translate them into key HR initiatives.
We simplify the integration of the various HR solutions used by the company and allows synchronization of employee-centric data. Hence, the solution allows the company to use heterogeneous set of HR and Not-HR modules while having reliable and coherent data.
- Review current processes
- Refine the HR Initiatives based on the information gathered
- Define the overall Road Map
HR Policies & Procedures / Employee Handbook
An employee handbook is an important communication tool between employer and employer.
The Employee Handbook serves to acquaint employees with the policies, procedures, philosophy and benefits of the employment. An effective employee handbook establishes a clearly defined working relationship and helps protect you from litigation. The handbooks are intended to provide user-friendly, up-to-date and accurate information about the rules and guidelines that apply to employment.
- Personnel policies of the relevant rules and guidelines
- Employee Handbook on topics such as working hours, holidays, leave of absence etc.
- All employees are responsible for accessing the Handbook and complying with the contents therein
Job Descriptions, Job Evaluation and Grading
It is very important to have written job descriptions that accurately reflect the employees’ current job duties and responsibilities.
Job analysis is the process of gathering, examining and interpreting data about the job’s tasks and responsibilities. It generally includes tracking an employee’s duties and the duration of each task, observing the employee performing his or her job, interviewing the employee, managers and others who interact with the employee, and comparing the job to other jobs in the same department and job grade or job family.
- Job analysis is evaluation of the job, not the person doing the job
- Evaluation process focuses on valuing the content of each position
- Salary ranges intentionally overlap from one grade to another
Compensation and Benefits - Survey & Framework
Compensation can be defined as all of the rewards earned by employees in return for their labour.
A good compensation strategy includes a balance between internal equity and external competitiveness. Compensation and benefits affect the productivity and happiness of employees, as well as the ability of your organization to effectively realize its objectives. It is to ensure that employees are creatively compensated and knowledgeable of their benefits.
- Compensation depends on person’s perception of his responsibilities, rewards and work conditions
- Differences in salary may be based on education, experience, years of service, or responsibility level
- Compensation philosophy is developed to guide the design and complexity of compensation programs
A competency model contains the core competencies necessary for success in a job or group of jobs.
A well-constructed model includes behavioral definitions for each competency and is validated by employees in and around jobs. An effective model also reflects the business and its culture and advances an organization’s strategic imperatives. Competency models can be used as a resource for developing curriculum and selecting training materials, identifying licensure and certification requirements, writing job descriptions, recruiting and hiring workers, and evaluating employee performance
- A model that captures the requirements necessary for high performance
- Competency model serve as a foundation for all HR platforms (recruiting, selection, training and development, performance management, succession planning)
- The model will clearly define what it takes to achieve desired results
Performance Management Frameworks
Performance Management is a holistic process that ensures employees’ performance contributes to business objectives.
PMF brings together many of elements of good people management practice, including learning and development, measurement of performance, and organisational development. It is a process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance.
- Strategy - Select, organize, and align your goals and objectives
- Metrics - Determine the percent achieved towards an objective
- Actions - Define the initiatives and projects designed to fulfill goals and objectives
Assessments - Psychometric, Leadership & Technical
Psychometric tests include personality profiles, reasoning tests, motivation questionnaires, and ability assessments.
Whether you're hiring people, helping team members understand themselves and their relationships with others, or trying to figure out what you want to do with your life, it's useful to assess these types of "hidden," less obvious attributes. These tests try to provide objective data for otherwise subjective measurements.
- Psychometrics is the study of educational and psychological measurements
- Psychometric tests can measure interests, personality, and aptitude
- Psychometric tests helps to make personnel and career-related assessments more objective
Change Management - Due Diligence & Restructuring
Change management is a systematic approach to deal with change both from the perspective of an organization and the individual.
Successful adaptation to change is as crucial within an organization. Adaptation might involve establishing a structured methodology for responding to change requests in the business environment or establishing coping mechanisms for responding to changes in the workplace (such as new policies, or technologies).
- Change directly affects the project scope
- Project are sometimes delayed because of change management
- All changes in a project will start with one of these four change control systems
HR Analytics & HR Metrics - Intelligence for decision making
HR Metrics and Analytics are no longer 'nice to haves' but are now 'must haves.'
Human Resource metrics are measurements used to determine the value and effectiveness of HR initiatives, typically including such areas as turnover, training, return on human capital, costs of labor, and expenses per employee. It is often required of human resource departments to show the organizational value of money and time spent on human resources management training and activities.
- Acquiring, developing, and retaining talent is complex
- Data is only valuable when it tells a story
- Let’s build your business data driven decisions
People perform to their best when they feel good about their work, and have the tools they need to get the job done.
Employee surveys increase satisfaction, engagement, productivity, and retention. Traditional employee engagement survey questions are designed to assess employees’ happiness and contentment with their role and the firm. These surveys results in bonding an understanding and connection to company goals.
- Pure research results in clean information and a clear path of best practice
- Maintaining highly engaged employees at all levels
- The insights gained from surveying ensure ability to attract and retain the talent
HR Technology - Process Automation Advice & Support
HR Technology solutions improves the overall efficiency of the HR processes and support the overall strategic objectives of HR and the organization.
Technology has changed the way HR does their job. HR should be responsible for setting the HR technology strategy in partnership with IT, and both should work together to make sure that HR is approaching business problems with the right solutions. HR has the employee perspective and an intimate understanding of the practices that support an effective workforce.
- Lead the creation, implementation, and maintenance of the HR technology strategy
- Understand technology and be able to liaise with IT on a regular basis
- Align your technology strategy with the key HR and Business Goals
Succession planning and talent management
Succession planning is one part of ensuring that an organisation can meet its future needs for people.
Succession plans play a critical role in mitigating risk to ensure the continued success of an organization. Given the important role succession planning plays in determining who will be next to lead one might think it would be a priority for every organization. The time for developing the next generation of specialists, managers, directors, and senior leaders is now, but making talent management a priority for your organization can be challenging, particularly in the case of succession planning.
- Ready to Lead: Succession & Talent Management Advice
- Identifying those with the potential to assume greater responsibility
- Engaging the leadership in supporting the development of high-potential leaders
Gap Analysis and transition plan
The gap analysis provides insight into the needs for improvement toward safe transitions of HR Activities.
The gap analysis provides information that allows HR Planners to compare what exist today with what will be needed in future years. Outcomes from the gap analysis play significantly into future workforce stabilisation strategies for growing businesses. The organisation must consider strategies for retraining, hiring, etc in order to enhance business productivity.
- Helps plan future workforce demand
- Gaps eliminate imbalances in the organisation
- Helps sustain productive capabilities