HUMAN RESOURCE SYSTEMS

Services in Human Resource Systems are divided into seven (7) HR Systems and their sub-systems. These form the internal people-based systems that reflect the 4 Levers of Organisation Development .

  • HR Management Strategy: We will help facilitate your organization’s Human Resource Management team to develop a strategy that includes goals for all HR Systems and alignment processes of the systems with Organization Development objectives in the context of the larger corporate system.
  • Department Goals: Together we work with each department or business unit of the organization to create a purpose, mission, strategy, and goals in order to meet the larger organisational business goals. Each department or business unit will be assessed in terms of each HR Systems’ strategies.
  • Business Processes: An assessment of the organization’s internal business processes with the involvement of a change team, including communication and workflow audits, is offered here to bring in increased efficiency, transparency, and speed into the work environment.
  • Policies and Procedures: A joint review of the organization’s current Human Resources policies and procedures would be facilitated and recommendations for changes will be in the form of confidential employee feedback about how policies affect their job performance and well-being.
  • Organization Structure: The current layout, hierarchy, and structure of the organization will be examined with you in order to determine whether this is the best way for the business to flourish in terms of external sustainability, competitiveness, and internal efficiency.
  • Job Analyses: A Job Analysis is a process of collecting relevant job-related information for the purpose of identifying key performance factors, employee competencies needed for the job, and predictors of who would be successful on the job. Every HR System is based on Job Analyses in some form.
  • Job Design: This subsystem looks at how jobs are designed, what kind of variety it brings for the employee and how it enables learning and growth. Job Design also looks at the ergonomic work settings required and how this can be improved to keep the employee motivated and engaged.
  • Job Descriptions: Documenting the job specifications, job responsibilities, key result areas, and reporting structure of a job position constitutes its Job Description. You will receive a customizable format for recording job descriptions which can be used for employee orientation and documenting changes.
  • Performance Measurement: Using the Job Analysis as the foundation we would come up with how key performance factors can be measured, assessed, and evaluated against a set of performance criteria for each job position. This is the first milestone for creating a Performance Management System.
  • Performance Appraisal: A performance appraisal process will be designed by facilitating key supervisory personnel to accurately assess the performance of individual employees against key performance factors. The process would include reviews with the intention of employee development.
  • Competency Modeling: With an internal team, we would facilitate the creation of a customized competency model for the organization to form a competency-based performance management system. Mapping key competencies can be done across the organization, department, sections, and individuals.
  • Knowledge Management: We offer a service to create a knowledge bank of how high performers work, based on documenting critical incidents that have resulted in mistakes in the past, in order to ensure proper risk management and business continuity.
  • Development Needs Analyses: Supported by the Skill Development subsystem, a specific process is carried out to identify the development needs of individual employees who need additional tools to sustain their high performance on the job. This forms the basis for developing the organization’s development platform.
  • Development Design: Internal development programs can be designed according to the workforce's developmental needs which include content, delivery methodology, learning theories, and application on the job. We focus on interactivity, participation, and experiential learning without trainers or speakers.
  • Coaching/Mentoring: One-on-one mentoring and team/group coaching programs can be designed at the organization for the purpose of individualized attention and developing specialized skills and knowledge that are company-specific to its culture, products, and services.
  • Development Evaluation: No development program is complete without an evaluation of how successful it has been in improving job performance. A Development Evaluation procedure would be created that assesses how effective development initiatives have been in terms of KPIs and ROI.
  • Fixed/Variable Pay: As part of developing a unique compensation and rewards system, we would examine the organization’s current pay strategy to determine whether it meets market trends, supports employee retention, and whether performance behaviours get positively reinforced.
  • Reward Schemes: A Reward Scheme program for distinguished employees who consistently exceed performance expectations, with the goal of retaining the best talent in the organization would be designed using the facilitative process. Rewards will be unique, innovative, and motivating.
  • Pay Grades: Assessment of the current pay grade structure of the organization, including its ranges and broad bands, to determine whether it is best fit for both the organization and the employee. We would help the management examine whether growth from one grade to another is efficient and rewarding.
  • Perks/Benefits: Besides monetary compensation, the Perquisites and Benefits system would be reviewed and altered to enable cost-effectiveness and employee motivation goals. New and innovative benefits can be created, designed, and appropriated that are unique to your organization’s culture.
  • Succession Planning: We would help the HR team develop a Succession Plan for the organization to ensure that talent is recognized and prepared to take over key job positions as they become available when senior employees get ready for retirement or if unforeseen circumstances come along.
  • Recruitment and Selection: Based on the Job Analyses of positions, we design a recruitment and selection process that involves narrowing down on the right candidates through validated selection tools and methodologies created specifically for the organization.
  • Retention Strategy: As part of maintaining a positive company culture we would devise an employee retention strategy that would be linked to the organization’s internal culture and value-system by designing organization-wide traditions and large-scale events that enhance spirit and bonding.
  • Talent Management: Our role for this service would be facilitating your people to recognize talent, genius, special skill, or unique abilities and put it wherever it is needed in the organization even if this means shifting away from prevalent job duties, utilizing collective talent organization-wide.
  • Motivation: We would help your HR team design and implement an employee motivation strategy based on a model of employee behavior and organisational culture. We would find out what motivates employees in context and what they seek to avoid so that we can reinforce those motivators.
  • Career Satisfaction: This entails uncovering employee satisfaction levels regarding their job, work environment, career growth opportunities, and the managerial style of superiors using a confidential feedback process to collect data that would be the basis of a system-wide Change Plan.
  • Stress Management: We would surface the sources of stress for employees in the organization and focus on reducing stressors that negatively impact job performance. A stress management program would include Employee Assistance Programs and strategies to combat personal and workload stress.
  • Work Flexibility: We would help introduce and integrate policies related to work-life balance, flextime, and options for working remotely offsite in order to accommodate the needs of talented professionals who might be restricted by personal circumstances while still ensuring consistent job results.