Our customized
HR solutions
focus on
5 main areas
Retention & Engagement
Engaged employees are happier and more productive employees that provide a better service. Engagement reduces turnover and training expenses. It offers a path to faster productivity that enables increased promotion rates and faster growth. Investing in strategies that increase engagement result in retention of your best talent.
COMPONENTS:
- Turnover analysis
- Job satisfaction data review
- Expectation management
- Bottom-up leadership evaluation
- Employment recognition programs
- Internal promotion strategy
Performance
There is a difference between having a performance review process and a performance strategy. An effective and aligned performance strategy involves a consistent and open exchange of information with the employee about the role, expectations, areas for improvement and recognition of success. This foundationally impacts succession, engagement and performance.
COMPONENTS:
- Job architecture and design (role / competency / behaviors)
- Job definitions and expectations review
- Performance review process review
- Rewards and recognition strategy
- Integrated performance strategy (performance / development / reward)
talent
There is nothing more important than your people. Being able to create a strategic vision of engaging talent that goes far beyond basic hiring and training connects the employee to the role, the team, the leader and the company.
COMPONENTS:
- Hiring and talent acquisition strategy and processes
- Onboarding and induction process
- Development strategy and effectiveness
- Leadership development
succession and readiness approach
Culture
Culture can be the most impactful influencer on success while at the same time the most difficult thing to control. Our cultural strategy starts with understanding your existing culture, defining your preferred culture and involving all areas of your organization in the journey to achieve a winning culture.
COMPONENTS:
- Cultural assessment approach
- Cultural alignment comparison
- Affinity groups or employee culture programs
- Employer value proposition development
- Employee engagement strategy
Overall hr Function
Aligning the HR function operationally and strategically with the company dramatically increases performance of the organization. With the additional of data analytics and strong stakeholder management, the potential of the function extends beyond processes and procedures to bring value to all areas of the company.
COMPONENTS:
- Functional strategy
- Positioning and placement of HR within the organization
- Operational efficiency
- Structural effectiveness
- HR team talent review