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Today, the way you attract, develop, motivate and retain people increasingly determines whether your business succeeds or fails.
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Today, the way you attract, develop, motivate and retain people increasingly determines whether your business succeeds or fails.
New forms of work organisation based on skilled, flexible and committed people are required to help organisations achieve enhanced performance.
Organisations which pay attention to their people are the most likely to achieve lasting success.
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Business Impact
People Strategy
Business Strategy
Business Need
The Questions for your business
Can we make change stick?How can we create a change-ready organisation?
How do we embed ‘change capability’ in our organisation?
How will we get our people to accept and embrace change?
How can we ensure that the change is sustainable?
Are we enabling organisational alignment?
Is our organisation – people, processes and technology – appropriately aligned to the business strategy?
Does our organisation promote accountability?
Do we have too many or too few organisational levels?
Are decision rights commensurate with responsibility?
Have we struck the right balance between the need for empowerment and the imperative to manage risk?
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Are we maximising the impact of talent?
How do we attract and retain the right talent?
Is our talent pipeline adequate?
Do we have a rewards strategy that strikes the right balance between rewards and performance?
Can we envision and create the leadership for the future?
What defining characteristics must our leaders possess to be successful in a complex, inter-related world?
How can we measure the adequacy of our leadership development processes and ensure they are world class?
Can we create people sustainable business operations?
How can we ensure that the right HR service delivery model is in place to service internal customers at optimum cost?
How do we leverage knowledge and technology to improve service levels and optimise function costs?
Can we measure the effectiveness and efficiency of our HR Function?
How can our people operations demonstrate value?
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The Answers for your businessWe help clients to achieve the business objectives of
Making change stick byAssessing change readiness and developing a suitable change management strategy
Identifying barriers and pre-requisites to change and ensuring that they are fully addressed
Focusing on benefits by addressing challenges associated with employee resistance to organisational change
Integrating carefully planned communication and skill building
Measuring and tracking progress
Institutionalising change through metrics and rewards
Enabling organisational alignment through
Strategic organisation design and architecture
Redefining roles and accountabilities
Putting in place enabling mechanisms to ensure your structure works;
- Management processes
- Performance measures
- Rewards and incentives
- Leadership behaviors
Assessing person-position fit
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Maximising impact of talent byOutlining a selection and sourcing strategy
Developing an employer branding and communication strategy
Developing a compensation and reward strategy
Designing and implementing short term/ long-term incentive plans (such as Employee Stock Option Plan)
Designing and implementing a performance management system
Conducting leadership assessments and development
Ensuring learning and development yield the right results
Conducting employee diagnostics
Creating sustainable people operations by
Aligning the vision of HR to your business strategy
Evaluating the current service delivery model (structure, HR systems, processes, HR staff capabilities)
Conducting HR audits and diagnostics to measure the efficiency and effectiveness of HR service delivery
Transforming HR into a true business partner
Creating the business case for and helping implement HR shared services, self service and outsourcing
HR benchmarking / process metrics to measure HR performance
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HR Service Delivery Strategy Design, Development & ImplementationShared ServicesOutsourcing Advisory
HR Structure Role, Mission and Vision for HRHR Structure (Corporate, Business Partner, Centre of Excellence)
HR Operations and ProcessesHR Process Re-engineeringBenchmarkingCost Optimisation
HR CapabilitiesHR Competencies & Development
HR TechnologyResponse EffectivenessUser RatingsVoice of ManagersHRIS and HR Systems Implementation
HR Diagnostics
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Reward Design Executive PayIncentive Plan Design Sales Force Compensation
BenefitsHealthcare and Retirement Benefits Review Actuarial ValuationsVendor SelectionPlan Administration
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Organisation DesignStrategic Organisation DesignReview of Corporate Role, Structure and Performance MeasurementManpower PlanningRole ClarificationJob Evaluation
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Talent Management Strategy & Employer Branding
Sourcing & SelectionStrategies & ProcessesEffectiveness EnhancementProgramme Management
Performance Measurement & Management
Balanced Scorecard Design and ImplementationPerformance Management Process Design & Implementation
Learning and DevelopmentStrategy and Needs Assessment ROI AnalysisProgram Evaluation
Career and Succession Management
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Change AdvisoryChange Readiness AssessmentChange Strategy Design and ImplementationChange MeasurementMaking Change Stick
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Mergers & AcquisitionsPre-deal HR Due DiligencePost deal Integration of HR Policies, Programs & Processes
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