People for PerformanceTour Ariane5 Place de la Pyramide92088 Paris La Defense Cedex

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Strictly private and confidential

Client’s Logo

PROPOSALProject Name:

Date:

PROPOSALProject Name:

Date:

CONTENTCONTENT

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INTRODUCTIONINTRODUCTION

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Following the recent meeting between, Client Name and Title, we are delighted to submit this proposal with the objective of developing a mutually successful and long-term partnership between Company Name and People for Performance.

This document is based on the information gathered during our first visit and provides a framework of how we would jointly create a tailored partnership. Please note that it is important to validate our working assumptions through a series of interviews before initiating the project.

Throughout the document we aim to be as clear as possible in defining the different stages and processes involved.

In addition to defining these stages and processes it is also very important that we outline the project timing. For every project we carry out we select the best option, competencies and expertise to successfully deliver the objectives.

To ensure that we are consistent in our approach throughout the project, we welcome any feedback or queries regarding any matters involved.

OUR UNDERSTANDING

OUR UNDERSTANDING

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External: global industry context

Internal: what is currently happening with the organisation

The challenge

Our working assumptions (to be further validated at a later stage)

your needs as we understand:

Key Success Criteria

Key Objectives

OUR UNDERSTANDING

(continued)

OUR UNDERSTANDING

(continued)

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Business Agenda HR Agenda

• Re-define OR offering, pricing, sourcing and new products

• Divest non-core businesses

• Transition European RT/SP to 3rd party platform

• Restructure European SG&A

Business Agenda

• Re-design the organisation (sales, marketing, sourcing) for more effective and efficient resources allocation

• Facilitate the transfer of HR duties and liabilities related to the divestiture of those businesses

• Manage the headcount reduction (identify the key people in the organisation)

• Up-scaling the skills for higher performance and productivity

HR Agenda

METHODOLOGYMETHODOLOGY

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METHODOLOGYMETHODOLOGY

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Obtaining the Assignment

Defining and planning the work activities

Executing the work Measuring performance

Qualifying the opportunity

Qualifying the opportunity

Qualifying the opportunity

Qualifying the opportunity

Qualify client expectations

Qualify client expectations

Qualify client expectations

Qualifying the opportunity

Qualifying the opportunity

Qualify client expectations

Qualify client expectations

Qualify client expectations

Qualify client expectations

Qualify client expectations

Qualify client expectations

Qualify client expectations

Qualify client expectations

Qualifying the opportunity

Qualify client expectations

Qualify client expectations

Qualify client expectations

METHODOLOGYMETHODOLOGY

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HR must partner wih managers in the management and development of the human capitol of the organisation

HR is HR’s job and not part of the line management role ‘They can do the people bit’

HR has to take its place at the table, engage in vigorous debate, challenge as well as support

HR is staffed with nice but ineffective people ‘HR has no business strength’

HR professionals must create the environment and practices that make employees stretch to achieve objectives and change programmes

HR is not strategic ‘They are the business administrators’

Compliance is a line management role – HR helps commitment grow within the organisation to deliver business benefits

HR police the organisation ‘They have an HR Bible designed to stop us from doing things’

HR must add value and be acclaimed for enabling the business to grow

HR focuses on cost control ‘HR is only seen when jobs are about to go’

The impact of HR on business results can and must be measured – and translated into financial performance

HR deals with the soft issues and is therefore not accountable ‘Touchy feely stuff’’

HR activities are based on theory and research put into practice to help deliver the bottom line requirements

HR can be done by anyone ’It can hardly be called a profession’

HR professionals must create the environment where people are equipped to deliver real business results

Individuals go into HR because it is the people function ‘They like working with people’

Change challengesOld focus

METHODOLOGYMETHODOLOGY

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TIMINGTIMING

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WK 1 WK 2 WK Aug Sept July

Task team

meetings

Materials

preparation

Dec

Delivery

Jan - June

Measurement

Communications

Logistics

Workshops x 12

Workshop

evaluation

Focus

group

Plan

Implementation

Logistics plan

Implementation

Scoping and

feasibility

Pilot

Ongoing validation and research

High level

designDetailed

design

Feedback

on pilotFinal design

and roll-out

plan

TIMINGTIMING

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ESTIMATED PROJECT

INVESTMENT

ESTIMATED PROJECT

INVESTMENT

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This project is planned according to your needs and will be carried out in order to assess xxxxxxxxxxxxxxxx. Our fees for this project, with the above in mind, will be a fixed fee of €xxxx: Half of the fee to be paid when the proposal is signed off, and Half of the fee to be paid when the report is presented to Client’s Name. Expenses will be invoiced separately, it is anticipated that expenses for this assignment (travel costs, etc.) should not exceed 10% of the project fees. Should this figure be in danger of being breached, prior approval will be sought for all additional expenditure.

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We look forward to working togetherWe look forward to working together