Our Services
We are a consulting company focused on all aspects of Human Resources management.
Through an audit (mainly via interviews of key players) we understand the historical background, the culture, the goals, the challenges and the organization of the company, and therefore identify main issues.
This will allow us to come up with recommendations, from which the client decides, with or without our help, to launch some initiatives and implement new processes or procedures.
We can help you in different fields of human resources management in order to boost both individual and company performance
We propose our know-how in following areas:
The Strategic Dimension in HR
Any efficient HR Strategy has to be embedded in the Business strategy.
It’s worthwhile to have a look at
- the Vision (the envisioned long term future)
- the Mission (reason of being of the company),
- the Values (the guiding principles) and
- the Business Strategy (competitive advantage) in order to be able to define an accurate and motivating HR Strategy.
- The HR Strategy will become the foundation on which all HR policies will be developed
Planning & Structuring
Not only the company, but also every employee needs a good understanding of his/her mission. This is a basic condition of his/her commitment.
Job design (job analysis, job description and/or job profile) can be an efficient tool to launch or redesign an activity. It can also help instil more flexibility and/or more motivation within the organization.
Once the content of the job is defined, it’s easier to move to a reflection on the structure and the design of the organization, in line with the business strategy.
Employer Branding and Employee Engagement
Before hiring talented employees, it is important to attract them. Company branding is not only necessary to attract and retain customers, it is also indispensable to attract talent.
Once recruited, the best acquired talent have, from at least a cost point of view, to stay in the company. A sound on-boarding policy is a mandatory starting point, bearing in mind that expectations vary according to seniority and the generation they belong.
Some targeted policies could be therefore developed to retain talent and boost their commitment.
HR Development
Career Management: “Everyone is the steward of her/his career”. However, knowing that career development is a key-driver for most of the employees and that management openings should be anticipated, an adequate high potential and succession policy should be developed
Talent Management: a training policy intimately linked with the HR strategy, should help every employee use her/his strengths (competency management) and create sustainable change in her/his behaviour.
Performance Management
Implementing an accurate performance management (setting objectives, evaluating results, appraisal process...) is an essential HR policy.
From an employer perspective:
- Individual differences in performance do make a difference to company performance
- Appraisal provides a rationale basis for building a bonus and/or a merit system
- It is a tool for human capital decision making
From the employee’s perspective
- Recognition is needed and desired
- Improvement in performance requires assessment
- Fairness requires that differences in performance levels be measured and have an effect on outcomes (rewards)
Not only employee’s performance, but also company performance can be measured from an HR perspective. Specific HR metrics can be developed in that context.
Managing Employee Separation
For a long time a “taboo” in the HR discipline, it’s, in today’s uncertain economic context, an important aspect of HR management. Respect is key-driver. Facing individual dismissals or collective lay-outs, a company should plan accurately those actions in order to ensure the employability of the employees made redundant, to reduce the negative impact on its image and to re-boost the morale of those who stay.
Conversely, a too high turnover could jeopardize the stability of the organization. Accurate and flexible retention policies help each organization to keep its talents.
Managing Compensation & Benefits
When designing or re-designing a Compensation & Benefits plan, two points of view have to be considered:
- What are the business objectives of the company? How will the C&B plan be the reflection of company’s strategy?
- How to attract and retain talented employees?
In that context question such as:
- Should the compensation be job or skills related?
- Should it be based on performance or seniority?
- Should the benefits be long or short term oriented?
- What will be the part of variable pay?
- Are team related bonuses relevant?
- Should specific services be offered...?
Moreover an efficient performance management approach has to be coupled with an accurate job evaluation (what is the importance, the weight of each job?) and a motivating salary evolution system.
Employee Relations and Communication
We never had so many communication means as today. However everyone is complaining about the lack of communication. An accurate bi-directional communication approach is a key-motivator:
- How to organize it?
- What are the best media?
- By e-mail or on paper? Face-to-faces?
- What should be the content of the information?
- How to obtain relevant bottom-up information?
- What about opinion surveys?
- What about internal social networks?
- Are the assistance and recognition programs still useful...?
