HR Consulting Services

How we can help

Strategic planning is the process of identifying an organization's long-term goals and defining the best ways to achieve them.

HR professionals can have a key role, developing its capabilities and gaining a seat on the table trough really adding value and impacting the organizations.

We help organizations to formulate the HR strategy that will leverage business and people goals. Main products include:

• Business strategy understanding
• SWOAT analysis and people challenges definition
• Define HR projects and services portfolio
• Review the HR operating model
• Prioritize investments and define ROI
• If the case, define processes, technology and/or organizational structure
• Leadership alignment, training and communication plans

The benefits

The benefits you could expect from HR Strategic Planning:

• Full alignment of HR initiatives and services with business goals.
• Critical success factors identification to secure the strategy implementation.
• Financial analysis for your strategy implementation.
• Improve communications and relations between labor and management.
• Engaged HR team since it will be build with the team, not on the team, providing a sense of ownership.
• Team and process ready to monitor market, technology, business and people relevant changes, so the initiatives can be updated accordingly.

The challenge

Business now operates within a market characterized by an ever-increasing level of complexity and profound technological change. A new type of organizational agility is required to quickly adapt and respond.

As organizations seek out agility and fundamentally rethink how they operate, the static frameworks of HR ‘best practice’ and one-size-fits-all are rapidly becoming out of date. Most of our HR processes and systems still reflect a traditional, command-and-control pyramid structure, and need to evolve to meet the needs of organizational agility.

Just like the business, it’s time for HR to embrace a more progressive and Agile way of working so we can begin to co-create the solutions to the complex workplace problems we face.

How we can help

Agile is a way of thinking that seeks alternatives to traditional project management by focusing on products, outcomes and value. Reduces Risk by using Incremental, iterative work cadences, known as “Sprints”.

• An incremental approach with iterative phases.
• Customer collaboration
• Flexibility
• Working solutions / minimum viable products (MVPs)
• Maximum business value in minimum time

We help organizations to understand and implement Agile mindset and practices trough an incremental approach starting on pilot, refine, adopt, and finally scale in the HR function.

The main workstreams involve Operating model, Organizational design, Processes and practices, and Training.

The benefits

The main workstreams involve Operating model, Organizational design, Processes and practices, and Training.

• 70% increased ability to manage priorities for change
• 65% better business and HR alignment
• 60% faster time to market
• 59% improved team morale
• 58% increased productivity

The challenge

The need for HR transformation has evolved in recent years from a focus on productivity and efficiency to an emphasis on impact and strategic business partnering.

According to recent Global survey by Deloitte, 28% of executives believe HR is highly efficient and 85% of organizations feel the need to transform HR to meet new business requirements.

How we can help

HR Transformation is an integrated, aligned, innovative, and business-focused approach to redefining how HR work is done within an organization so that it helps the organization deliver on promises made to customers, investors, and other stakeholders, Dave Ulrich, HR Transformation, Building HR from the Outside In.

It is essential to spend more time and resources on strategic activities than on time-consuming, low value added activities. It is a question of balance in the HR activities, to serve the strategic agenda of the organization AND provide efficient operations.

The benefits

According to Deloitte, the difference between a below average HR performance versus a high-impact HR performance has a relevant correlation with business performance. Organizations where leaders recognize to have a high-impact HR performance, also are the ones that:

• Adapt to market faster – 2.5x higher
• Create new products/services more quickly – 2.4x higher
• Operate efficiently/keeps costs lower – 2x higher
• And more…

The challenge

The pandemic accelerated an already rapid technological change worldwide. According to McKinsey, 75% of people using digital channels for the first time indicate that they will continue to use them when things return to “normal”.

Most of the companies were not ready for the technological challenge. According to Gartner, 80% of organisations didn’t have the technology needed for HR to do their jobs effectively during the start of the COVID-19 pandemic, even though the majority of organisations had digital workplace programs in place.

The impact for the organizations has been strong, and now are taking actions on it. In the survey launched by Sunday Times, it was found that 79% of businesses increased their digital transformation budget this year.

How we can help

HR digital transformation is the process of changing operational HR processes to become automated and data-driven.

The goal of digital transformation in HR may be multifold:

• To automate processes and reduce the time spent on repetitive tasks.
• To maximize the employee experience.
• To use the freed-up time to strategize and ultimately benefit the business bottom line.

We help organizations to define and implement the HR Digital Strategy that will optimize their HR operations while creating an engaging employee experience. Main products include:

• Digital HR Strategy
• HR service delivery model optimization
• Employee experience design
• People analytics

The benefits

Depending on the business and HR challenges and the defined digital strategy, the benefits of the Digital HR transformations can be:

The challenge

The term ‘SME’ is broad, including a wide range of organisations from a one-man band to a company of 250 staff which may look similar to a large organisation in terms of structure and process. And so the people management approaches adopted across this diversity of organisations will look very different.

Research by the Chartered Institute of Personnel and Development (CIPD) reveals that just 29% of micro companies (under 10 employees), only 47% of small businesses (10-50 staff) have even just one person in an HR role.

According to 360HR, 70% of SMEs handle HR tasks as side job, eventually consuming 25 to 35% of admin’s time.

Counterintuitively, HR can have a greater impact on small and mid-sized businesses than it does on large ones, as costly HR mistakes often have a comparatively bigger impact on smaller companies. Whether your business has a robust HR department or someone managing HR off the side of their desk, make sure to give HR the time and resources it deserves. The success of your company may very well ride on it.

How we can help

If you are a business owner or you have been entitled with the people management function, you may considerer options like:

• Do it yourself
• Contract outsourced HR services provider
• Contract through an employer organization
• Utilize HR consultants

The benefits

With our support gain the vision of the most relevant people topics to handle and the optimized way to face them according to the company size, business context, and budget challenges.

Additionally, it is important to develop/continue developing the Talent solutions with the highest impact on your business like Workforce Planning, Performance Management, and Leadership development, between others.

How we can help

We help organizations to design and implement Talent solutions that leverage business strategy and create the best employee experience for each company.

Our talent solutions portfolio includes:

• Organizational Design
• Workforce Planning
• Talent Acquisition
• Talent Management
• Talent Development
• Succession Planning
• Performance Management
• Leadership Development

Each solution considers the organizational structure, the processes, and the technology that make the best fit for your organization.

The benefits

Our approach involves the use of an Agile for HR framework, where you can expect the following benefits:

• To deliver incremental solutions with the highest value and the minimum cost.
• To develop solutions that best fit for your individual organization and market context.
• To generate strong self motivated teams.
• To design solutions for the best employee experience involving multifunctional teams that will operate and use the processes and tools.