The key to strategic planning is to understand how an organization's culture and management style will ultimately impact its business life cycle and daily operations.
We help to develop strategic business objectives that will guide an organization in addressing critical issues. Additionally, objectives are compiled to specifically outline the responsibilities, time frames, action plans and desired outcomes. Objectives are designed to drive actions and intended to represent the general end toward which a clearly focused, organizational effort is directed.
The HR strategy helps to address all people-related business issues faced by your organization is the most important step in HR set-up. The HR strategy determines how your people are selected, developed and treated and provides direction to the HR function based on where the organization is going.
We work with your management team to develop HR strategies that are linked to your organizational culture, values, business objectives and strategies, aligning your HR function with the organization's business strategy.
Manpower Plan
Planning is nothing but using the available assets for the effective implementation of the production plans. After the preparing the plans, people are grouped together to achieve organizational objectives.
Planning is concerned with coordinating, motivating and controlling of the various activities within the organization. Time required for acquiring the material, capital and machinery should be taken into account. Manager has to reasonably predict future events and plan out the production. The basic purpose of the management is to increase the production, so that the profit margin can be increased. Manager has to guess the future business and to take timely and correct decisions in respect of company objectives, policies and cost performances. The plans need to be supported by all the members of the organization. Planning is making a decision in advance what is to be done. It is the willpower of course of action to achieve the desired results. It is a kind of future picture where events are sketched. It can be defined as a mental process requiring the use of intellectual faculty, imagination, foresight and sound judgment.
It involves problem solving and decision making. Management has to prepare for short term strategy and measure the achievements, while the long term plans are prepared to develop the better and new products, services, expansion to keep the interest of the owners.
Organizational Structure Design
Organization design begins with the creation of a strategy - a set of decision guidelines by which members will choose appropriate actions. The strategy is derived from clear, concise statements of purpose, vision and from the organization’s basic philosophy. Strategy unifies the intent of the organization and focuses members toward actions designed to accomplish desired outcomes. The strategy encourages actions that support the purpose and discourages those that do not.
Creating a strategy is planning, not organizing. To organize we must connect people with each other in meaningful and purposeful ways. Further, we must connect people with the information and technology necessary for them to be successful. Organization structure defines the formal relationships among people and specifies both their roles and their responsibilities. Administrative systems govern the organization through guidelines, procedures and policies. Information and technology define the process(es) through which members achieve outcomes. Each element must support each of the others and together they must support the organization’s purpose.
If organizations are to meet business challenges, the HR foundation needs to be strong, well planned and in line with the organisation’s strategic plans. Well-documented and clearly communicated HRM process help your organisation to maintain a productive working environment, internal equity, a high standard of conduct, sound business ethics and standardised procedures.
Job Analysis and Design
Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. The analysis is used to inform the development of job descriptions and specifications in such a way that organizational goals and objectives are effectively achieved.
We work with your line managers to clearly map out workflow processes that maximize efficiency and effectiveness, collect information about existing positions, identify how employees utilize their time, and design or re-design roles to ensure that your organisation’s work-units achieve their goals.
Competency Framework Design
A competency framework is a clear matrix of behaviours required for success at all levels within the organisation. Competencies are defined in the same way across the whole organisation with staff assessed against defined and agreed standards.
We assist you to design a transparent competency framework that reflects your organisation’s culture and expectations of employees.
We also work with you to communicate and implement the framework, whilst coaching managers to understand and utilize the framework.
A framework that communicates required behaviours for success within your organization.
