Strategic HRM addresses broad organizational issues relating to organizational effectiveness and performance, changes in structure and culture, matching resources to future requirements, the development of distinctive capabilities, knowledge management and the management of change. It is concerned with both meeting human capital requirements and the development of process capabilities, that is, the ability to get things done effectively.
Strategic HRM is an approach to making decisions on the intentions and plans of the organization concerning the employment relationship and its recruitment, training, development, performance management, reward and employee relations strategies, policies and practices. It develops declarations of intent which define means to achieve ends, and it is concerned with the long term allocation of significant company resources, and with matching those resources and capabilities to the external environment.
The HR strategies developed by a strategic HRM approach are essential components of the organization’s business strategy.
Strategic HR management involves more than just the administration of human resource programs or activities. However, you still need to do these activities. Experience has shown us that, if we define measurable objectives and set realistic schedule together, we can improve relationship between strategic management and human resource management in your organisation. Effective people management is all about application of strategic management to people management. You may prefer to call them employees or human capital. It does not really matter.
The HR auditing process is or should be an independent, objective, and systematic evaluation. We help organizations get the answers to these fundamental questions.
1. How effective is your organization at maximizing the contribution of your human capital?
2. Why is one or more of your organization’s strategic initiatives languishing?
3. What steps can you take today, using existing internal resources, to improve your organizations performance and ROI?
For the smaller business with limited in-house HR expertise we’re there to identify gaps and recommend ways to fill them, including delivering the gap filler.
RECRUITMENT
Let us take the pressure of filling a position away from you. Let us add value to your business.
We believe that a recruitment consultancy is only as good as the consultants who work on an assignment, and we believe that a client must always receive the best possible service we can provide. It is therefore we, the principals, who are the consultants, and it is we who manage each assignment from start to finish. You can be confident that we will remain personally committed and actively involved throughout the life of each assignment – and beyond.
Our aim is to establish long-term relationships with the people and the organisations who we work with. This informs our whole approach to recruitment. We devote as much time as possible to understanding our clients: their objectives, priorities, philosophy, culture, personalities and ‘chemistry’. This means we are able to establish which candidates are most likely to fit best within the organisations we work for; it also means that we are in a position to anticipate our clients’ future needs and not simply meet them as and when they arise. Our recruitment approach customizes our streamlined methodology and industry-specific expertise to deliver top candidates to your organization at the pace your business demands.
Our recruitment consultants bring to each assignment extensive experience, professional expertise, a personal commitment to the sector and a record of continuing success.
PERFORMANCE MANAGEMENT
From measurement to ownership.
We can work with you to help overcome the common inherent design flaws that dog most performance management solutions and performance appraisal processes. We encourage you to ‘think differently’ about how to design performance management systems that will be actively embraced by both managers and staff, which stimulate employee engagement, motivation and accountability, and ensure that individual potential is fully utilised, leading to tangible, positive performance management solutions.
Contact us to find out how we could help you transform your approach and deliver positive performance management solutions.
TALENT DEVELOPMENT
“You can’t do today’s job with yesterday’s methods and be in business tomorrow”, George W Bush
Top talent is today’s competitive differentiator that makes the difference between an organisation that is thriving and one that is stagnant or declining.
However, the impact of the roles performed by that talent is not identical across an organisation. Some roles have a greater impact than others. Companies in all industries have a set of critical roles: jobs that must be performed— and performed well—for the companies to succeed. These positions are not confined to leaders and executives. Critical positions may lie at the core of conducting everyday business or be central to long-term new product strategy. Executives and HR management have always been focused on basic talent management—acquiring, hiring and retaining talented employees. But, to drive optimal levels of success, business leaders need engaged, high-performing employees.
The key to inciting a workforce to greatness is to align your talent management with company strategy, define consistent leadership criteria across all functional areas, and identify specific competencies (analytical, technical, education, experience) to cultivate for continuing growth.
Our experts can be your partner in crating yours Talent development process to ensure your organisation the availability of top talent by building critical-talent pipelines, and to ensure a flow of the right talent for these roles over time.
LEADERSHIP BRAND
“Your brand is what people say about you when you’re not in the room”, Jeff Bezos, CEO Amazon
The leadership brand sets a company apart from the competition by developing a cadre of exceptional managers with distinct talents geared toward fulfilling customer and investor expectations. Firms with branded leadership are in a win-win situation. They win with customers because customers have confidence that the leaders will respond to their needs in a consistent and appropriate way. Firms with branded leadership win with employees because when a consistent leadership brand exists, employees know what to expect and the engagement-draining dissonance is eliminated.
You and your company have a personal leadership brand. But do you have the right one?
Our approach to leadership is strategic. We work with you to interpret your strategic priorities as an organisation and define the shift in leadership capability needed to underpin success.
COMPENSATION AND BENEFITS
Putting compensation into perspective
Most employees don’t just work for the love of their job. Most people also want a decent salary and other incentives that will reward them for their hard work. Your compensation plan entails a variety of aspects including pay scales, reward programs, benefits packages and company perks. A successful strategic compensation plan allows your business to compete in the market for the best employees in your industry, reinforce excellent and sustained employee performance, and It create flexibility in adjusting the business costs in response to the rapid changing economy.
These strategic compensation plan need to be created, managed and distributed efficiently. This is where our HR professionals that specialise in compensation and benefits you should involve.
CAREER DEVELOPMENT
Increase the strength of your workforce
To compete and win in today’s economy and be ready to outsprint the competition when the green shoots of recovery emerge, the full potential ofyour employees must be realised. Employees need to willingly develop their careers in such a way that they pursue the capability development that their employer needs to thrive and deliver increased value.
Management by Objectives may fail because not enough attention has been given to the potential conflict between individual needs and organizational demands. To reduce this gap, integration between organizational and individual objectives is suggested by making career planning an essential aspect of the MBO process. A career development is a structured approach to developing capabilities, tools and resources in an organisation, which will enable people to navigate this career ‘journey’ successfully. It is through these individual journeys that an organisation builds its capability and its ability to change, so an organisation’s approach to career is critical to its success.
Our approach to career strategy is based on a career partnership approach, recognising that both the individual and the organisation are seeking benefit from the partnership.
SUCCESSION PLANING
“Great vision without great people is irrelevant”, Jim Collins
Make sure that your employees are effectively recruited and developed to fill each key role within the company. Our consultants work with your senior managers to identify ‘at risk’ positions and implement well defined succession planning, candidate selection, mentoring skill development, progress evaluation and transition processes. Succession planning and performance management go hand-in-hand to give you experienced and capable employees that are on hand ready and waiting to fill new roles when needed.
Replacing a key figure in your organisation will never be completely seamless – but with an effective succession plan in place you have a higher chance of getting it right.
Based on this thorough assessment of your organisation, its leaders, and potential leaders, we help you develop a 3- to 5-year plan for succession, progression, and development.
