Organizational Consulting
&
Benchmarking Research
HR STRATEGY
STRATEGY
Set HR vision, mission and strategic objectives to develop HR scorecard with all initiatives and KPIs.
ORGANIZATIONAL DESIGN
Cascade the functional organization structure into a detailed positional structure. Define decision authority for fostered governance and faster decision making. Define required manpower planning.
METRICS & ANALYTICS
Develop customizable HR dashboard to provide insights that make the decision accurate.
Human Capital Development
COMPETENCIES
Facilitate experts panels with representatives from all the job family. Design the competency framework covering the behavioral and leadership competencies, with a definition of the different proficiency levels.
TALENT MANAGEMENT
Provide a predictive, objective and fair assessment process, which can be deployed locally and globally, supports the organization across the talent life-cycle including : 1)
organization change. 2)
recruitment. 3)
individual development. 4)
high potential. 5)
new team development.
LEARNING & DEVELOPMENT
Develop training and development plans to help individuals and the organization achieve its objectives more effectively.
TOTAL REWARDS
Evaluate jobs weight using Global Methodology including Job evaluation matrix. Conduct a comprehensive bench-marking exercise covering internal equity and external peer group. Develop reward philosophy and formulate a competitive reward structure aligned with organization’s philosophy and market positioning. Design an appropriate grade structure aligning to the strategy
CULTURE
EMPLOYEE ENGAGEMENT
Conduct an engagement survey to see how much employees are engaged and productive using Korn Ferry tools. Analyze the result and measuring the impact comprehensive report along with action plan and recommendations.
WORK ENVIRONMENT ACTIVITIES
Create a unique environment that attract and retains talents, and to give the employees the chance to be a part of the organization’s identity and values by conducting certain activities. Create a motivational atmosphere through living the organization’s vision, mission, and strategy.
INTERNAL COMMUNICATION & CULTURE
To meet the needs of modern employees and a changing business landscape.
Human Capital Management
WORKFORCE PLANNING
Define the required headcount taking into consideration the strategic objectives and critical positions, and the required skills and competencies. The plan will reflect a gradual shift in numbers and competences over a period of years . Define how Org can ensure it has the right types and numbers of people it needs to meet its future strategic challenge.
PERFORMANCE MANAGEMENT
Design the “Performance Management Model” in alignment to the business strategy and work culture Develop and design complete Performance Management blueprints (process, forms, manual, templates).
JOB DESCRIPTION
Define the unique jobs within the organization and analyze the main accountabilities in order to come up wit proper job descriptions and required skills and capabilities.
SUCCESSION PLANNING
Identify Critical positions among senior executives and determine the succession planning process that will enable successors to have smooth transitions and succeed in designated roles. Identify career path matrix that shows the most likely “feeder” and “destination” roles.
HR INFRASTRUCTURE
HR POLICY & PROCEDURE
Conduct need/gap analysis of existing practices and compare these to international and regional best practices . Develop fit-for-Purpose Policy, Procedures and Process mapping
ERP EXECUTION SUPPORT
Collaborate with our clients to put integrated programs in place to: Drive leading practices and operational excellence across talent, HR processes, procedure and policy by aligning those processes to the HR operating model and the underlying HR technology architecture while ensuring HRS implementation fit for purpose with the right optimization.
HR Function’s Compliance
Keep the legal and ethical integrity of a company intact through policy planning, communication, administration, and enforcement through all levels of the organization and , to advise, strategize, and implement policies and procedures to meet the Saudi labor law compliance requirements, and other government regulations
HR-as-a-service
Offer clients outsourcing services for monthly, quarterly or yearly contracts. Help you save money by increasing the efficiency of their workforce by managing a whole range of human resources functions that you might otherwise outsource to multiple providers – these functions include everything from payroll processing and benefit plan management and administration to recruiting, training and more in single transaction platform connected through cloud-based systems.