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Human Capital Consulting

Organizational Planning and Development

Organizational Planning and Development

Organizational Structuring

An organizational structure provides the foundation on which the activities such as task allocation and decision-making processes shape the way the organization operates in line with its business objectives. Simply put, the structure organizes the tasks and authorities allocated to every person within the organization to implement its plan, ensuring everyone has the resources needed to perform their assigned activities.

With structures varying based on the size of the organization, its business model, objectives, and the work environment sought after, organizational structuring aims for efficiency and flexibility, and engages in innovative solutions to achieve sustainable competitive advantage. Most importantly, organization structuring helps you ensure that no two resources are duplicating tasks and that every activity is covered in an optimal method.

Learn more about how organizational structuring can help you increase your efficiency today.

Aligning HR to Your Business Strategy

Managing human resources is much more than recruiting, payrolls, and compensations. It is about enhancing employee satisfaction and performance by aligning HR goals to the overall business strategy. We are developing quantitative and qualitative approaches to efficiently and effectively attract, engage and retain human capital. We are planning the workforce by aligning individuals and teams to the strategic business objectives, and by increasing their participation across the organizations. We are identifying gaps between present capabilities and needs, developing employees and attracting new resources in a communicative environment that invests in better people planning.

Our consultants are a call away to offer you advice on how you can start aligning HR to your business strategy

Job Analysis and Profiling

Contrary to popular believes, job analysis and profiling is not just about roles and responsibilities assigned to specific job positions. Businesses often forget that employees bring much more to their jobs than experience and knowledge. They bring attitude and behavior that affect the work interactions and cultural, and therefore affect the business performance.

Job analysis and profiling therefore aims to enable organizations to plan their workforce, manage performance, select and recruit, train and development, plan for succession, invest in employee relations and manage risk. The exercise collects information about the characteristics of a job to better select candidates that can fill in the responsibilities, including skills, work activities, interactions with colleagues, financial requirements, working conditions and other tools and equipment that would be necessary to fulfill the job.

Has your organization performed a job analysis and profiling yet?

Behavioral and Technical Competencies

Changing strategies, business models and increasing market competition require you to look closely at your competencies.

So do you have the team to align your organization’s changing goals with your talent?

The right employee competencies can inspire change, set leadership expectations and help develop and identify key talent. They are also crucial to executing your strategy and ensuring your business continues to strive.

Effective behavioral and technical competencies provide the elements that will enable you to identity the core, leadership, and functional skills of each employee, the desired behaviors, knowledge and skills for the business, and therefore employ these competencies where they should be to drive progress and performance.

Find out how you can start mapping your competencies architecture.