Today, the way you attract, develop, motivate and retain people increasingly determines whether your business succeeds or fails.

4. Today, the way you attract, develop, motivate and
retain people increasingly determines whether your
business succeeds or fails.
New forms of work organisation based on skilled,
flexible and committed people are required to help
organisations achieve enhanced performance.
Organisations which pay attention to their people are
the most likely to achieve lasting success.
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5. Business
Impact
People
Strategy
Business
Strategy
Business
Need

6. The Questions for your business
Can we make change stick?
How can we create a change-ready organisation?
How do we embed ‘change capability’ in our
organisation?
How will we get our people to accept and embrace
change?
How can we ensure that the change is sustainable?
Are we enabling organisational
alignment?
Is our organisation – people, processes and technology
– appropriately aligned to the business strategy?
Does our organisation promote accountability?
Do we have too many or too few organisational levels?
Are decision rights commensurate with responsibility?
Have we struck the right balance between the need for
empowerment and the imperative to manage risk?
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Are we maximising the impact of
talent?
How do we attract and retain the right talent?
Is our talent pipeline adequate?
Do we have a rewards strategy that strikes the right
balance between rewards and performance?
Can we envision and create the leadership for the
future?
What defining characteristics must our leaders possess
to be successful in a complex, inter-related world?
How can we measure the adequacy of our leadership
development processes and ensure they are world
class?
Can we create people
sustainable business
operations?
How can we ensure that the right HR service delivery
model is in place to service internal customers at
optimum cost?
How do we leverage knowledge and technology to
improve service levels and optimise function costs?
Can we measure the effectiveness and efficiency of our
HR Function?
How can our people operations demonstrate value?
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7. The Answers for your business
We help clients to achieve the business objectives of
Making change stick by
Assessing change readiness and developing a suitable
change management strategy
Identifying barriers and pre-requisites to change and
ensuring that they are fully addressed
Focusing on benefits by addressing challenges
associated with employee resistance to organisational
change
Integrating carefully planned communication and skill
building
Measuring and tracking progress
Institutionalising change through metrics and rewards
Enabling organisational
alignment through
Strategic organisation design and architecture
Redefining roles and accountabilities
Putting in place enabling mechanisms to ensure your
structure works;
- Management processes
- Performance measures
- Rewards and incentives
- Leadership behaviors
Assessing person-position fit
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Maximising impact of talent by
Outlining a selection and sourcing strategy
Developing an employer branding and communication
strategy
Developing a compensation and reward strategy
Designing and implementing short term/ long-term
incentive plans (such as Employee Stock Option Plan)
Designing and implementing a performance
management system
Conducting leadership assessments and development
Ensuring learning and development yield the right
results
Conducting employee diagnostics
Creating sustainable people
operations by
Aligning the vision of HR to your business strategy
Evaluating the current service delivery model (structure,
HR systems, processes, HR staff capabilities)
Conducting HR audits and diagnostics to measure the
efficiency and effectiveness of HR service delivery
Transforming HR into a true business partner
Creating the business case for and helping implement
HR shared services, self service and outsourcing
HR benchmarking / process metrics to measure HR
performance
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8. HR Service Delivery
Strategy Design, Development &
Implementation
Shared Services
Outsourcing Advisory
HR Structure
Role, Mission and Vision for HR
HR Structure (Corporate, Business
Partner, Centre of Excellence)
HR Operations and Processes
HR Process Re-engineering
Benchmarking
Cost Optimisation
HR Capabilities
HR Competencies & Development
HR Technology
Response Effectiveness
User Ratings
Voice of Managers
HRIS and HR Systems
Implementation
HR Diagnostics
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Reward Design
Executive Pay
Incentive Plan Design
Sales Force Compensation
Benefits
Healthcare and Retirement
Benefits Review
Actuarial Valuations
Vendor Selection
Plan Administration
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Organisation Design
Strategic Organisation Design
Review of Corporate Role,
Structure and Performance
Measurement
Manpower Planning
Role Clarification
Job Evaluation
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9. Talent Management Strategy &
Employer Branding
Sourcing & Selection
Strategies & Processes
Effectiveness Enhancement
Programme Management
Performance Measurement &
Management
Balanced Scorecard Design and
Implementation
Performance Management Process
Design & Implementation
Learning and Development
Strategy and Needs Assessment
ROI Analysis
Program Evaluation
Career and Succession
Management
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Change Advisory
Change Readiness Assessment
Change Strategy Design and
Implementation
Change Measurement
Making Change Stick
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Mergers & Acquisitions
Pre-deal HR Due Diligence
Post deal Integration of HR
Policies, Programs & Processes
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