Human Resource Management

Organizations today are facing many pressures that are forcing them to adapt and change not only their businesses, but the people that support their changing needs. Strong human resource management is essential if you and your organization plan on being successful and adaptable. Today, HR goes beyond being a voice for employees; today’s HR should add value at the strategic level, having an understanding of the business issues and needs, creating an organizational culture that allows flexibility, and being a leader in business transformations.

How We Can Help

If your organization is looking to strengthen its Human Resources (HR) management, we can help. Our senior HR advisors will help you diagnose where your HR processes can improve and outline realistic goals and roadmaps to achieve success. We have conducted significant research and work in the area of Human Resource management and how it fits into organizations as a whole, along with the role it plays in business transformation. HR is a key element in any of our business transformation initiatives, aligning with our belief that there are two main enablers of business: people and technology. The management of people, unlike technology or tools, relies very heavily on “art” skills and knowledge. Our understanding and focus on these skills will help you achieve the best results each and every time.

Specifically, our advisors can help you with objectives such as:

  • Attracting, developing and retaining a skilled workforce
  • Making the best use of valuable and critical people resources
  • Achieving and sustaining exceptional levels of performance
  • Understanding what is necessary to successfully maintain your people resources
  • Aligning your human resource strategy with your business strategy – enabling you to achieve the results you are looking for

Key Considerations

Questions to Ask

  • What’s the role of our Human Resources function and department in achieving alignment between our business strategy and human resources strategy?
  • How do our HR activities support and reinforce our business strategy?
  • What is our HR function responsible for? Are there some activities we can outsource or delegate to the line management?
  • Does our HR function have the necessary strategy and policies in place to achieve the business culture the organization wants?
  • How is our HR contributing to our “organizational” capability”?
  • What benchmarks and comparative analysis do we use to ensure we are keeping up with best practices?

Thoughts to Consider

  • The HR role should focus on three major areas: people management processes, organizational processes, and business transformation. It does so by playing a governance role, an administrative role and a consultative role for the organization in the HR domain.
  • HR must consider how it can contribute value in areas that are not HR-related but are “business alignment” issues within the organization or company
  • As a strategic business partner, HR is involved in the development of the strategy and is able to anticipate human resource related problems before the need arises.
  • The three key issues which pose the greatest challenges in HR are organizational effectiveness, leadership development, and change management

With a strong HR function that is aligned and involved with your business strategy, your organization will become more efficient and be more prepared for competitive pressures. Some additional benefits include:

  • Having the right people in your organization to produce the right results, at the right cost – Maintaining a stronger organization capable of bringing your company prolonged success
  • Improving internal processes for increased productivity and less redundancy
  • Gaining employee commitment through clearly and well communicated and practiced defined goals, values and vision
  • Significantly improving your bottom-line results

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