- People Strategy
- Employee Experience/Engagement
- HR Processes & Practices
- HR Effectiveness
- HR Organization
What kind of organization, culture, leaders, people, capabilities and processes do we need to achieve our ambitions, how can we fully utilize technology and how do we best unlock the potential of the entire staff?
These are all questions that need to be addressed and answered in a company’s People Strategy. In a company’s People Strategy, the link needs to be defined and detailed between the purpose, vision and ambition of the organization and its (future) workforce. The people Strategy is a crucial part of the Business Strategy and is focusing on its most important assets: its people! Without a relevant and working People Strategy, a Business Strategy is doomed to fail. We can assist an organization in defining its People Strategy in a structured way and addressing all relevant elements. The People Strategy will identify the key priorities to focus on and its translation into initiatives, actions and SMART goals.
EMPLOYEE EXPERIENCE & EMPLOYEE ENGAGEMENT
How can we best optimize employee experience and maximize employee engagement?
Creating a positive employee experience is the key to building greater levels of engagement, enthusiasm, involvement, and employer brand commitment within your organization. But the employee experience isn’t about any one thing. Rather, it’s the culmination of countless work-related experiences gleaned over time. Employee experience is basically made up of three core elements: an overall set of employee perceptions across time and touch points, a collection of environmental factors: cultural, physical, and technological, and broadening of traditional HR functions that recognize the correlation between employee engagement and customer experience. By focusing on these three elements, organizations can take significant steps toward actively designing and shaping compelling experiences for their employees.
HR POLICIES, PROCESSES & PRACTICES
Does our HR organization deliver the value we expect themto deliver? How do we know we have the right and effective HR policies, processes and practices?
In an HR Effectiveness Review we assess in a qualitative, quantitative and structured way the effectiveness of the HR Function and to which extent it meets the expectations of the most important stakeholders. After the review you will understand the specific strengths and weaknesses of the HR Function, and you will know what needs to be addressed and improved to have the biggest positive impact on the organization. Together with the HR Team and key stakeholders we will then work with you to make a plan for improvement
What HR Function and HR Organization do we need to support our business objectives?