There is a strong need of instilling a mentality of having Human Resource Management and Development as one of the pillars on which a professional enterprise should be built, especially considering that the talent market is now a Global market, exposed to constant competition from international organisations for the same labour market pool. In recent years, clients’ needs have become more complex and specialised, widening the gap between organisational needs and workforce capabilities. Hence, apart from helping the hiring organisation identify and recruit strong performers, we also strive to support its development across the different organisational levels. To bridge the existing gaps in organisations, our specialised team works close with our clients, as business partners.

Organisations engage consultants to provide them with professional advice and ‘effective’ solutions. What differentiates us from other Consultancy firms is ‘simply’ the way we go about this process, in which we ensure that we live up to, and exceed clients’ expectations. Our adopted approach considers each situation as a unique one and spends enough time in identifying a wide range of different solutions that may be appropriate. We go a step further and ensure that systematic evidence about the effectiveness of these solutions is gathered to enable us to provide the client with the best and most effective of the identified solutions. Our ultimate evidence-based solutions are designed and shaped around our clients’ needs and business context in order to provide them with the best return on their HR spending.

Where do we come in:

• When clients want to work in partnership with their consultant to:
  • develop a new HR Unit;
  • drive the existing ‘HR’ unit from a solely administration function to people management;
  • be provided with fresh and objective ideas in cases where their HR department may be facing conflict of interest.
• When clients want strategic advice and long term planning;
• When clients are looking to implement evidence-based solutions to achieve best results;
• When clients want tailor-made solutions to their business needs which are effective;
• When clients want to develop their employees’ potential to succeed.

Individual / Team Level Services

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• Employee Performance Appraisals based on Planning and Managing employee’s performance;
• Employee Development Plans based on setting up schemes for employees to develop their careers, personal interests, and essentially encourage them to return to learning instilling a lifelong learning culture;
• Performance Management by introducing a setup geared around High Performance Work Systems and Reward / Recognition programmes;
• Training Needs Analysis (TNA) to identify required development programmes;
• Evaluation of training and development programmes, in order to identify their impact on performance;
• Graduate and staff training and development programmes;
• Team building activities designed around specific group requirements.

Departmental Level Services

• • Formulation of adequate HR policies focusing on conditions and benefits of employment (salaries, allowances, bonuses, leave); conduct and misconduct; promotion and more;
  • Introduction of appropriate company manuals for new recruits focusing on company vision and mission statement, policies and procedures, best practices, operating procedures, and codes of conduct;
  • Aligning and formalising contracts of employment to be used across the board. Other legal documents can also be tackled;
  • Formulation of the Recruitment Process;
  • Advice during departmental restructuring for higher effectiveness. Continuous professional guidance will be provided at all stages.

Organisational Level Services

• Interview/assessment of current employees to assess the culture, values, and frame of mind of the individuals forming part of the group;
• Benchmarking with the aim of identifying best practices to compare aspects of systems and processes with established best practice and be in a position to identify the tasks to be undertaken. Setting up of benchmarking indices such as customer satisfaction, quality of products and services;
• Corporate Vision, Mission, and Culture by establishing an inspirational and timeless vision statement alongside a mission statement which focuses on the present by identifying customers, defining critical processes and stating the desired level of performances.
• Knowledge Management by setting up a number of practices that identify, create, represent, distribute and enable adoption of knowledge that is tacit or explicit to employees, systems, or organisational processes. Succession planning will also be part of this process.
• Formalisation of job specifications, competencies and responsibilities. Tasks and duties are defined alongside technical and subject matter know-how expected to execute the job in question. Setting up a stratification system with the aim of streamlining qualifications, relevant skills and abilities, relevant previous experience, job specifications, wage structure, competencies and responsibilities across departments;
• Conducting company-wide well-being and job satisfaction surveys to identify areas for improvement which ultimately lead to better job-performance.