HR Strategy

In the contemporary times of continuous change, it is necessary more than ever, to redefine the human capital strategy, in order to achieve business goals. There is a strong need for development and innovation, a need for alignment of business results and people's needs.

The importance of the strategic management and development of the human talent is more than a common topic.

Change is happening - the question is if it's happening by chance or by a strategic choice. In order to be a strategic choice, each modern company, dedicated to success, needs a specific plan.

This strategic choice is not always connected with business size, current organizational structure, products or know-how.

sHRategy is an innovative, clear and specific system for human development and management, that ensures business goals and maximizes the value for shareholders. It is based on the Lean model. The core idea is to maximize customer value while minimizing waste. Simply, lean means creating more value for customers with fewer resources. A lean organization understands customer value and focuses its key processes to continuously increase it, based on change, vision and business goals. The ultimate goal is to focus on the bottom-line results and remove all the non-value added work activities

We apply sHRategy to improve the efficiency of HR processes and minimize cost and waste. We help you build a culture in which everyone is constantly focused on the elimination of waste in their environment; delivering products or services through streamlined processes that minimize non-value added activities and effectively leverage people’s abilities.

But what does waste look like in HR? Redundancies, extra processing steps, multiple approval levels, and misaligned human talent and skills constitute waste. Let’s take the recruiting and staffing function as an example. What is your cycle time between posting a job, recruiting, selecting, and finally having an employee on board and adding value to the organization? This process typically contains unnecessary complexities, redundancies, and extra steps that are not value-added. For example, what documentation is required to complete a job requisition? How many approvals are needed before the job is posted? Are managers selecting candidates for interviewing via e-mail? Are new hire materials collected manually or electronically? Typically, these areas are prime spots to identify waste activities in your HR process.

sHRategy, through a standardized 7-steps procedure, leads the cultural change in the development and the effective management of the human capital and transforms the company into a lean effective organization.

Methodology

Step 1: In close cooperation with all management levels within the company, we deeply understand your needs and the organization scheme, in order to correspond to your business strategy and meet your corporate goals

Step 2: We define the competency model, based on the corporate strategy, culture and needs.

Step 3: We redefine roles and responsibilities, levels, grades and career paths. We reinforce clarity and accountability, through specific roles and not just through simple and simplified job descriptions. We define skills and kpi's for each role, based on the corporate strategy, business plan and competency model.

Step 4: We launch the Performance Management System, based on your needs and culture, aligned with your business goals.

Step 5: We plan for the future - we set the basis to identify and develop high flyers.

Step 6: We design and revise the compensation and benefits plan, linked to the employees' performance, in order to keep them motivated.

Step 7: We train all levels employees, in order to manage effectively sHRategy, and we follow up within an agreed period.

Integrated Solution or Stand Alone Service

Based on your needs, we offer you the option to choose one standalone service from our tool box, from the integrated solution of the sHRategy, customized just for your corporation:

Organizational alignment: Together we conduct a comprehensive review of the key drivers for aligned roles and leadership actions. These include a strategy for converting plans to action, organizing for success, processes to clear the pathway, people who ignite talent, culture to build engagement, and critical technology elements. What you get is a clear set of recommendations for charting a path forward in ensuring that structure follows strategy as you work to optimize organization performance.

HR Process Optimization: A major challenge for all organizations is to improve efficiency and to ensure continuous improvement. For the HR department this is a double challenge as the HR department itself should meet the requirements of the organizations it serves in an efficient way, and the HR department should be an active partner in promoting and training improvement actions in relation to the main tasks of the organization

Performance Management: Performance management is critical to the success of every growing business and this why it is important to align your performance management system with your business and operational goals. Moving Beyond Competency-Based Reviews Performance management is an iterative process of establishing goals, measuring results, and providing feedback to employees that is designed to help your business achieve its goals by executing the strategic and operational plans of the organization. This is relevant in all sizes of companies and organizations, and is perhaps even more important in small and medium businesses.