CONSULTING SERVICES

JOB EVALUATION, BENCHMARKING
& SALARY STRUCTURE CREATION.

A Job Evaluation is a systematic process used by organizations to assess and compare the relative value of various jobs within the company. This involves analyzing and evaluating the key components and characteristics of each job, such as its responsibilities, skills required, complexity, and contribution to the organization's goals and using this information to assign a relative ‘value’ to the job.

The goal of a Job Evaluation is to ensure internal equity within an organization. Common methods used for job evaluation include the Point Factor Method, Ranking Method, and Job Classification/Grading System.

While a Job Evaluation looks at internal equity, a salary review or benchmarking exercise seeks salary data from the local market with a view to comparing the organizations’ salary against peers and competitors in the marketplace.

This process forms part of the organization’s broader compensation philosophy. The data (internal job evaluation data and external salary benchmarking data) is used to create the salary structure, complete with banding and steps to allow for each job title to be properly slotted.

All of this must be considered within the context of the compensation philosophy. Being fair, equitable and competitive amongst peers mitigates the risk of talent turnover, economic disparity, innovation stagnation, workforce segregation and decreased employee engagement.

CHRO READINESS
& EXECUTIVE TRAINING PLANS.

Organizations use Executive Training Plans for various reasons, but primarily to enhance leadership skills, advance careers, and achieve personal and professional growth for talent within the organization.

Executive training plans include an initial skills gap analysis and the creation of an objective, quantifiable plan to bridge that gap. This includes creating strategic plans for HR departments and then working alongside the HR Department/Executive to implement planned changes.

Executive training plans and CHRO Readiness provides support by enhancing HR technical skills, providing mentoring, coaching and enhancing executive confidence.

In summary, executive training plans are valuable tools for executives and senior leaders who aim to excel in their roles, contribute to their organizations' success, and continue their professional development. These plans can be customized to address specific needs, goals, and challenges faced by individuals in leadership positions.

HR AUDITS & EFFICIENCY REVIEWS.

An HR Audit is an objective examination of the organisation’s HR policies, practices, and procedures.

The goal is to look for gaps and discrepancies and identify ways to improve the processes and output of the department while mitigating risk. HR Audits are a vital means of avoiding legal and regulatory liability that may arise from an organization's HR policies and practices.

In addition to identifying areas of legal risk, HR audits are designed to provide a company with information about the competitiveness of its HR strategies by looking at the best practices of other employers in its industry.

HR Audits offer assurance that an organization is compliant with the labour, immigration, pension and health insurance regulations and includes an in-depth review of policies, contracts, employee manuals and HR Processes.

HR Audits also assess the efficiency and effectiveness of HR processes and practices, identifying areas where procedures can be streamlined or improved. The result is cost savings, increased productivity, and better allocation of resources.

An HR Audit can also assess the organization’s ability to attract, develop and retain talent – this includes reviewing recruitment and onboarding processes, training and development programs, performance management systems and succession planning processes.

Aligning HR practices with the organization's strategic goals is essential. An HR audit can evaluate whether HR initiatives support the broader strategic objectives of the organization and suggest adjustments if needed.

SURVEYS, STATISTICS & HR ANALYTICS.

While every HR Person wants to be ‘strategic’ – we must not underestimate the value of data and relevant HR Metrics.

Human Resources (HR) metrics, also known as HR analytics or HR key performance indicators (KPIs), are measures and data points used to assess various aspects of an organization's workforce and HR processes.

The value of HR metrics lies in their ability to provide data-driven insights and help HR professionals, managers, and executives make informed decisions to optimize the organization's human capital management.

Typical surveys and data gathering processes include employee engagement, employee satisfaction, turnover metrics and topic talent turnover (TTT), internal equity regression analysis, DEI Statistics, Variance from market in comp, and salary statistics.

PERFORMANCE MANAGEMENT SYSTEM DESIGN & IMPLEMENTATION.

People want coaches and allies, not taskmasters. They want regular, development-focused feedback instead of reductive yearly reviews that yield little more than a scorecard.

Ideally, a Performance Management (PM) system is consistent, accurate, purposeful, structured and cyclical in nature. PM Systems are used by organizations to monitor, measure, assess, and improve the performance of their employees, teams, and the overall organization.

The primary goal of a performance management system is to align individual and team efforts with the organization's strategic objectives, maximize productivity, and develop employees to their fullest potential.

Performance Management systems can be competency based or goal based, but should always align to the strategic objectives of the organization. The most effective performance management processes clearly link pay and performance in a transparent, simple and meaningful manner.

Effective performance management systems help organizations achieve higher productivity, increase employee engagement, identify high-potential talent, and align individual and team performance with the company's strategic vision. When implemented well, performance management can foster a culture of continuous learning and improvement within the organisation.

WORKFORCE MEDIATION.

Conflict in the workplace is normal – actually, it’s healthy.

If the energy produced by conflict is properly harnessed and managed, it can be a catalyst for positive change and an accelerant to powerful performance. Quite simply, people are inherently different, and conflict happens when those differences come to light.

Workforce mediation is a process used to resolve conflicts and disputes within an organization involving employees or between employees and their employers. Mediation is a voluntary and confidential method of dispute resolution that involves a neutral third party, known as a mediator, who helps the parties involved in the conflict to communicate, understand each other's perspectives, and work toward a mutually acceptable solution. Workforce mediation can be an effective tool for managing and resolving workplace conflicts, improving workplace relationships, and preventing legal disputes. It is often used as part of an organization's broader conflict resolution and employee relations strategies.

ORGANIZATIONAL STRUCTURE REVIEW & REDESIGN.

Conducting an organizational review is an essential process for assessing and evaluating the overall effectiveness, efficiency, and performance of an organization.

This process involves a systematic and thorough examination of various aspects of the organization, such as its structure, processes, systems, culture, and strategies.

The primary reasons for conducting an organizational review include: