As a company grows and develops, it is critically important to align its overall strategy with its HR strategy. A clear, concise, and consistent HR strategy helps team members to:
- understand the organization’s key business objectives (KBOs);
- recognize the challenges facing the organization;
- clearly see and understand their KPIs, as well as their role and place in the process;
- convey the company’s vision and mission to each team member, encouraging meaningful actions; and
- improve team members’ productivity and efficiency.
What we offer
HR Process and Systems Diagnostics, and Defining the Next Steps
As we understand that every organization is unique, their processes and systems require thorough analysis. Accordingly, in the first stage, we examine the existing strategy, HR systems, policy documents, internal regulations, and organizational structure through desk research and working meetings. Based on this analysis, we prepare a comprehensive, data-driven report with recommendations and directions for necessary changes to be made.
This stage also includes a presentation of recommendations and the coordination of future plans with the company’s leadership. Through working meetings, we develop an action plan for HR policy and HR strategy, linked to the organization’s overall strategy. During these meetings, the organization's values are also defined and/or reviewed.
To ensure clarity and detail in the action plan, we set out success indicators (KPIs) and identify relevant stakeholders at each stage.
Aligning HR Policy Documents and Metrics with the Overall Strategy
A jointly agreed HR strategy is clearly reflected in the HR documents within the organization. In addition, in line with the organization's values, we suggest changes to aspects such as employee experience and the employee lifecycle, including recruitment processes, performance evaluation systems, development programs, motivation systems, and organizational activities.
To assess the effectiveness of the planned steps, it is essential to collect company data clearly reflecting the overall picture. At this stage, we help companies to set up an HR analytics system and select the metrics most suitable to the company’s interests.
Metrics may include:
* Employee turnover rate and reasons for resignations.
* Time and resources spent on hiring (Time to Hire, Cost of Hire).
* ROI from investments in employee development (Learning & Development ROI).
* Employee engagement rate.
* Employee experience index (EX Index).
* Hiring effectiveness (Quality of Hire).
* Compensation system effectiveness (Bonus Distribution, Pay Equity).
* Workforce growth rate (percentage growth or reduction over a specific period).
* Employee satisfaction level.
The list above is not exhaustive, while the particular metrics applied are adapted based on the unique needs of the given organization.