Human Capital / OCM
We empower organizations to build resilient and high-performing teams through tailored human capital solutions. Our services include HR strategy definition, technology transformation, and HR process redesign. By aligning people, processes, and technology, we help businesses adapt to change, enhance employee engagement, and drive long-term success.
HR Transformation
Our strategic planning service goes beyond traditional approaches, offering a dynamic and comprehensive framework to drive your organization’s long-term success.
Key focus areas include:
- Vision Alignment & Market Analysis: Craft a compelling vision and conduct in-depth market research to position your business for future growth and innovation.
- Strategic Initiative Development: Leverage SWOT analysis and capability assessment to formulate prioritized strategies addressing critical challenges and opportunities.
- Actionable Implementation Roadmap: Create a detailed, resource-optimized plan with clear KPIs to transform your vision into tangible results.
- Adaptive Performance Management: Establish robust monitoring systems for data-driven strategy adjustments, ensuring organizational alignment and sustainable success.
By partnering with us for strategic planning, you’re not just creating a document – you’re embarking on a transformative journey that will shape your organization’s future.
HR Strategy Redefinition
- HR Alignment with Business Strategy: Aligning HR goals, priorities, and initiatives with the overall business strategy.
- Future Workforce Planning: Developing strategies to address workforce requirements, talent gaps, and evolving workforce dynamics.
- HR Analytics and Data Strategy: Implementing data-driven approaches to decision-making by using HR analytics, metrics, and KPIs.
- Employer Branding & Employee Value Proposition (EVP): Strengthening employer brand and developing an EVP to attract, retain, and engage talent.
HR Operating Model Design
- Current State Assessment: Conducting a detailed review of current HR operations, including processes, organizational structure, and technology.
- Future State Design: Designing a new operating model that balances centralization and decentralization based on business needs.
- Shared Services Model: Establishing shared service centers, HR service centers, or centers of excellence (COEs) to optimize HR service delivery.
- Organizational Structure: Redefining the structure of the HR function, including roles, responsibilities, and reporting lines.
HR Technology Transformation
- HR Technology Assessment: Reviewing current HR systems and identifying gaps or inefficiencies in functionality, integration, or user experience.
- HRIS Selection & Implementation: Supporting the selection and deployment of a new or updated Human Resource Information System (HRIS) or other HR technologies (e.g., ATS, LMS).
- Automation & AI: Leveraging automation, robotics process automation (RPA), and AI-driven tools for HR tasks such as recruitment, onboarding, payroll, and employee engagement.
- Self-Service Portals: Designing and implementing employee and manager self-service tools for routine HR transactions.
HR Process Redesign
- End-to-End Process Mapping: Mapping and redesigning key HR processes to ensure efficiency and effectiveness.
- Standardization: Standardizing processes across different regions, departments, or functions.
- HR Process Automation: Streamlining and automating transactional processes such as payroll, benefits administration, and performance reviews.
- Compliance & Risk Management: Ensuring HR processes are compliant with local, national, and international regulations.
Talent Management Transformation
- Recruitment & Onboarding: Transforming recruitment strategies, processes, and tools to improve talent acquisition and onboarding experience.
- Performance Management: Redesigning performance evaluation processes to be more agile, continuous, and development-focused.
- Learning & Development (L&D): Creating new L&D frameworks that support career development, reskilling, and upskilling.
- Succession Planning: Developing robust succession planning processes to ensure leadership continuity.
- Diversity, Equity, and Inclusion (DEI): Building a strategy to improve diversity, equity, and inclusion across all levels of the organization.
Total Rewards Strategy
- Compensation & Benefits Redesign: Reviewing and redesigning compensation structures, incentives, and benefits to remain competitive and aligned with the workforce’s needs.
- Well-being Programs: Enhancing employee well-being through health, wellness, and work-life balance initiatives.
- Recognition & Rewards Systems: Creating new reward and recognition systems that align with company values and employee performance.
Change Management & Communication
- Stakeholder Engagement: Identifying and engaging key stakeholders throughout the transformation process.
Change Management Strategy: Developing a comprehensive change management plan to manage the transition and mitigate resistance. - Internal Communication: Creating a communication strategy to keep employees informed and engaged throughout the transformation journey.
- Training & Education: Developing and delivering training programs to upskill HR teams and managers on new processes, tools, and technologies.
- Cultural Transformation: Aligning HR transformation with broader efforts to evolve company culture, values, and behaviors.
HR Governance & Compliance
- HR Policy Review & Update: Assessing and updating HR policies to ensure alignment with the new operating model and legal requirements.
- HR Risk Management: Identifying and addressing risks related to HR processes, including legal compliance, data privacy, and employee relations.
- Internal Controls & Audits: Establishing internal controls, audits, and governance frameworks to ensure ongoing compliance and process optimization.
Employee Experience (EX) Transformation
- EX Strategy Development: Creating strategies to enhance the employee experience throughout the employee lifecycle, from hire to retire.
- Employee Engagement Initiatives: Designing and implementing initiatives to increase employee engagement and satisfaction.
- Workplace Flexibility: Implementing strategies for remote work, flexible hours, and hybrid workplace models to meet employee expectations.
- Pulse Surveys & Feedback Mechanisms: Implementing continuous feedback mechanisms to monitor employee sentiment and satisfaction.
HR Metrics and Continuous Improvement
- Performance Dashboards: Developing HR performance dashboards to track key HR metrics, such as employee turnover, time-to-hire, and engagement scores.
- Continuous Improvement Initiatives: Establishing a framework for ongoing process improvement, based on regular feedback and data analysis.
- Benchmarking & Best Practices: Continuously benchmarking HR practices against industry standards to remain competitive.
Post-Transformation Support
- Post-Implementation Support: Providing support after the transformation, including system stabilization, additional training, and troubleshooting.
- HR Capability Building: Developing ongoing capability-building initiatives to ensure the HR team continues to evolve and stay ahead of industry trends.
- Long-Term Governance Model: Establishing governance structures to oversee HR processes and ensure they remain aligned with organizational goals
