Employee & HR Department Assessment
One of the most important processes to keep your HR department healthy is to assess the department regularly. This assessment can be the only way to determine whether HR needs, duties, aptitude are being met and achieved in an organization. Many organizations make such assessments internally, however, you will likely get better and more objective results if you outsource an outside organization to do it for you. The main aim of this assessment is to identify the strength and weakness points in the organization, to see where the HR department achieve successes and where it needs some improvements.
There are several types of assessments depending on why it’s conducted. Compliance, Strategic, and Function-specific are some of the more common types. Compliance focuses on whether the organization’s complying with laws and regulations, while Strategic reveals the strengths and weaknesses of policies and processes and their alignment with the organization’s strategic plan. Function-specific assesses specific areas in the HR function.
Conducting a holistic departmental assessment requires a lot of resources. Many organizations cannot go through such a process more than once a year. Therefore, organizations must adopt conducting mini-assessments that consider auditing a specific area in a specific timely manner. In addition, it’s highly recommended to conduct an assessment following an important event or applying the new change in the organization to see its impact on the organization.
The process of conducting an assessment includes many steps, these steps can be summarized in the following:
- Determine the scope and type of assessment
- Analyze data and benchmark the results
- Give feedback on the findings
- Apply changes and foster improvements
In order to gain a good competitive position, you must first and foremost maintain your talented employees. PCMM is one of the most effective solutions for improving the capabilities of the company’s employees, thus improving the quality of the work done by them and achieving the greatest benefit for the company and its competitive position. PCMM is a tool used to help organizations feature the maturity of their workforce practices, establish a platform for workforce development, set a schedule for improvement actions, integrate workforce development with process improvement, and establish a culture of distinction. The five stages (levels) of PCCM are initial, repeatable, defined, managed, and optimized. All business executives know that the ability to attract, develop, organize, motivate, and retain talented people, is a main requirement of achieving a good competitive position.
We at PROHRD have the experience in both employee and HR department assessment and we can support you to achieve the required results.
The key benefits of employee & HR department assessment are:
- Help an organization to know whether its HR practices facilitate or contradict with its business goals.
- Inform employees whether their performance is acceptable or not, and make them aware of the weakness points in their performance.
- Help in the planning the professional development processes of the employee.
- Measure the employee’s readiness to move or upgrade, and the bonus or salary increase can be decided consequently.
- Improve productivity in the department since every employee knows that there will be an assessment of his performance.
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HR Governance & Policies
HR governance and policies document or the HR manual is a document includes the policies and the procedures in details which are considered as guidelines of any organization to maintain optimum achievement of the organization goals and objectives. It is designed to assist the organization in managing employees, meeting legal obligations, taking reliable decisions for reducing confusion and disputes.
Every organization has the right to formulate their policies which are complaining with its identity and strategies, but at the same time it should take into consideration the employees’ interests. The document has to contain various policies related to employees’ affairs such as recruitment, selection and training, benefits and compensations, safety and so on.
Recruitment & Talent Acquisition:
The portion which is related to the recruitment process clarifies the purpose of recruitment, if the organization needs full time employee or part-time, permanent or limited contact for specific times that depends on some factors such as salary, working hours or even the position itself.
Training and Development:
After attracting and onboarding the appropriate person for the announced position to be filled based on particular selection criteria, the organization adopts training strategy which is matching the employee’s interest and the position itself to improve their performance.
Career Path:
An organization defines career path to enable employees development and growth. The career path movements can be vertical or lateral and the career path is linked with the development planning to ensure employee readiness for the position.
Performance Management:
Covering both an ongoing performance review and feedback and formal periodical review of the employee performance. In addition to the required policies, guidelines and templates for an effective performance management.
When these policies applied, that will be more satisfied for the employees and more effective job performance to increase organizational growth, efficiency, and profitability.
The key benefits of HR governance & policies are:
- Set comprehensive vision of the organization strategies and polices.
- Encourage employees to equipped themselves to achieve optimum productivity and efficiency.
- Maintain good relationship between the employees and the management and enhancing the trust.
- When the pay and benefits are fair and competitive, that motivated the employees to do the best and increase their loyalty to the organization.
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Grading & Compensations
One of the most challenging situations that any HR Manager can face is having an argument if the organization’s employees are getting paid fairly. We at PROHRD can design a salary structure for all jobs in your organization by which you will ensure having the right pay for each job. This will help you to attract the right talents and retain the current ones. Our services include:
Job Evaluation:
Each job inside the organization will be assessed and weighted by PROHRD consulting team using the point factor method in order to measure each job value to the organization. Each job will be assigned a number of points that reflect its worth to the organization based on customized criteria. Accordingly, you will be able to determine which jobs shall be paid more than the others and why.
Job Grading:
Rather than having one salary grade for all the organization, companies tend to have several job grades / job families as it is much easier to apply reword, talent and performance management for grades than applying them for each job. PROHRD team can help you to determine all jobs that are weighted similarly and engaged in similar work criteria and combine them in a differentiated job grade.
Salary Benchmark:
After ensuring that jobs are paid fairly inside the organization, PROHRD can help you benchmark your salary scale with organizations in similar industry at the market in order to make sure that you pay competitive salaries comparing to the market. Moreover, we will help you to determine your pay philosophy either to lead, match or lag the market.
Salary Structuring:
We will help you to determine the salary range (minimum, midpoint and maximum) for each grade and most importantly, we can provide you with customized solutions to those who are above or below the salary range in accordance with your pay philosophy.
Most companies find it challenging to achieve this strategic alignment because they are unable to design, implement, or manage the total reword plans that they desire. This inconsistency between Total Rewards Strategy and business strategy can negatively affect employee’s productivity and effectiveness and ultimately result in lost revenue, lower margins, and higher costs. From short term bonus to long term shares, we at PROHRD can effectively align the required performance results with organization’s strategy by understanding the business strategy, KPIs and employee needs then identifying and designing a customized total rewords plan. We proudly helped our clients to align their rewords cost with business results building a performance-oriented culture where high performance results are reworded and employee engagement is increased. Our incentives services include:
Job Evaluation:
Each job inside the organization will be assessed and weighted by PROHRD consulting team using the point factor method in order to measure each job value to the organization. Each job will be assigned a number of points that reflect its worth to the organization based on customized criteria. Accordingly, you will be able to determine which jobs shall be paid more than the others and why.
Short-Term Incentives:
Our consulting team will help you to select the best incentive plan to achieve short term results. Those incentives can be sales commissions, annual bonus, cash recognition awards, project bonus or any other incentive that is related to a 6 month to one-year objectives. Normally short-term incentives can be utilized to attract new hires, retain and engage current employees.
Long-Term Incentives:
For organizations that are interested in achieving medium to long term goals, finding the right incentives and identifying the right goal for long-term incentive can be complicated, especially when you need to avoid duplication with short-term rewards.
We at PROHRD can help you identify and design long-term incentive plans effectively to create a clear, competitive advantage. Long term incentive plans are used to attract and retain key leaders at the organizations to let them focus on long-term goals and build the sense of ownership of achieving those goals. As long-term incentives employers can choose from a variety of stock-based plans, including stock option, restricted stock and performance-based stock plans in addition to the cash plans.
Benefits Programs:
Benefits programs are non-financial incentives that can be provided to employees either by law or upon achieving agreed targets. The costs of benefits have grown faster in most companies than any other cost factor. This is why we at PROHRD assess current benefits provided against both organization and employee needs. Then we design the most cost-effective and employee needs oriented benefits program in alignment with labor law and required performance targets.
Executive Compensation:
There is no best practice for executive compensation. A good way to think about it is as a long-term agreement between the organization and the executive team member by which the executive team member will receive a certain combination of short & long-term incentives and benefits against specific agreed criteria that can be time or performance oriented. As it looks like, normally it is quite complicated program to be established. Based on our understanding of your business, Executive Compensation philosophy and strategy, we at PROHRD can design the right combination of compensations & benefits for your executive team in alignment with your organization strategy and in cost effective manner.
The key benefits of grading & compensations are:
- Provide a systematic way in jobs evaluation and grading.
- Increase employee engagement, satisfaction and performance.
- Enable organizations to benchmark their salaries with the market.
- Build a performance-oriented culture.
- Develop benefits programs and executives’ compensations.
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Competency Framework
A competence or competency is a combination of knowledge, skills and abilities or attitudes that are required to perform a specific job. A competency framework is a model that describes the required competencies within an organization. These competencies can be grouped into technical, behavioral or leadership. Each competency group contains multiple competencies that are required for an organization to succeed. These competencies serve as a baseline for assessment of individual, team organizations.
Developing a competency framework requires an organization to fully understand its strategy and objectives. This requires performing assessments, interviews and reviewing the job descriptions and work duties. We at PROHRD can help you identify the required competencies for your organization using systematic approach as per the following steps:
- Identify the required competencies.
- Categorized and define competencies.
- Develop the competency progression ladder.
- Linking the competency model to talent acquisition.
- Integrating the competency model to performance management.
- Linking the competency model with training and development programs
The key benefits of competency framework are:
- Ensure that employees have the required competencies.
- Recruit the right employee for the position.
- Develop the career path and development plan effectively.
- Provide targeted training programs that satisfies required competencies.
- Provide and integrated model for recruiting and managing employees.
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Training Operation Management
We at PROHRD possess certified and experienced professionals in strategy, human resources and project management that will planning and managing the training and development department at your organization. If your organization lacks the availability of training and development professionals, we can provide you with the most professional services in this domain. Your organization will be enriched and will reach its highest levels of success through acquiring the benefits from our training operation and management experience.
There are several reasons why considerable number of organizations tend to bring outsourced training and development professionals to operate and manage whole training function or part of it in their workplace. One of which is that organizations can achieve a tangible cost reduction in terms of recruitment, training, development and even tools & equipment related to an outsourced professional comparing to hiring new employee. In addition, outsourced professionals are subject matter experts in training and development. So quality results is guaranteed.
PROHRD’s training and development professionals will plan, operate and manage the training department to assure the successful delivery of your training needs.
The key benefits of training operation management are:
- Ensure the achievement of expected business results.
- Ensure the implementation of the best practices in training and development.
- Avoid unjustifiable costs leading to minimal results.
- Ensure application of training and development policies.
- Manage the training and development programs at your organization.
- Recommend suitable training programs based on training needs assessments.
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HR Professionals Outsourcing
We at PROHRD possess certified and experienced HR professionals that will maintain the direction of your human capital department and ensure that the goals are achieved. If your organization lacks the availability of professional HR employees, through the services we offer we can provide you the most professional services in this domain. Your organization will be enriched and will reach its highest levels of success through acquiring the benefits from our specific expertise and experience to ensure the achievement of your strategic goals and objectives.
There are several reasons why considerable number of organizations tend to bring outsourced HR professionals to perform whole HR function or part of it in their workplace. One of which is that organizations can achieve a tangible cost reduction in terms of recruitment, training, development and even tools & equipment related to an outsourced professional comparing to hiring new employee. In addition to cost reduction, outsourced professional are subject matter experts who practiced several HR areas with proven records with different clients. So quality results is guaranteed.
PROHRD’s HR professionals will maintain the direction of your HR strategy and ensure that the goals are achieved. Whenever needed, our HR professionals stand ready to assure the successful delivery of your HR Services. Take the opportunity to enrich your available HR practices with our Best Practices. Your HR Department will benefit from our specific expertise and experience. Our HR professionals are experienced in the application of world class HR processes. We are guided mainly by the HRBoK® Guide (Human Resources Body of Knowledge of HRCI) and the CIPD.
The key benefits of HR professionals outsourcing are:
- Ensure the achievement of expected business results
- Ensure the implementation of the best practices of human resource management
- Avoid unjustifiable costs leading to minimal results
- Ensure application of HR policies and guidelines to achieve HR strategy
- Transfer the related experience to your employees
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