human resources

Your Objectives
Create a human resources plan that will:

Attract, develop and retain a skilled and productive workforce
Create sustainable organizational growth for the prolonged success of your organization
Ensure that the needs of the employees are met
Maintain adequate compensation systems
Ensure that employee learning is an ongoing and fluid process

How We Can Help

Help you with strategic HR assessment and alignment
- Review existing HR strategies and guiding visions
- Define the goals and capabilities of the HR function
- Assist in developing plans for the implementation of the HR strategy
Help you with HR process development
- Improve HR resource management and process efficiencies, and the related overall employee experience
- Develop insights into improved HR processes, products, services or business models
- Use talent management, knowledge management, performance management and organizational strategies to transform organizations into collaborative and efficient innovators
Help you conduct benchmark studies
- Conduct objective benchmark studies on similar organizations' human resources strategies and practises
- Measure your practises against these benchmarks
Help you measure employee performance
- Use benchmarked measures of employee performance
- Examine your organizational capabilities — focusing on the entire employee life cycle to develop solutions that deliver maximum value in a changing environment
Help you define your organizational structure and role/job definitions
- Examine the capabilities, objectives, and goals of the organization
- Assess if the current organizational structure is suitable for the goals and capabilities of the organization
- Assist in the redefinition or restructuring of organizational structures as needed
- Provide an objective outside viewpoint upon which to develop and define individual roles and responsibilities that are in alignment with the organization's goals
Help you develop compensation and reward systems
- Assist in the development of rewards and incentive programs

Benefit
You benefit by:

Maintaining a stronger organization capable of bringing your company prolonged success
Combining strategic insights, implementation capabilities and change management skills
Having better people on your team, producing better results
Reducing the time, cost and effort needed to acquire new talent and to improve employee skills
Improving internal processes for increased productivity
Having customers and partners benefit from interacting with a responsive and knowledgeable workforce

Our Experience
Our experience includes:

Strategic assessment of the value proposition and realignment/reengineering of the human resources function and organization; e.g.: for an international integrated oil company
Redesign/reengineering of benefits administration processes and the development of detailed implementation plans ; e.g.: for a pharmaceutical company
Outsourcing feasibility studies; e.g.: for outsourcing the benefits administration process of a major Canadian university.
A major study for 30 government departments to examine recruitment and retention issues
Review of organizational structure and role/job definitions; e.g.: development of job descriptions for over 120 different jobs in an international courier company; defined and described the role of the executive director for a major national philanthropic organization
Numerous projects involving job evaluation, pay equity analysis and development of total reward/compensation programs. Industry sectors include, for example: steel and equipment manufacturing, municipal government, hotels, courier companies, arts funding organizations, cement manufacturing, distributors, etc.
A major job evaluation and pay equity engagement with the Ontario Hospital Association. This project involved approximately 20 consultants in providing analysis to some 170 hospitals. Also acted as project director on pay equity engagements for over 12 hospitals. Assistance was provided to a number of these hospitals to also develop new compensation structures for their non-unionized jobs
Design of a new job evaluation system and classification/pay structure for the Ontario government. This project covered the senior management levels of all Ontario government ministries (approximately 2,000 positions, representing the top 6 or 7 levels up to the Assistant Deputy Minister). The evaluation system used a computerized program called COMPEAT
Salary surveys for various private and public sector organizations for a range of occupations and professions, including for example: a survey on executive positions' compensation; a national and international survey on performance and incentive based compensation systems for health care providers in Canada