HR Effectiveness
Business leaders are always hungry for additional ways to simplify and take costs out of their operations in order to spend more time on core processes and functions or to do more with less - a great opportunity for HR to truly add value. On the other hand, Human Resource as a business function is facing intense demands to induce a more productive, performance-oriented workforce while reducing operating expenses along the way. Quite often a busy HR function does not always have the time to review processes and policies, identify the array of best practice, opportunities for improvement and areas of potential risk. In addition, the needs to determine the non-value-add work and streamline the complexity and layers in the organization frequently benefit from an external look. Based on our knowledge and demonstrated success in best practices we recently have assisted clients select and implement (national/global/regional) payroll services, launch an appropriate HRIS (HR-IT system), and set-up employee self-service portals, competence and shared service centers. Furthermore we have supported business leaders in several areas, such as (but are not limited to)
| - | Identifying the silos, bottlenecks and filtering that slows down responsiveness |
| - | Identifying processes which add value and produces above average return on any related investment |
| - | Identifying non-core/non-value-add processes or functions that could be eliminated |
| - | Identifying processes that would perform better/more cheaply in an outsourced or offshore arrangement |
| - | Identifying efficiencies by centralizing certain parts of the business (e.g. shared service center) |
| - | Identifying the optimal composition of your workforce, operational structure, span-of-control ratios |
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