Human Capital Effectiveness

Drive Your 'ROI' in People

When your people and human resources function are not aligned with your business strategy and key operational activities, the result is often felt though sub-optimal departmental performance, inefficient and ineffective HR processes, and the widespread perception of HR as simply another cost centre. Our ultimate goal is to help you drive human resources into the core of your organisation so that people investments are valued, managed and measured as mission critical.

Human capital strategy & alignment

Faced with rapid change, organisations must develop a more focused and coherent approach to getting the people part of their competitive equation right. In the same way a business requires a marketing or information technology strategy, it also requires a human capital or people strategy. In developing such a strategy, two critical questions must be addressed:

• What kinds of people do you need to manage and run your organisation to meet your strategic objectives?
• What people programs and initiatives must be designed and implemented to attract, develop and retain staff to compete effectively?

To answer these questions, we help clients assess four key dimensions of their organisation:

1. Culture: the beliefs, values, norms and management style of the organisation.
2. Organisation: the structure, job roles, reporting lines, environment and sources of competitive advantage.
3. People: the skill level, staff potential and management capability.
4. Human resources systems: the people focused mechanisms which deliver the strategy — employee selection, communications, training, rewards, career development, etc.

Taking a strategic perspective aimed at identifying the relationships between all four dimensions, we work with your various stakeholders to define and develop the cultural capabilities that will maximise opportunities for success. We then prioritise which HR practices will be most impacted by these cultural capabilities and develop specific action plans to align them to the overall HR strategy. Designing an HR strategy is therefore considered as the process of building a long-term action plan for HR to enable the achievement of strategic objectives and drive results.

Armed with this in-depth knowledge, HR can therefore clearly articulate the value proposition that it offers the organisation.

Job analysis, description and profiling

Most organisations have significant opportunities to optimise existing and proposed jobs against their ability to deliver on strategic objectives. By identifying major tasks, activities, behaviours, knowledge, skills and abilities that are required now and in the future, we help your organisation become more effective and improve your workflow. Our job descriptions and profiling expertise helps your organisation and employees know exactly what is expected of each role, which skills and competencies are required, and how performance will be assessed. Not only does this help with your selection process, it also powers your performance management and career development programs. Within the entire organisation, a department or a specific work-group, we also profile and cross-reference jobs against ‘team’ deliverables to ensure talent gaps are identified and resolved.

Job evaluation and grading

We map your jobs, provide internal equity analysis, and develop a grading structure according to your current organisational requirements and future development. Various models from broad-banding to narrow-grading have been developed and implemented in the region. This consistent evaluation allows us to match jobs not only in content but also in size with your competitive environment and recommend appropriate remuneration plans that ensure internal and external equity.

Competency modelling

Using result-focused methodologies, we design customised behavioural, leadership and technical competency models for job functions and job families, and cascade them down to individual position profiles as needed. Simultaneously, we also provide roll-out strategies, linking competencies to business strategy for performance maximisation.

Performance management and measurement systems

Some organisations are looking to build a high-performance culture; others are burdened by an ineffective performance management system or are simply looking to refine an established approach. Paradigmz specialises in the design and implementation of performance management systems that focus your people on the right things to drive business results. This can range from tailored consultation and advice, through to the implementation of a performance management system that links your organisational strategy, culture, budgeting, compensation, career development and succession planning.

Manpower planning

The penalties for not being correctly staffed are costly. Understaffing loses economies of scale and specialisation, threatens customer satisfaction and strains employees’ ability to perform. Overstaffing is wasteful and expensive. Paradigmz helps to ensure your staffing preparedness now and in the future with an actionable manpower planning process that considers your strategic objectives, tactical initiatives, talent gaps, recruitment and training needs, and career development progression.

HR policies and procedures

Clearly thought-out and articulated policies and procedures help organisations be more effective. To ensure a common understanding, fair treatment of employees and ‘repeatability of application’, we help you define and draft comprehensive HR policies and procedures that reflect the practical aspects of how the HR strategy is being implemented within your organisation.

Communications

Effective communications require the right blend of art and science. As art, our communication solutions are creative, designed for high impact in your culture. As science, our work is research-based, planned, and executed. We therefore gear our advice to your unique issues and priorities, helping you to communicate effectively and interactively with your employees. Right from designing and defining the communication strategy and scorecard, to defining the communication processes, toolkit, implementation plan and coaching, we aim to provide an end-to-end communication solution that enables you to manage any change initiative internally successfully – or simply improve the ‘status quo’.