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HRA partners closely with organization stakeholders to understand the big
picture, map out a strategic direction and then develop plans for
aligning human resources. Once we understand
business goals and how human capital can best be aligned, we work with
with our clients to design and develop state-of-the-art, yet deeply
practical, human resource architecture, processes and systems.
Specific service
areas include:
HR strategic planning,
system design,
job design,
assessment programs,
performance
management,
appraisal,
360-feedback,
talent
management,
succession planning and
workforce readiness.
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HR Strategic Planning.
This includes: prioritizing human resource initiatives; developing short- and long-term
business plans; clarifying the HR vision, identity and brand; and
building cross-unit synergies, partnerships and alignment. Goals are
to: assure HR is up to date, aligned with business goals
and drives organizational success, identify and integrate the
most critical initiatives with strategic
and tactical action plans; and to clarify HR identity, roles and
accountabilities.
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System Design.
Design and develop integrated on-line systems for
talent management, performance management, succession planning. Goals
include: providing employees with integrated portal, web-based
tools and data base for all talent management activities; and developing a
central data base to manage the company talent portfolio and performance in
real time.
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Job Design (New and Existing Jobs).
Define job and cross-functional roles and responsibilities
to accomplish key objectives.
The primary goal is to redesign job
roles and relationships to meet emerging business needs.
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Assessment Programs.
Develop valid and systematic programs to assess results and
competencies needed for top performance.
The primary goals are assessment programs for employee
selection, placement, succession, performance management and development.
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Performance Management/Appraisal and 360 Feedback.
Develop performance appraisals, performance management,
coaching, mentoring and
360-degree feedback programs.
The primary goals are: to develop systematic processes
for performance evaluation and development; and to provide
vehicles for employees to provide each other with focused, constructive
feedback.
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Talent Management and Succession Planning.
Develop procedures for assuring bench strength and optimizing talent
movement. The goals are to
assure mission-critical positions are filled with strong talent; redeploy
underperformers and o optimize individual contribution and
talent capability.
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Workforce Readiness and Redeployment.
Develop plans to consistently adapt a workforce to emerging
conditions.
The key goal is to provide proactive implementation of
plans to adjust workforce size, deployment and capabilities.
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