“Reconciling a wider scope of action with limited resources”. In today's world of driving down costs, HR staff must reconcile their wider scope of action with limited resources. This can result in creating tensions within the HR team and with its internal “clients”: we can support you in restructuring your HR function to support the company's strategy.

Your challenges

• How can the HR function contribute to the success of company strategy? 
• What are the priorities of the HR function for the next 3 years? 
• What should each member of the HR team be doing to timprove service delivered to clients?
• How to  structure and size the HR organisation effectively to meet new challenges? 
• Which skills should be developed within the organisation?
• How to support employees in changing the HR organisational structure? 
• Which activities are possible/essential?

Our solution

The solution we can offer you to help you restructure your HR function takes the form of a realistic plan for change, designed to addresses your financial challenges. Our solution involves conducting a study of the current state and identifying your HR priorities. The results of the study will be used as the basis for a meeting with managers and employees. Following this meeting, we will assist you in determining the right size for your teams taking relevant costs into account. We will then support you in implementing the plan and any future versions of it.

Benefits

Delivering tangible gains…:

Quantitatively

• Subsidies and financial support for the project
• Controlling operating costs
• Maximising returns on investment in training and development
• Reducing staff turnover
• Reducing absenteeism
• Eliminating duplication of effort

Qualitatively

• Motivating and involving HR staff
• Enabling the rapid acquisition of strategic skills
• Letting employees take the initiative
  
  

… alongside intangible benefits:

Quantitatively

• Improving the brand image of the company for customers
• Improving the brand image of the company as an employer

Qualitatively

• Creating pride in belonging to the company
• Creating mutual respect between management and employees
• Creating confidence in the competitiveness and viability of the company
• Enhancing the company's image of corporate social responsibility