|Seasoned expertise in the following areas related to Organization Development and Human Resource Development.
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Management | Organization Development
HR Strategic Success Model
Corporate Writing: Professionally written
documentation including Job Descriptions, Business Process Manuals, and HR
policy manuals. Formats for documents unique to the organization offered for the
prominent use by the organization.
Competency Modeling: Designing customized
competency assessments for employees and developing programs to improve their
work-related performance. In addition, developing a specific competency model
for the organization based on its critical success factors.
Training: Besides assisting in the creation
of training programs and delivery methods, the focus would be on thorough
evaluation of training to assess transfer success. Note that training would not
be conducted by me, but by the internal person whom I would train.
An economical way of engaging in large-scale organizational
interventions is by following specific guidelines by the consultant, without
their direct involvement. Proposals can be created to be used within the
Research Studies: Surveys, interviews, focus
groups, and questionnaires designed according to the needs of the organization
such as employee and customer attitudes. Conducting internal validation studies
of tools used by the organization and modifying these tools.
HRM System: Strategically designing the
organizationís Human Resources Management System in its entirety. This includes
devising strategy for alignment with the companyís objectives and future vision,
designing processes that connect HR functions together.
Performance Management: A system created
with the employee group dedicated to the continuous improvement of job
performance, installing a performance appraisal process that is based on
specified expectations and required competencies.
Executive Coaching: Individual consultation
and professional guidance on work-related performance. The coaching process is
primarily based on deep philosophical counseling, emphasizing the relationship
between personal self and professional accomplishment.
Employee Selection: There is a difference
between hiring and selecting a candidate. This service is meant to research the
validity of selection techniques and tools for their effectiveness at bringing
in high-performing employees into your organization.
Succession Planning: One of the most
overlooked aspects of an HRM system, and a typical problem in organizations in
Asia and the Middle East. We would work together to transfer, develop, and
reinforce leadership skills to the next generation.
Compensation Analysis: Analysis and revision
of the organizationís compensation structure to reflect changing values.
Designing pay grades with the vision of supporting a clear career growth path
for employees and the intention of a fair and just system.
People Development: An inspiring set of
processes that would allow internal and external customers to connect
emotionally with your organization. Leadership cannot be taught in a classroom.
We would need a combination of coaching, mentoring, and hands-on practicum.
Strategic Planning: Facilitating interaction to obtain employee and
management commitment in the establishment of the right strategies to generate
Team Performance: Building high performance executive and other key teams.
Organization-Wide Change: Systematic and systemic integrated approaches to
transforming the entire enterprise.
Department Reform: Inter and intra departmental relationship-building,
communication enhancements and participative re-engineering.
Mergers & Acquisitions: Formulation of core organizational processes into a
unified and coordinated enterprise as a result of mergers or acquisitions.
ROI Measures: Sustainable business results including enhancing profitability
and stockholder value using valid data collection and analysis on Return on
Organization Re-Design: Fast socio-technical system re-design involving the
entire organization in large group sessions.
Management Excellence and Leadership Development: Changing operations and
management systems while helping leadership become outstanding leaders.
Stakeholder Satisfaction and Success: Involving customers, strategic and
competitive partners in communication and trust building ventures in the context
of other total system change needs.
Company Alignment: Creating 1000ís of individual, team, division and system
wide commitments and action plans that align with the corporate direction.
Organization Re-Structuring: Shared leadership and empowerment efforts that
move the organization from hierarchical to interactive structures.
Succession Planning: Assisting CEOís and/or Top Executives find their
successors and start the new regime with total system change effort
Global Alignment: Fast global alignment to business strategy, vision and
Company Culture: A comprehensive culture change via identity re-formation,
information sharing, trust building as a result of the quickening of competitive
and changing environment demands.
Feedback Systems: Utilization of live 360 feedback process for individuals,
departments and cross functional teams, and methods of applying the data to
increase effectiveness of systems.
Quality Process Re-Engineering: Renewing total quality/re-engineering