OrgXpert’s HR Strategy Development services focus on aligning human resource functions with organizational goals, ensuring optimal performance, efficiency, and relevance. From strategy design to detailed competency profiles, job descriptions, grading, and policy alignment, we provide end-to-end solutions for a robust HR framework.

Effective Human Resources Management is crucial for any organization aiming to optimize its workforce and achieve strategic goals. At OrgXpert, we specialize in developing comprehensive HR strategies tailored to your unique needs. Our approach begins with a thorough REET (relationships, effectiveness, efficiency, and threats) analysis to understand your HR function’s current state. We then define or revise the HR purpose and intent, conduct a values analysis, and develop behavioral rules linked to these values.

We create a robust Human Resource Management business model, identify core HR processes, and set Level Zero Targets. By identifying the top-ten operational and strategic HR risks, we ensure that your HR strategy is both proactive and resilient. Our strategic direction is guided by the 5V Model, translating strategic objectives into actionable programs and projects. We also revise the HR structure, develop a strategic plan, and create a monitoring scorecard to track progress and ensure continuous improvement.

Develop Competency- Based Profiles for Employees

• Develop process flows for all operational work.
• Develop critical paths for strategic initiatives.
• Analyse processes and projects to establish knowledge and skill needed to optimise efficiency and effectiveness.
• Translate process and project competence to roles within the organogram.
• Analyse Org value system to ensure that it covers desired behaviour within the organisation.
• Analyse job descriptions to test compatibility with the competency profiles.
• Incorporate employee competency profiles into the PMS, job descriptions, performance contracts, job grading, and salary grading systems.
• To do the above, we will do online consulting, interviews, focus groups, digital questionaries, & desktop analysis.

Job Grading

• Do a job description analysis.
• Develop role descriptions by clustering work.
• Align the organogram to new role descriptions.
• Develop and approve a “job worth” scorecard for each role description.
• Grade jobs against needed knowledge, skill, complexity, accountability, and responsibility.
• Establish grading structure and grade all jobs.
• Deliver and approve job grading system and results.
• Communicate the new grading system and train managers.
• Draft a job grading review policy and set timelines.
• To do the above, we will do online consulting, interviews, focus groups, digital questionaries, & desktop analysis.

HR Policy Development & Alignment

• Set policy agendas for HR performance (efficiency) and HR relevance (effectiveness).
• Analyse human resource efficiency.
• Analyse human resource relationship strength.
• Analyse HR risk exposure level.
• Analyse HR strategy execution.
• Deliver a HR problem analysis report.
• Identify rules that will mitigate deviation and optimise human resource efficiency & effectiveness.
• Develop an HR policy template.
• Analyse the proposed rules and establish the necessity or appropriateness of turning these rules into HR policy.
• Develop implementation plan.
• Develop a change management plan.
• Establish cross-functional implementation teams within the client Org.
• Evaluate policy in terms of application, control, and impact.
• Establish accountability within the organogram (Org Structure).
• Integrate policy directives with the performance management system.
• To do the above, we will do online consulting, interviews, focus groups, digital questionaries, & desktop analysis.