Human Resources Departments
Supporting human resources management, whose subject is the very essence of any organization: the people who make it up.
Human Resources Departments
Supporting human resources management, whose subject is the very essence of any organization: the people who make it up.
Between the quest for performance and benevolence, the management of an organization’s employees raises a variety of managerial challenges:
- Supporting strategic thinking, anticipating long-term changes in the organization, assessing the impact of new working methods and supporting internationalization.
- Strengthening the managerial skills of supervisory staff, who act as a conduit for the company’s management.
- Attracting and retaining talent, monitoring careers, training and planning skills development
- Working on corporate culture, making the organization resilient in the face of future shocks, and making sustainable development a core concern.
- Ensuring regulatory compliance, securing transactional systems and digitizing processes
Our Management Consulting teams support human resources directors in the success of their missions.
Modernizing Human Resources
Putting employees back at the heart of the organization
Aligning with strategy: working on the organization and its management model
Defining the impact of strategy and management model on human resources management. The challenges for the company in terms of organization are:
- organizational alignment through value chain analysis
- the creation of Group-wide value chains, with a focus on matrix organizations, project teams and the number of levels in the organizational chart
- the degree of internalization or outsourcing of certain functions, and assessment of the associated skill levels
- performance management and variable compensation policies
- the desired managerial culture, depending also on the shareholder base and top management, and the change management required to achieve it.
The stakes for Human Resources on their own organization vary according to:
- divisions and departments, links with business lines, HR channels running through the organization
- the skills required
- management control and data analysis
Managing the performance of the Human Resources department
Moving away from an internal service provider approach (payroll, recruitment assistance, etc.) and translating strategy into HR objectives and action plans. Human Resources can reinforce the use of data, pilot a series of performance indicators and report :
- by equipping itself with a data analysis department (the equivalent of management control for finance), setting up dashboards for the various levels of management
- by (re)taking control of some forecasting processes: medium/long-term forward-looking management of employment and skills (GPEC in France), personnel cost budgeting
- going beyond the purely regulatory logic of social reporting
HRIS (Human Resources Information System)
Modernizing processes, digitizing personnel files
Digitization and mobility
Unlike other corporate functions, the digitization of Human Resources management processes can prove tricky, as it involves:
- extending the subject to mobility in general, and turning it into a corporate project
- supporting the digitization of workstations, especially for populations that don’t sit at a desk
– culture and history of certain departments
– management and organization of secretarial work
– equipment, access to digital on workstations but also remotely and teleworking - taking into account the legal framework and new constraints or opportunities that digital generates, discussing and negotiating with representative bodies
Redesigning processes
It’s important to take advantage of digitization projects to review processes and restore the central role of HR departments, while reinforcing integration and cooperation with the organization’s various functions.
- Modelling processes and management rules to harmonize different practices within the company (e.g. vacation requests, personnel planning, etc.)
- Centralizing the management of certain activities such as training (internal academies), recruitment (in-house or outsourced) and employee performance appraisal and career monitoring
- Streamlining IT systems used within the organization: time and attendance systems, training tools, electronic document management, etc.
- Integrating human resources management into project management: planning and staffing, time sheet, review of objectives and performance, and recruitment of freelancers or temporary staff.
Implementation of a new information system (HRIS)
There are many possible uses for a new HRIS, and each organization needs to find the solution best suited to its business challenges:
- Implement an electronic document management system (EDMS), automate the creation of (employment) contracts and agreements (pickets, safety rules, internal regulations…)
- Implement S4/Hana or switch from SAP to simpler Best of Breed solutions
- Streamlining and Integrating systems through the deployment of a new ERP capable of covering several countries
- Digitizing personnel files.
All the possibilities mentioned above represent complex, risky and costly projects that need to be mastered. From the expression of your needs to project management, our professional project management assistance teams support you in your decision-making process, and ensure the success of your project. Our methodologies place the business case and process analysis at the heart of the process, and perfectly address the technological dimension, guaranteeing you lasting solutions.
Sustainable development
Human resources management is central to the sustainable development of organizations for several reasons:
- It is represented by the “S” (social) in the ESGR or CSR regulatory reporting acronyms.
- Over and above corporate communications, it’s a subject that mobilizes and unites employees.
- Employee mobility is often the prerogative of human resources.
- Strengthening health and safety in the workplace
- Promoting diversity and gender equality at all levels of the organization
- Deploying social aid programs for certain countries or categories of employees, thereby contributing to a large number of the United Nations’ sustainable development goals.
Operational support
Strengthening your teams
Our management consultants take on the role of business analyst or project manager to support your teams in major organizational projects. Thanks to this project organization, you can be sure that the human resources department is properly represented in these major programs, and that your teams are supported. It also ensures that teams are reinforced during the requirements expression, specification, data migration or testing phases, for example.
Plant or site mergers, entity mergers and takeovers
In addition to the extra workload that human resources departments have to absorb, even experienced employees may need methodological help:
- understanding the context, the challenges, business case, interviews with the management of the various entities
- structuring an audit or due diligence approach
- implementing an action plan covering the various HR areas: support for operations, legal, social, contractual, possible disputes and risk management, communication, employee representative bodies, etc.
But these operations are also an opportunity to advance HR processes and harmonize practices between the entities concerned. This makes it possible to:
- Formalize job descriptions and functions, and propose internal changes
- Standardize internal regulations, agreements, expense and travel management
- Formalize and review compensation and benefits policies
Change management
The success of transformation plans and major projects depends on mobilizing employees. Change management plays a key role in delivering the expected results.
Our methodologies and best practices cover a wide range of action plans:
- communication and training initiatives,
- quality review of project plans in terms of what the organization is capable of absorbing,
- setting up an organization, roles and staff to support the change;
- analysis of the organizational impact of your projects, and forward-looking management of the associated skills.
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