Leaders Solutions Dubai Knowledge Village UAE

Our contingent workforce consulting offers advisory services that help companies understand and plan for the key trends in contingent workforce management, Solution Resources aims to provide fast, simple cost effective solutions for our clients, through strategic advice and solutions in different areas in the Human Resources; process, outsourcing, talent acquisition strategy and planning, compensation advisory, some of our Contingent Workforce Consulting Services include:

1- Organization Restructuring and Reorganization

Restructuring is the corporate management term for the act of reorganizing the legal, ownership, operational, or other structures of a company for the purpose of making it more profitable, or better organized for its present needs. Restructuring may also be described as corporate restructuring, debt restructuring and financial restructuring.

We use the term restructuring to refer to all the measures required to transform a company/organization from its current state into a carefully formulated desired future state. We also place a major emphasis on how the company is organized.

The most important aspect of a company is the people who work there. Projects aimed at redesigning companies virtually always have an impact on these people, who on the one hand have to be involved in the planning process and on the other actually form a critical component of the plans themselves. It is essential to integrate all the affected departments from an early stage and to coordinate the plans with the corresponding groups and committees.

We can help to design and develop reorganization measures, by using new skills and capabilities are needed to meet current or expected operational requirements.

2-Job Description and Job Evaluation

Effectively developed, employee job descriptions are communication tools that are significant in an organization’s success. Employee job descriptions are written statements that describe the duties, responsibilities, required qualifications, and reporting relationships of a particular job. Employee job descriptions are based on objective information obtained through job analysis, an understanding of the competencies and skills required to accomplish needed tasks, and the needs of the organization to produce work. It provides an opportunity to clearly communicate a company direction and tell the employee where he or she fits inside the big picture.
JD is one of the main purposes of conducting job analysis is to prepare job description and job specification which in turn helps to hire the right quality of workforce into the organization. The general purpose of job analysis is to document the requirements of a job and the work performed. Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; describing a job; developing performance appraisals, selection systems, promotion criteria, training needs assessment, and compensation plans.

In the fields of Human Resources (HR), job analysis is often used to gather information for use in personnel selection, training, classification, and/or compensation.

Professionals developing certification exams use job analysis (often called something slightly different, such as task analyst), when a job analysis is conducted for the purpose of valuing the job (i.e., determining the appropriate compensation for incumbents) this is called “job evaluation”. Job analysis aims to answer questions such as:

Why does the job exist?
When is the job to be performed?
Where is the job to be performed?
How does the worker do the job?
What qualifications are needed to perform the job?

There are several ways to conduct a job analysis, including: structured, observation, critical incident investigations, and gathering background information such as duty statements or classification specifications. In job analysis conducted by HR professionals, it is common to use more than one of these methods.

A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. We will put together a job description, which is the frequent outcome of the job analysis. Additional outcomes include recruiting plans, position postings and advertisements, and performance development planning

3- Strategic HR planning

Successful Strategic Human Resource Planning stresses the importance of identifying and gathering strategic information for the planning course of an organization, and the need for involving key managers and employees in the process.

The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. This strategic planning impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development.

The overall purpose of strategic HR planning is to:
he overall purpose of strategic HR planning is to:

Ensure adequate human resources to meet the strategic goals and operational plans of your organization – the right people with the right skills at the right time.
Keep up with social, economic, and technological trends that impact on human resources in your area and in the sector.
Remain flexible so that your organization can manage change if the future is different than anticipated.

Strategic HR planning predicts the future HR management needs of the organization after analyzing the organization’s current human resources, the external labour market and the future HR environment that the organization will be operating in. The analysis of HR management issues external to the organization and developing scenarios about the future are what distinguishes strategic planning from operational planning.

Successful HR Strategic planning has three goals for this process:

1- Develop the Strategic Human Resource/People Plan/Document and yearly priorities.
2- Ensure successful implementation and change.
3- Build and sustain high performance in people management over the long Term.

The overall purpose of strategic HR planning is to:

There are 5 major challenges that affect HR professionals from fully developing the “people edge” notion, and may be the reasons many companies have difficulty attaining their goals and keeping their employees satisfied.

The challenges introduced are:

(1) Aligning HR practices to the company’s business strategies.

(2) Business Partnerships between line managers and staff to address the people related business needs of the organization.

(3) Facilitating Organizational Change, and learning throughout the organization.

(4) Understanding and utilizing updated technology to increase the efficiency and effectiveness of the organization.

(5) Strategizing and understanding the diverse environment in which they work, and positioning their organization for the future.

Why make HR as Organizational Strategic Partner

These include:

To increase productivity of the labor force and thus, profitability of the organization.
Competency and talent management.
Onset of information technology and the vast amount of knowledge used in the course of the activities of organizations.
The changing business environment.
Effect of globalization on the business landscape.

Making HR as Strategic Partner

Make effective use of your Human Resource Information System (HRIS) to handle daily administrative HR tasks. Employees can make use of the self-service facility online. This saves time and reduces costs.
Fully involve your human resource in HR system developments that is supportive of business strategy development and implementation. This promotes ownership.
Appoint an HR Head who understands well the strategic partnership relationship between organizational strategy and human resource.
It is said that someone who is an expert in every aspect of the HR function will “fit the bill”. But, you may not easily find someone of this caliber. You may have to identify someone from within your organization and groom him or her for this important role.
In a knowledgeable economy, HR has an opportunity to become a strategic partner. Knowledge and information are required to formulate, implement and review strategies. Decide to become a knowledge organization.

What are required of HR as Strategic Partner?

Recruiting the right employees. Align corporate values to your recruitment strategy.
Well-developed competencies of the workforce, and their relevance to organizational core business.
Participative culture where HR initiatives fully support the overall strategic plan.
Effective use of information technology.
Effective leadership through appointment of the right HR Head.