Professional Management Consulting Services
Human Resources Strategic Business (HRSB) Concepts Inc. offers a range of services in human resources, strategy, change management and organizational development targeted to the achievement of business goals and strategic objectives. Services specialize in civil service management reform, the development and application of public sector concepts, models and approaches that modernize services, optimize resources and add public value.
Well established techniques and tools are applied across all practice areas including: interviews, workshops, conferences, validation and feedback sessions, surveys, question period, presentation, research and data collection, consensus building, coaching groups or individuals, knowledge transfer, project management, quality assurance and group facilitation.Click on practice areas to access service descriptions.
This practice area concentrates on the human resources technical components that organize a workplace such as the design, implementation and assessment of organization models, business processes, civil service or workplace rules and practices, governance structure, accountability and talent management frameworks, HR monitoring and reporting systems, redeployment, recruitment and compensation systems, delegation of authority framework, and the integration of HR and payroll information systems.
Services include: facilitate the development and implementation of Board governance administration and structure, HR oversight arrangements, rules and practices required to promote accountability, fairness, and transparency; conduct organizational diagnostics and design; carry out functional reviews and write position descriptions; facilitate outsourcing, shared services, contingent workforce; develop and implement accountability, partnership and collaboration framework, salary planning, and establishment control.
Services include: map, document, assess and improve business processes; develop human resources monitoring and reporting systems to measure progress, report on improvements; identify key HR performance indicators and benchmarks; develop dashboards, client service standards, service level agreements, and infograms; conduct workflow analysis to optimize performance, simplify and economize; collaborate with IT experts to conduct needs assessment, prioritize and define Human Resources Information System requirements and implement new or modified systems.
Services include: assess, research and draft human resources and civil service management regulations, policies and procedures; develop human resources and organizational development guidelines, instruction manuals, training materials, templates, and tools to facilitate implementation of new compliance requirements; design and operationalize programs to meet business mandates such as recruitment, pay and grading, performance management, leadership development, succession planning, and workforce development.
This practice area gravitates towards all activities required to set and execute new directions at the organizational level: strategy making, change and transition management, HR audit, assessment and planning, institutional performance management, project management, HR monitoring and evaluation, risk management, quality assurance, corporate communication, capacity building, knowledge management, stakeholder management, talent management, competency based management, and labour relations.
Services include: develop and clarify organizational strategies, operational plans and project plans; design blueprints and stage execution (steps to move from ‘as is’ to ‘future’ state); develop business cases, options paper and human resources strategies and plans ; provide project management support and tools; develop initiatives tailored to manage risks, communication and stakeholders; coach leadership teams to develop and set priorities, identify risks and craft communication tools.
Services include: introduce and operationalize change management capacities and metrics within human resources, strategy management and project management business units as well as across executive and management cadres; establish and coach transition teams; integrate change management approaches, tools and techniques to programmed reform and business strategies; conduct change management capacity assessments; provide tailored change management plans, support and training to mobilize and engage the workforce based on the best from ADKAR, John Kotter, Kubler-Ross, McKinsey, and others.
Services include: conduct capacity assessments and develop resource management options in fragile and post conflict states; develop and roll out training needs assessment, workforce development plans, sub-national capacity assessments and incentive plans; design and implement capacity development plans to strengthen human resources business units; develop and implement core competencies and exit strategies; introduce anti-corruption capacity building activities; design capacity building frameworks in civil service management within a post conflict reconstruction strategy or a long term national strategy; design continuous improvement programs and oversight capacities.
This practice area places the individual in the spotlight. It brings attention to all activities that seek to shape the workforce at the individual level so as to maximize outputs: performance management, employee orientation, promotion and staffing, career management, values, ethics and code of conduct, interpersonal communication, training and leadership development, coaching and mentoring, health, safety and security, work life balance, communities of practice, team management, employee engagement and resilience, conflict management, reward and recognition, and goal management.
Services include: provide expertise to develop and establish an effective individual performance management framework; develop and implement performance diagnostic tools and performance redress mechanisms, conflict management programs and feedback systems; provide supervisory skills training including guides, tools and techniques to motivate, engage, reward, recognize, assess, enable, and develop employees; develop monetary and/or non-monetary reward systems; coach executives and management in the development of SMART goals, identify training needs and workplace performance enhancers; develop programs for HIPO’s (high potential employees); develop and implement code of conduct, conflict of interest and value based management.
Services include: develop and implement employee orientation, career management and mentorship programs; guide and support the establishment of human resources professional communities, continuous learning groups and executive forums; provide career enhancing coaching, tools and techniques; develop individual career pathing and individual training plans; provision of team building activities; develop and introduce opportunities to stimulate creativity and innovation in the workplace.
Services include: develop recruitment guides, tools, templates, training and techniques; develop a recruitment workplan and approach, selection criteria, draft job advertisements, develop rating and ranking schemes, written and oral evaluations, interview questions, and tests; conduct reference checks and coach selection committee members; develop and implement talent acquisition strategies, sourcing and recruitment plans as well as pipeline programs such as internship programs, student employment programs, management entry programs and employment exchange programs.