banner
Home
HR Management
Consultancy HR Management
HR Management Consulting Services
Our Human Resource Management consulting services offer sustainable solutions for optimizing human capital, focusing on both Organizational Development and People Development to drive long-term growth and efficiency.
Human Resource Consulting services are delivered through this following stages:

Step 1: Review Organization Design and Effectiveness

No Activity (Training & Mentoring) Description
1 Job Analysis with cascading method Job Analysis involves a comprehensive analysis of each position within the organization to develop detailed Job Description and Job Specification for all Job Titles in the organization. This process aims to produce New Job Descriptions that align with both organizational challenges and the specific requirements of each role.

Benefits:
  1. Strategically aligned developed based on the HRM Strategy, based on organization's vision, ission (should be mission), values, internal and external factors, current job description issues, and future business or organizational development plans.
  2. Cascading of key job responsibilities, starting from Strategic, Tactical, and Operational levels, is clearly defined.
  3. Key Performance Indicators are easy to develop, as Key Responsibility Areas and core job responsibilities are clearly defined.
  4. Defines Competency Standards, Makes(should be makes) it easier to establish competency standards for each role, as they are clearly defined key responsibilities and job descriptions, based on a cascading process.
2 Workload Analysis The quantity (volume) of tasks or activities that must be completed by an individual or a team, within a specific position or work unit over a defined period of time under normal working conditions.

Benefits:
  1. Measurable Employee Workload Accurately, helping to maintain work motivation.
  2. Reference for manpower planning.
  3. Produced Key Performance Indicators (KPI) of fair and balanced KPI.
3 Job Evaluation A systematic activity to the job value of a position by comparing it with other positions within an organization, aimed at refining the job value of each job position. Benefits: 1. Determines Job Value of Each Position 2. Able to select the appropriate job evaluation method for their organization. 3. Simplifies for design Salary Structure Development.

4 Design Managerial and Job Competency in Organization This activity involves developing standardized managerial and technical competencies for all positions within the organization.

Benefits:
  1. Standardized Competencies for Every Position ensures the availability for all roles within the organization.
  2. As a reference for implementing employee recruitment and selection based on competency.
  3. As a reference for promotion, learning, and development programs based on competency.
5 Competency Evaluation The activity of conducting employee competency evaluations refers to job competency standards. The competency evaluation includes managerial and technical competencies.
  1. Understanding Managerial and Technical Competency Assessment.
  2. Able to conduct evaluations of managerial and technical competencies in order to identify individual competency gaps.
  3. Able to develop Individual Development Plans (IDP) based on gaps in competency.
  4. Able to produce employee promotion methods based on competency.

Step 2: Establish Key Performance Indicator

No Activity (Training and Mentoring) Deskripsi
1. Performance Management System with KPI This step involves developing performance indicators (KPI) for each position using a cascading method, aligned with the organization's goal.

Benefits:
  1. Understands the performance management system within the organization.
  2. Enables the development of organizational strategy map aligned with organization goals.
  3. Ensures that Key Performance Indicators (KPI) are available for all job positions within the organization.

Step 3: Performance Monitoring and Evaluation

No Activity (Training and Mentoring) Deskripsi
1 Performance Monitoring and Evaluation The activity of monitoring and evaluating the achievement of each employee performance indicator effectively, based on schedule.

Benefits:
  1. Understanding how to effectively evaluate the achievement of employee performance indicators.
  2. Able to evaluate the achievement of employee performance indicators, resulting in a corrective action plan for each employee.
  3. The availability of performance assessments for each employee based on accurate evaluation results.