Strategic HR
Is your organization ready to break the mould? Are you fully utilizing the potential of your HR team?
VISION
Business leaders are the first to recognize the crucial importance of utilizing all the people potential in their organization. Yet too often, the very function that is geared to energise, train, motivate and grow the people within the company, is a function that is not working to its full potential.
An HR team can be far more than a department of administrative experts and employee champions, on the sidelines of the company’s business activity.
The HR team can be a business partner. The HR team can be a strategic agent for change. Like every other function, the HR team should be focused on business growth, and participate in delivering your company vision.
At Kinetic Consulting, we aim to unleash the potential within your HR team, enabling them to contribute directly to the top and bottom line results.
ACTION
The key difference in a Strategic HR department is the collaboration required with the business leaders. The people working in the HR function need to have the right capabilities in order to be credible and add value to the business of their corporation.
Our work is based on the Ulrich model, which splits the HR focus work into 4 quadrants: Administrative Expert, Employee Champion, Change Agent and Business Partner.
At Kinetic Consulting, our knowledge and experience both in Strategy development and deployment as well as in Strategic HR, enable us to deliver remarkable results. Our consultants intervene in the top 2 quadrants: Change Agent and Business Partner. We conduct:
- Assessments of the current HR function
- Training for key strategic skills HR capability building
- Workshops to coach the HR function towards being business partners and agents for change
We will coach and facilitate, in order to ensure a winning outcome – a Strategic HR function for your organisation that can perform:
As a Business partner, able to:
Facilitate strategy development for business teams by using different techniques
Plan and facilitate strategy deployment to the whole organization
Align the organization strategy with the business strategy to ensure it will be delivered
Redesign the organisation to support strategy
As a Change Agent, able to:
- Design major change communication plans
- Coach leaders through the change
- Assess and understand key differences and strengths of cultures, in a merger for example.
- Adapt HR strategy to external developments such as demographic changes or moving HR organisations into new geographies (e.g. emerging markets).
The Outcome: your HR function delivers tangible business results, rather than staying predominantly focussed on policies and processes.
