In a world of rapid flux, organisations must change their priorities from a traditional focus on planning and control to emphasise speed, innovation, flexibility, quality, service and cost. The HR team has to demonstrate their commitment to meet these key business drivers. A major problem confronting HR managers today is to increase line management and employee productivity, provide higher more value-adding levels of HR service and internal customer responsiveness and at the same time reduce costs. What is needed is a HR team that is customer-focused and market-driven in its external relations with customer and process-focused and team-oriented in its internal operations. Only such a HR team can look at the way work is performed across the organisation and seek to make HR processes more logical, effective and efficient. Such an effort is at the heart of HR Optimisation and Process Re-engineering.
What is HR Optimisation & Process Re-engineering?
In essence, HR Optimisation and HR Process Re-engineering is the fundamental rethinking and radical redesign of business process to bring about dramatic improvements in performance. There are four key words in this definition:
“Rethinking” it refers to total rethinking. Beginning with the proverbial clean slate and reinventing how you would do your HR work.
“Radical” means going to the root of things and not about improving what already exists.
“Process” refers to a group of related tasks that together create a value for internal customers
“Dramatic” significantly increased labour productivity; simplifying the work; reduced cost; rapidly reduced cycle time; greater accuracy and management of information, reduce non-value added activity in the organisation; creating internal customer and end-user awareness; increased internal customer satisfaction.
HR Optimisation is an important service quality management philosophy. It aims to achieve significant and sustainable improvements in performance by re-engineering and „co-designing‟ the processes through which an organisation operates, maximising their value-added content and minimising everything else. This approach can be applied at an individual process level or to the whole organisation.
What HR Process Re-Engineering Is Not
There are many widespread misconceptions about the nature of HR process re-engineering.
HR optimisation and HR process re-engineering is about re-thinking work from the ground up in order to eliminate work that is not necessary and to find better ways of doing work. HR process re-engineering eliminates work, not jobs or people.
With our expertise and experience in the different disciplines of HR Management we are able to analise and benchmark current practices and develop a suitable solution tailor-made and suitable for your business.
The following holds true in business and it has been proven over and over through research:
The inherent dilemma with each of these is that they require a long term perspective from the leaders in the organisation. There is no quick fix to address leadership brand or capacity. There is no simple way to improve levels of employee engagement. You simply cannot change customer experience overnight.
We believe in an effective, efficient and rapid approach where we partner with you to produce the desired results for your business. This collaborative experience delivers unique and customized solutions for your organisation. Our aim is to transfer knowledge and skill so that we equip our clients to become self sufficient in sustaining business results.
Our consulting methodology takes you through process of DISCOVERY within which we facilitate a diagnostic of how the business and its Leadership are perceived by the employees.
Based on the information gathered we DESIGN A SOLUTION with you that would facilitate a process of moving your business from its current state to your future intent.
We collaborate with you in PLANNING AND IMPLEMENTING the preferred SOLUTION and we will REVIEW the progress towards the future intent on a continuous basis.
At all times throughout the process we ensure continuous Knowledge transfer, Capacity Building and implementation support.
The process is supported by continuous Change Navigation and Communication and we manage the Project with the client throughout the entire process.
As a result of fierce global competition and the skills shortage both nationally andinternationally, now more than ever, the success of a Corporation depends largely uponManagement’s ability to attract, develop and retain the best people.
We specialise in the placement of the best executive talent. We source and identify candidates with the relevant qualifications, skills and experience who will add value to any team.
Dreygon Search was established and developed to take control of Specialist Recruitment needs in view of the rapidly unfolding changes in the local and international market. We continue to position our business at the top end of the market for the best Executive talent. We remain focused and constantly identify and acquire fresh opportunities where our expertise will contribute to you company’s requirements and performance.
Whilst the main line of our expertise is in the recruitment of Professional Technical/ Engineering job type categories; our search is also conducted in other fields. Dreygon Search has associations with other professional Search Consultants both locally and internationally, which makes our scope of search so much larger and enhances our ability to deliver.
We pride ourselves in having extensive knowledge of the African skills market having recruited quite extensively in all industries throughout the continent, with great success during the last five years.. As a small company, we have the scope to be flexible and react quickly to make the most of Africa’s dynamic business environment.
We strictly adhere to an ethical code of conduct that is consistent with search consulting best practice throughout the world. In this confidential and sensitive environment, we strive to protect the interests of all concerned. As a result, we only accept assignments which we feel are professionally competent to undertake.
Eleven is the first number which cannot be counted with a human’s ten fingers. Hence, it may as well represent the human mind taking an effort to go beyond the obvious and expand the boundaries of the doable.
We are faced with the obvious next steps in our daily lives. But doing the obvious without thinking means doing the same thing everyone else does which means you are average. Average is not a winning strategy. How do you go beyond the obvious and do the unexpected … do the extraordinary … not be average?? The need to get beyond the obvious is critical not only for innovation and creativity but also for personal career growth. Doing what everyone else does leaves you in the middle of the pack. Leaders want people that standout and do great things.
All things are difficult before they are easy. — Thomas Fuller