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HR Consulting

What we do in HR Consulting?

In today’s VUCA world (Volatility, Uncertainty, Complexity and Ambiguous), the business environment changes at rapid phases.  Organizations that are agile, flexible  continuously able to adapt and grow whereas many other organizations especially small and medium organization are succumb to the challenges pose by the digitalization, Covid-19 pandemic and economy downturn.

We help organizations across the private, public, and social sectors create the Change that Matters most to them. Talent Hut support organizations to be more agile and embraces digitalization process to enable organization to be relevant and continue their growth journey now and in future. 

From the C-suite to the front line, we partner with our clients to transform their organizations, embed technology into everything they do, and build enduring capabilities especially people related processes and practices.

How do we do it?

Our consultants decipher our client’s business strategy and purpose into the key capabilities that the business needs to succeed. We translate these capabilities into an agile operating framework, including a sustainable organizational design. Then, we support our client’s to make the change happen. Although the list below is not exhaustive, these are some the areas where our consultants assisted their clients:

Customized HR Operational excellence framework
Total Rewards Design and Engagement
Talent Strategy
Employees development

Let’s look at the details of each of the areas.

Customized HR Operational Excellence framework.

For a formula one team to win the race, the engine of the car needs to perform at optimum level. Likewise, an organization to excel; the people practices especially HR operational needs to perform at excellence level. Our consultants support clients to identify each organization strength and area for development (AOD) by performing audit on people practices that includes polices, practices and system and cross reference it with client’s business strategy. The audit is done via document, policies audits and interviews with different stakeholders. Upon identifying the opportunities for improvement, client is roped-in to consider the various options available and support the implementation of the agreed solution. The solutions that we have implemented include system implementation, amendment to policies and as well as organization redesign to increase the efficiency.  Without the right structure, even the best strategy is just a wish list. That’s why organizational design matters. It defines clear roles and processes that empower people to do their best work—giving them accountability and buy-in while cutting back on wasted effort. It fosters collaboration and inclusion. And most of all, it makes client’s organization more agile, more able to respond and adapt to rapidly changing market and customer demands.

Total Rewards Design and Engagement

Success of an organization hinges on how engaged and how motivated are the people in that organization.  The right rewards are critical. For most companies, rewards form the centre of a talent strategy framework that supports the goals of your business. 

But meaningful rewards aren’t one-size-fits-all. They should be designed to achieve the right outcomes and reinforce your company culture. Will you need rewards that vary by geography, business unit, skill area, generation and employee demographic? For most companies, the answer is yes.

To make them meaningful for both your business and your employees, your rewards should be:

Based on market data
Result oriented
Delivered fairly and consistently
Designed to support individual career development

Our consultants have extensive experience in designing the total rewards strategy that includes tangible rewards like monetary benefits (salary, overtime, allowances, bonus, etc) and intangible benefits (opportunity for career growth, learning and recognition). Please contact us if you need more information.

Talent Strategy

According to an Harvard Business Review Article by Nilofer Merchant dated June 20, 2011, In most companies, only 5% of people know the strategy. That’s absurd. We ought to have 100% of our people to know the direction we’re going. The article also stated that talents plays an important factor in the success of organization. Thus, it is essential for organization to have a good talent strategy that is aligned with business strategy.

Our consultants has vast experience is supporting our clients to develop talent management strategy and aligning it with client’s business strategy. Although the list below is not exhaustive, here are the list of our offerings:

Talent Management Framework
Designing Competency library for each job level and job family
People managers development on area of coaching and interviewers skills
Designing and deployment of customized Development Assessment Centre
Employee development

Business Strategy

Our consultant can help client identify and solve the challenges that stand in the way of their growth and progress. Our consultants will work with client as colleagues, shoulder-to-shoulder, until we have delivered the results that matter to client. Ideally, we create a better future for our clients and our people.

Areas of business transformation:

Engage with client on their terms – We can help our client’s company improve customer experience and develop customer strategy through digital.
Optimize client’s sector operations – We can help client to develop an operation strategy for effective operations management of the challenges facing their business.
Streamline client’s support functions – Making client supply chain and procurement service delivery models more agile and effective.
Leverage client’s people as a strategic asset – We can help our client’s company remodel organizational design and HR strategy beyond traditional talent management approaches.
Implement an effective Inclusion and Diversity strategy – We can help you develop your workplace culture through the implementation and adoption of an effective I&D strategy.

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