Human Resource Transformation for an Infrastructure Company

Customer Profile:

The client is one of the leading infrastructure companies.

Project Background:

The client wanted to explore the significant opportunities to improve the business and prepare for growth in the infrastructure industry, by transforming their Human resource function.

Project Scope:

The client wanted a futuristic structure and a Human Resource Strategy in line with business objectives. With such a large work force, the client also wanted to design its talent management strategy.

Approach & Methodology:

1. Service Delivery Model
   • Detail the Service Delivery Model in terms of structure and detailed process designs for the HR verticals.
   • Assist in the implementation of the Service Delivery Model to include:
     • Detailed Function structure
     • Future roles and competencies required
     • Process designs with mapping to new roles in the Delivery Model
     • A strategy and plan to transition to the new HR structure and implement the new processes
2. Build Talent
   1. Strategy, plan and tools for implementing the Talent Theme recommended in Phase One
3. Core HR Programmes
   • Blueprint and implementation of the HR Programmes recommended in Phase One.

Engagement Deliverables:

• High level and detailed departmental future HR strategy, structure, Programmes
  • HR strategy
  • HR Structure
  • HR programmes
• Understanding of current HR processes and identified priority processes for further development
• Job descriptions and organizational sizing, detailed process designs for prioritizing HR processes such as recruitment
• Assessment and mapping of individuals to roles including high level developmental plans for key groups of roles
• Strategy and plan to transition to the new HR structure and implement the new processes and core HR Programmes
• Change Management for smooth implementation and adoption of recommended processes

Value to the client

• HR strategy, structure, processes, scorecard, core HR Programmes in line with business strategy
• Job descriptions and competency framework consistent with the business strategy and desired culture
• Competency based talent management strategies
• Blue-print for talent segmentation and approach for building and managing the talent segments