• HR Transformation

HR Transformation

“Investors and organization leadership in Pakistan have begun to realize the impact of an empowered HR function and have begun to seek channels to bring HR to a strategic platform in order to driver better value from talent and gain an edge in the market”

As the driver of an organization’s people agenda, the HR function is in a key position to deliver sustainable competitive advantage by being equally (if not more) accountable for achieving profitable growth as other mission-critical functions such as Finance and IT.
PKF’s HR Transformation professionals advise and work with HR and other senior executives to increase the value of HR in a number of mission-critical areas. They help leadership teams to:
• Identify and manage talent by focusing on the people and roles that deliver differentiated value.
• Create authentic organization cultures of sustainable cost control, innovation and performance improvement.
• Provide people-driven outcomes that drive business performance.
• Optimize HR information systems to enable leaders to make better decisions while providing employees and managers with the benefit of ‘fit for purpose’ processes.
• Predict where and when talent is needed through strategic workforce planning.
• Create tailored performance systems that drive market leadership.

Organization Design for Performance

All organizations are perfectly designed to get the results they get.

An organization that wants different results must change the way it does things because all organizations are perfectly designed to get the results they get. Lack of organizational clarity can debilitate a company. It can derail efforts to achieve business goals because people aren’t able to focus on the right work within the right structure.
Well-defined responsibilities, properly empowered people and a sound decision-making framework are the keys to establishing and sustaining a high performance environment.
PKF can help you discover a new organizational model that fosters increased productivity, clear alignment to business strategies and fit-for-purpose organizational structures.
We can work with you on the following areas:
Strategy articulation – Based on business strategy, a set of objectives and priorities dictate the design principles of the future-state organizational model, making possible the alignment of strategy and structure.
Conceptual design – After analysis of design principles and future-state alternatives, the planned organizational model is reconciled with current operations to facilitate gap analysis of key structural elements, including organizational capabilities, role descriptions and spans of control.
Organizational assessment – Based on business strategy and conceptual design, we look across several organizational dimensions (e.g., capabilities, talent, culture, leadership) to define current challenges and identify specific changes that will likely improve performance and meet organizational objectives.
Organizational governance – With an operational, detailed design of the organizational structure, roles, responsibilities and ownership of decision rights are established to strengthen operational efficiency.

Why is ODP a crucial aspect of driving strategy for any business? here is what we think:

Employee Engagement Assessment

While employees may be happy to attend annual retreats or receive increments in their salary, is it really what matters to them when they tap into discretionary efforts to fulfill organizational goals?

It is not just a tick in the box

With access to specialist resources and technology becoming increasingly easy, it is challenging to differentiate from the competition. Unique selling propositions shift their burden from one source to another as the competition is quick to match its offering with changing market dynamics.
Organizations, regardless of their size, nature or geography need to rely on their workforce every day to improve mobility to blue oceans and reinvent competitive advantage to stay relevant and win over and over again. This is a tedious process for many and is the source of increasing costs for organizations spending more and more time on planning. Today’s fast paced markets require businesses to innovate continuously and respond faster than ever before
It is critical that employers support their workforce and provide them with all the resources to make this process effective and efficient. The most important resource and catalyst is ‘Engagement’.

Where to begin

It’s a mindset at first – It is important to begin by realizing that people are an organization’s greatest asset. Taking care of employees is therefore central to any organization and will enable them to function at their full potential – engagement is what unlocks this potential and moves you closer towards reaching your business objectives.

Before you begin

Before starting to make plans on engaging your workforce, take a step back and understand what makes employees’ at your organization tick. Every organization is different in its value proposition to its people. It is essential to understand where your organization stands in terms of its strengths and weaknesses in its relationship with its employees.
This part is a small yet crucial step towards setting an effective HR strategy that works for your organization

Understand the engagement journey to organizational growth and productivity

The level of engagement will positively or negatively influence employees’ willingness to go the extra mile at work, innovate and assist a company in reaching the corporate or unit strategy while enhancing their own sense of well-being. Engagement has a great effect on organizational performance and drives bottom-line results.
Whether the focus of your organization is on boosting profits or improving the quality of your products and services or to increase the level of customer satisfaction, it all starts from a productive and creative workforce which is engaged with your organization.

How can we help? – Not just statistics, but the full picture