We realize that Executives are the key element to your organization's success. Our seasoned executive search Consultants understand how to identify qualified professionals who will contribute to the strength of your organization.

Our HR audit framework will assist you to see whether your HR function, practices and resources are aligned to your vision and business strategy, thus, contributing to the achievement of business objectives.

Our HR Audit framework consists of three stages:

Strategy Articulation, HR Audit and Recommendations.

Change is unstopable, unpredictable and not happened in constant wave. Change is change itself and it is permanent. To be prepared in facing change, we have to understand it, manage it and further enable those who are involved. Change enablement is a key success factor in dealing with uncertainty in today's business world.

The most important element in ensuring the success of business is by implementing the correct organization design which puts the right purpose in the right position with the right responsibilities. To enable this, organization has to develop the basic infrastructure of job description, which will provide the most current information on the employee's responsibilities and functions within the organization.

Competency Model is a powerful tool for identifying the type of knowledge, skills, and personal attributes that are required to drive an organization forward. It also provides a valuable ongoing benchmark to assess whether employees’ behavior is alignment with the organization vision, mission & strategy.

People want to work for outstanding companies. Pay and other rewards are part of the formula that people look for. Pay can help enterprise to speed the business performance. We help organization to align pay and other rewards with business goals to achieve business goals and also share the success with the workforce.

One of the organization's basic infrastructure is the existence of job grading and salary system. Those two basic infrastructure were developed through mechanism of Job Evaluation. This process is enable companies to provide a fair and objective job value that will be developed into job matrix, grading and salary system.

As part of the human resource cycle, industrial relation management is one of the strategic role of the organization. With current global business situation, industrial relation management is becoming a sensitive and delicate matter, especially when it comes to legal issues. By put this into one of the strategic factor within organization, it will not just nurture a positive and conducive working atmosphere but further will ensure a high morale of employees.

Training program in a mean of human development process which carries the most important element in strategic human capital decisions. The training program will be developed through a comprehensive need analysis and balanced with appropriate budget consideration. It will provide organization with a continuous development on its people with the optimum investment.

It is the time to focus on the organization's core competence and outsource the non value added jobs. By doing this, organization will be focussing on the strategic business and performance that being the core of the organization.

We realize that executives are the key to your company’s success. Our experienced recruitment consultants know how to identify qualified professionals who will contribute to the strength of your company.

Using our proven Change Enablement framework, we will help you facilitate people’s willingness and ability to change. Our organization transformation services will assist you in implementing any of your strategic business agenda, whether it is strategy alignment, merger & acquisition, or new business initiatives.

Situational Diagnostic Assessment (SDA) is our tool that assists your organization in undertaking an organizational assessment of change and enables your organization to set a successful direction for their change initiatives. The SDA takes a high-level approach to assessing an organization’s change situation and readiness around some of the key elements allowing a comparison of the organization current state with the Change Enablement’s eight best practices.

Depending on the context of your change initiative and Situational Diagnostic Assessment result, we will devise an integrated plan to facilitate your organization transitioning to the “new future”.

The change strategy will consists number of interventions and involve different level of stakeholders as required by the change processes.

Our organization design framework operates through consideration of the strategic goals, the business drivers and constraints, and then relating them to the four cornerstone: Process and Technology, Culture and Informal Organization, Formal Organization and Competencies and Skills.

The 3 most important elements to drive change: Communicate…Communicate…Communicate!!!

This is why communication is seen as the key success factor to reduce resistance and increase people’s level of awareness, buy-in, and ownership of the change program.

“What gets measured gets managed and what gets rewarded gets done!”

Using this premise, strategy or organization transformation program should be closely tied with Performance Management & Reward System.

“Change never happens unless the change in behavior occurs”

Changing your strategy will only happen on paper unless you create integrated structural and cultural alignment because old behaviors “live and dwell” in the old culture. Our structured approach in aligning or developing new culture will guide you to take appropriate actions in appropriate order.

One of our opportunity to be a partner with you is to establish the world-class infrastructure for better leveraging and managing your most important asset - your people…

HR function becomes strategic when their programs, roles & responsibilities are closely linked with business strategy. Using the strategy articulation map, we will be able to define the performance drivers which will be implemented as HR programs and tailor-fit the performance enablers or the HR roles & responsibilities.

To develop HR blueprint means to build HR programs into a logical & meaningful systems. The blueprint will explain the interrelationship and sequence of activities. It assists HR professional as a roadmap to implement HR strategy.

As the custodian of people in the organization, HR department is required to operate in a way that support the speed and agility of the business. An operating model describes the way the HR department operates in relation to its activity, customer, and level of authority. This model will serve as the foundation in designing the structure of HR department.

In order to be able to free more time for a strategic role, HR department needs to minimize the administration burden. To achieve operational excellence, we need to continuously review and improve our processes to ensure effectiveness & efficiency in executing HR programs.

Competency-Based HR System is an HR system which employs competency as the primary basis in making HR decisions. This is seen as the more reliable factor for longer term decision such as recruitment, career development, and reward.

Invest in People implies investing in the development of competencies. Italso implies the need to have the infrastructure and resources to building up the function, making human resource development and learning institutionalized. A well designed curriculum will speed up efforts for competencies attainment through a systematic learning programs. As a next step, course development intends to detail the number of courses in the curriculum.

It is undeniable that assessment center has become one of the most powerful process in identifing potential within organization or when inviting individual to join one organization. Our seasoned Consultants are trained and internationally certified in using several assessement tools that will provide people's profile that will enable strategic decision making in people management.

Perhaps one of the most effective and efficient method to create a value added within an organization is by applying an integrated human resources system. This will enable organization to perform it task continously and maintain sustainability of quality.

Training Center as a foundation of people development management carries the most important element in strategic human capital decisions. Training Center provides more than just a training and learning activities, but also an overall aspect of organization investment in people development.