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SERVICES

The Human Resource and Organizational Development Business Partner covers HIRING TO MANAGEMENT AND MONITORING of deployed staff and internal employees. As an external Human Resource and Organizational Development Business Partner, we provide end-to-end services and support so that the company can focus on its Core Business Operations.

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Our services are adapted and customized as per the needs of the organizations thereby befitting their needs completely. Also, The model is delivered through defining the deliverables and platforms over the period of engagement and is supported by monthly reports and updates as assurance that all service commitments are delivered and achieved.

Outsourced HR

  1. Internal Staffing

    • Recruitment Strategies

    • Competency-Based Screening

    • Technical Screening for IT and Technical Positions

    • Behavioral Interviewing

    • Branding strategies

  2. Employee Relations and Compliance

    • Employee Engagement Surveys and ER Platforms

    • Management of current Policy/Formulation of Code of Conduct and policies and procedures.

    • Contract/records Management and Compliance

    • DOLE Case assistance

  3. Compensation and Benefits

    • Salary Structure

    • Policies on Performance Increases, Tenure and bonuses (based on client demands).

    • Evaluation Standards and Metrics guidelines.

    • Benefits Planning or Rewards and Recognition (Anchored to Competency Map and Performance Management Results.

Organizational Structure

An organizational structure defines how activities such as task allocation, coordination, and supervision are directed toward the achievement of organizational aims.

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  • Crafting of Operations Workflow and

  • Company Manual

  • Identifying Department Responsibility Links

  • Job Evaluation

  • Strategic Planning and Project Management

Performance Management System

This program facilitates the attainment of individual and corporate goals. Performance Management systems enable you to track and monitor the performance of individual employees, departments, and the organization overall.

 

This system is often based on organizational and job specific competencies which need to be obtained for successful job performance.

  • Establishment of KRAs and KPIs

  • Setting Performance Goals on Technical, Leadership

  • Monthly Monitoring of Individual Performance

  • 360-Degree Feedback Processes; Behavior and Leadership Ratings

  • Workforce Planning and Assessment of Service Ratio

Competency Development

Competency Profile and Metrics is a tool needed to properly identify the skills of an employee and assess if they are it to their positions and accountability. Also, this tool is necessary for Job and position Alignment which is commonly used for employee promotion and succession planning.Our structure also supports a performance-based salary structure model.

 

There are at least three types of competencies to be identified per Department:

  • Core competencies – Required by all positions in an organization in order to be able to successfully perform duties required to meet the organization’s mission, vision, values and strategic plan.

  • Common competencies – Required by a specific organizational unit or type of position in addition to core competencies in order to successfully perform the duties required.

  • Position competencies – A competency specific to a particular position, required at a higher level of proficiency. Technical competency

Culture Alignment and Change Management

When your organization undertakes projects or initiatives to improve performance, seize opportunities or address key issues, they often require changes; changes to processes, job roles, organizational structures and types and uses of technology.

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Change management is the discipline that guides how we prepare, equip and support individuals to successfully adopt change in order to drive organizational success and outcomes.

  • Forming - Identifying the path where the organization is heading. Fix, align and deliver troubleshooting platforms that obstructs the operation.

  • Norming - Implement programs that will let the people get engaged with the company’s mission. Deliver a strategic routine that will promote proactive participation and the development of the people’s potential.

  • Managing - Assess the effectivity of the programs and equip the functional leaders with the right management principles identified by the company.

  • Maintaining - Creating a succession of support programs in order to fully uphold the identified culture.

Team Development Programs

Our team designs various types of activities based on the identified social relations or targeted thrust for the teams, our approach often involved collaborative tasks, which is designed to improve the efficiency and interpersonal relations.

  • 1. Strengthening Relationship / Just for Fun Activity - Team activities for outing and recreation. 

  • 2. Team Development – Team building activity that aims to develop teamwork and goal alignment. This can also be administered for a newly formed team/group, possibly due to reorganization or restructuring.  

  • 3. Work Stress - The team is experiencing stressful batteries from work and needs to be realigned/refreshed/re-oriented on the goals and targets of the company.  

  • 4. Conflict Management - There are unknown/unresolved/determined/existing issues within the team that needs addressing.  

  • 5. Communication - There were visible barriers on communication in the team and/or cross functional units. There have been errors on performance that is leading the team to underperform or has put the task at risk. 

  • 6. Openness to Change - There are instances that some proposals were not pushed due to the acceptance of the members to change. Some old members were showing signs of being fused with routine and participates less on other activities. 

  • 7. Pro activity and Consistency -.There are members who miss on details and rely to their team lead for instructions before moving. 

  • 8. Understanding Collaboration - Some of the members are only concerned with their functional group/individual tasks. Also, some members/functional units were not operating in sync despite given directions. 

Step-Up Program

The objective for the step up program is to develop new breed of line leaders that will be immersed with the achievement of the company’s “True Vision”. This corporate training program will teach them how to stop playing on average stance and start leading them to greatness; making them realize that they are a vital part to our organization's future. Investing in leadership training will help us build a new breed of leaders.

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Program Model: Succession Planning / Apprenticeship Program

The Consultants will have a weekly appearance/engagement to the client-company to ensure that all developmental platforms and programs are followed and to monitor and evaluate your employees and company performance.

 

Our clients are also entitled to access other skills or coaches on our consultant’s data base, without extra cost.

 

You may schedule your free assessment to know more about how we operate and how we can help.

Business Registration

Assistance on processing certain permits and licenses from several government agencies.

  • Secure Business Name with the Securities and Exchange Commission (SEC) Register with the Securities and Exchange Commission (SEC)

  • Department of Trade and Industry (DTI)

  • Local Government Units (LGU) – Such as Barangay and Mayor’s Office.

  • Open Corporate Bank Account

  • Register with the Bureau of Internal Revenue (BIR)

  • Register with the Social Security System (SSS)

  • Register with PhilHealth

  • Register with Pag-IBIG

  • Obtain a Mayor’s or Business Permit

  • Barangay Clearance

  • Locational Clearance

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