Your stakes:

The performance of the HR function aims to contribute directly to the success of the organization through the implementation of HR practices. It aims to:

  • Most clearly identify the areas of activity where it creates value
  • Appreciate the ROI on the HR and financial level (eg training)
  • To legitimize, for the HR actors themselves, their roles and actions

This performance goes through three essential and cyclical stages: anticipation, control and measurement.

 

Our accompaniment:

Analyzing the performance of your HR function
  • Auditing the performance of your HR function on all or part of your processes and policies
  • Realization of satisfaction survey, social barometer, analysis of your indicators in confrontation with our benchmarking of HR practices on close companies (sector and / or problems)
  • Construction and assistance in the implementation of an action plan
Improving the management of your HR processes and social & salary policies
  • Audit of all or part of processes and policies with associated quantitative and qualitative improvement plan
  • Employer image audit and recruitment (attraction and retention of employees, community management, e-reputation …)
  • Realization of satisfaction survey, social barometer
  • Analysis of your indicators in comparison with our benchmarking of HR practices on nearby companies (sector or / and problems)
  • Construction and assistance in the implementation of an action plan
Structuring the management of HR performance
  • Definition and implementation of a performance management process
  • Construction of a contract of objectives (objectives, action plan, indicators, etc.)
  • Definition of a performance plan
  • Drafting of an investment file (HR assumptions, operating budget, areas for improvement, investment needs, …)
Construction of dashboards and performance monitoring indicators
  • Analysis of actual and potential performances as well as malfunctions
  • Implementation of tools facilitating decision-making after analysis of monitoring indicators, and implementation of corrective actions
  • Prevention of possible new opportunities and risks
  • Respond to governance issues and the long-term strategy of the company.