HR advice and support - Human Trajectory Makers

HR advice and support

« Aucun de nous, en agissant seul, ne peut atteindre le succès »

Nelson Mandela

Our experiences and expertise acquired in various environments allow informed and clear diagnoses, operational services on all HR subjects, quick and early actions appropriate to the objectives and challenges of our clients.

The time devoted to our interlocutors, to the knowledge of the structures and organization in place, are carried out as a preamble to every new strategy, step-by-step, to provide an elaborate diagnosis, because there can be no action without prior knowledge and assessment of each individual business landscape.

Indeed, companies must regularly face new strategic challenges, infuse new managerial dynamics, strengthen ties and reinforce team cohesion around new projects, even more so now with the ongoing health crisis and the development of remote working. Consequently, it is necessary to support executive management and human resources departments via new approaches and methods, new processes and tools in order to be able to propose continuous action putting people at the forefront with support followup.

Depending on the needs of our customers, we also offer specific support that can be organized around different axes such as :

Legal and Social :

The legal and social audit is particularly recommended for a company that is growing, whether in terms of size, turnover, changes in structure, because the more it grows, the more complex organizational and HR constraints are to manage and analyze with an objective eye.

This is the reason why at key moments in the life of the company, it becomes important to provide an update on the human resources situation as well as the organizational structures in place that can limit smooth exchanges and adversely affect internal communication.

A structured audit makes it possible to check :

– the internal human resources management practices of the company, also respecting the various external normative frameworks

– the conformity and relevance of the procedures and rules in place

– the analysis of the psycho-social situation, in order to properly prepare a major transformation or a change in strategy that can have a strong impact on personnel

– anticipation of social, economic and legal risks

Exploring an exhaustive grid of themes combined with individual interviews, on the basis on facts available, we can drive forward with a complete analysis, recommending corrective actions, priorities (including emergencies) in tandem with our customers.

Talent acquisition and development – Talent acquisition & Talent management :

Human capital and talent management are at the center of business performance. Developing the skills critical to success, mobilizing employees working on strategic priorities and putting the right skills in the right places are key success factors of any strategy.

We have carried out massive recruitment campaigns for executives and managers during our careers; good recruitment is an opportunity to put proper perspective on each position in the light of changing needs, and to nurture your team with new profiles and new skills.

We work together with our clients and reflect upon the 3 levels of suitability that generate success for any new recruitment: the suitability of the candidate’s profile with the requirements of the position, but also with the team’s and company’s profile, its culture in particular and then to plan and organize the various and crucial stages of the recruitment process.

Attract :

– Develop an employer brand and make the company attractive for its employees and potential employees

– Integrate the CSR approach and be part of a responsible approach in favor of sustainable development

– Anticipate with a business needs & people needs approach

Recruit :

– Structure a recruitment process aimed at finding the right profiles with accuracy and efficiency

– Develop new approaches for generations Y and Z

– Set up an evaluation process for internal potential and in-house talent (technical skills and interpersonal skills)

To integrate :

– Secure hiring, write an integration plan, plan different stages and debriefs during the trial period

– Personalize/customize the welcome (role and responsibilities), involve the team by appointing a mentor

– Engage quickly in operations and remain available for talks

Hold back/retain/secure :

– Develop a sense of belonging, with information provided by line managers who demonstrate transparency and role modeling

– Put people at the heart of the organization, develop collective approaches

– Invest in the quality of working conditions and recognition of employees on a daily basis

Develop :

– Measure employee satisfaction with 3 indicators: turnover rate, absenteeism, decrease in productivity

– Set ambitious but realistic goals

– Set up career committees, take into account training needs

Recognize :

– Build loyalty with an adapted remuneration package and recognition… Stimulate, personalize while maintaining real equity

– Build succession plans (not the resources only available at time T) and guarantee continuity in the performance of organizations

– Identify key positions, critical positions, create talent pools and continuously assess succession plans

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