Organisational Design

HR Strategy Development

• Understanding the current state: We partner with you to validate the organisation’s mission, vision, values and company strategy. We leverage from our range of resources to determine and evaluate internal and external factors as well as opportunities and threats.
• Defining the HR Purpose/Future State: It is in the organisation’s strategic context, that the Human Resources Division consider its purpose, focus and delivery approach, to ensure a meaningful contribution in enabling the business to achieve the set company strategy.
  We partner with our clients, utilising our proven range of frameworks and tools to formulate a compelling HR Strategic Focus and Value Proposition.
• Formulate the HR Strategy: Defining the essence of the HR Approach, the elements it is underpinned by and the key drivers.
• Define and Detailing the HR Focus Areas: The outcome being a detailed HR Strategy, defining Key Performance Indicators for each functional area, with clear goals, measures and timelines.
• Execute the HR Strategy: Executing on the HR Strategy requires deliberate and intentional delivery in a structured and measured approach by assigning responsibility for each of the initiatives and projects/programmes identified in the HR Strategy.

Change Management

Companies are continuously challenged in today’s world where “business as usual” is no longer sustainable. There is a need to be aware of the changes that are required to remain relevant and increase success, whilst encouraging workforce productivity. This will ensure that business continue to remain relevant and grow in a sustainable manner.

Ensuring value driven change initiatives to meet organisations objectives on time and on budget our Change Management services include:

• Development of a “fit for purpose” Change Management Framework
• Develop and Implement Change Management Strategies
• Analyses and Design: Review of the Organisations strategy and change curriculum design
• Start-Up: Project Scope Approval, Project Plan and Charter, Project Team Constitution
• Development: Development of content in the form of Toolkits
• Implementation: Facilitator Orientation, upskilling of identified people to adopt the message, driving change
• Monitoring and Reporting
• Communication: Stakeholder Segment Analyses, Communication Strategy and Plan Development, Communication Design, and Implementation
• Programme Management and Skills Transfer: Progress Reporting, Risk and Resource Management, Quality Management, development of skills transfer plan and upskilling

Change Management Toolkit
Our Change Management Toolkit software equip and support change leaders step-by-step and enhance the successful implementation of change management interventions. Our Change Management Toolkit includes clear, easy-to-use templates that align Change Management Interventions.

• Assess the need for change
• Define and set Change Objectives
• Plan Change Communication
• Prepare the Workforce to Implement Change

The information obtained through the application of the Change Management Toolkit culminates into an automated project plan with milestone identification.

Employee Value Proposition

The Employee Value Proposition (EVP) is a critical programme in attracting, retaining, and engaging the best talent for your organisation. Connall Consulting use the employee input experience lifecycle touchpoints aligned to your organisation’s HR value chain output services and products. Our approach to EVP undergoes the employee lifecycle and touchpoints due diligence analysis to assess the HR value chain product and services process.

Connall Consulting through the Employee Experience Lifecycle process deliver the following services:

• Strengthening and building Employee Experience – Improving Employee Experience (EX), gap analysis report
• EVP Framework/Concept Proposal
• EVP Strategy Development and Programme
• EVP Strategy and Programme Implementation
• Operationalise the EVP
• Post Implementation Review

Employee Satisfaction Survey (ESAT)

The purpose of Employee Satisfaction (ESAT) survey is to identify factors that influence overall employee satisfaction and engagement in the workplace. This information provide insight related to employee preferences and highlight key areas for organisations to consider enhancing initiatives for organisational engagement improvement. Our ESAT services include the following defined methodology to ensure imperial data collection.

The survey is digital to create 24hrs accessibility and utilise several platforms to enhance accessibility and employee participation. Our system’s BI (business intelligence) functionality generates data analytics with no human intervention to report analysis.

The following is the qualitative and statistical roll-out process to conduct the employee engagement survey:

• ESAT Digital System
• Data Quality Assurance and Data Validation
• ESAT Executive Report
• ESAT Reports in line with the Organisation Structure and
• ESAT Stakeholder Presentations Feedback Report.

Organisational Culture

Organisational Culture is the cornerstone of an organisation’s strategic achievement. Organisation’s success depends on its culture, that defines the way things are done, that are associated with habits, values, mores, and ways of acting (norms) by all stakeholders.

Our approach is to understand the organisations Corporate Strategy, Governance Framework, Delegated Decision-Making Authority, Operating Model, Business Process and Performance Management, People Management Practice, Ethics, ICT and Innovation, etc, that drives the current organisational culture. Connall Consulting through the above process deliver the following services to derive at the optimal organisational culture:

• Diagnose the current culture
• Develop a statement about ideal culture and values
• Develop the Leadership culture and values CANVAS Delivery Model
• Programme manage the culture and values employee workshops to engrave the defined culture and values
• Conduct the organisational culture climate change survey, report and proposed interventions

Organisational Design

The achievement of orgnaisations business objectives must be supported by enabling structures, workflows, and procedures, organised to provide for the relevant capabilities and reporting hierarchies. The objective of an organisational design approach is therefore to enable structural changes/amendments to ensure the organisation remains agile. A framework will enhance the ability to respond to structural change needs in a way the organisation can respond to internal and external business changes and/or needs for alignment.

Our Integrated Approach to implementing your Organisational Design/Review – “new ways of work” Include the following:

Strategic Workforce Planning

COVID-19 – A Measured Response

The COVID-19 pandemic has had a severe impact on businesses globally. The pandemic and its far-reaching impact compelled organisations to conduct in-depth analysis, revisit and adjust strategies and plans to navigate the unprecedented times. A swift and defined Human Resources Response Plan ensures organisations adopt agile and resilient new ways of work.

To assist organisations, circumvent or minimize the impact of COVID-19 we provide the following services:

• Workplace and People Management Response Plan
• HR/Workforce Optimisation
• HR Cost Optimisation Principles and Framework (Employee Benefits, Overtime, Bonuses, Increases, etc.)
• Freezing of Hiring decisions
• Flexible Work Arrangement (Performance Management Toolkit).
• Development of a Hybrid Workforce Model
• Right Sizing i.e., Reorganise and Restructure