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Your Human Resources Framework

For your organization to function properly, it needs to operate a robust Human Resources Framework with a well-defined set of elements that are applied in a consistent and transparent manner, as shown in the figure below. Any element within the chart that is out of alignment or not working properly, risks bringing down your entire framework, resulting in employee dissatisfaction and disengagement. This is why it is vital for you to periodically monitor all the key elements within your HR framework to ensure each remains relevant and the whole system operates in a synchronized and logical manner.

Human Resources Framework

Organizational Purpose & Vision

KPIs: Operations & Performance

Business Strategy & Goals

Organizational Purpose & Vision

Business Elements

Resources Alignment &

Reporting Lines

Cultural Values

Job Descriptions & Evaluations

KPI Definitions & Assignment

Salary Scales & Benefits

Leadership Competencies

Performance Management System

Technical Skills Development

Pay for Performance

Career Development &

Succession Planning

Soft Skills Development

Human Resources Framework

At OSR Consulting, we cover all of the core elements within your Human Resource Framework, starting with Organizational Purpose and Vision all the way down to Career Development and Succession Planning.


For ease of use, we break down the framework into five core categories, each with its own set of
elements

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  1. Organizational Setting Design

    • Purpose & Vision Establishment​

    • Business Strategy & Goal Setting

    • Business Targets Formulation

    • Cultural Values Definition
       

  2. Core HR Function Optimization

    • ​Resources Alignment & Reporting Lines

    • Job Descriptions

    • Job Evaluations

    • Salary Scales & Benefits Benchmarking
       

  3. Performance Management System Development & Activation

    • Key Performance Indicators (KPIs) Development and Activation

    • Leadership Competencies Definition and Activation
       

  4. Rewards & Recognition Enactment

    • Pay for Performance

    • Career Planning

    • Succession Planning
       

  5. Learning & Development Execution

    • Soft Skills Development Programs

    • Technical Skills Development

Organizational Direction Setting

Purpose and Vision Establishment: The concept of an organization’s sense of purpose gained prominence over the past decade as Gen-Yers look for deeper meaning when joining organizations. Equally, investors are becoming increasingly interested in organizations that pursue higher value propositions beyond quarterly profits. We use the Golden Circle model to assist you to define your Sense of Purpose and Vision. This process typically involves performing an internal analysis followed by a series of mini workshops with your top leaders.
 

Business Strategy & Goal Setting: We facilitate your business strategy and goal setting by using a robust process of research and analysis followed by a series of workshops with top leaders and directors. Our methods include Business Model Canvassing and Scenario Planning.
 

Business Target Formulation: Based on the outcomes of your Business Strategy and Goal Settings, we use the OKR (Objectives, Key Results) methodology to establish the semi-annual and annual targets for each division within your organization. These OKRs then become the basis for establishing department level and individual Key Performance Indicators (KPIs).
 

Cultural Values Definition: Core values establish your organization’s desired culture and they form the basis of the observable behaviors that are integrated into your performance management system. When correctly developed and executed, your core values establish what differentiates you from your competition. Far too few organizations take advantage of this opportunity and only establish a generic list of values that are soon forgotten and never enacted.

Core Human Resource Functions Optimization

Resources Alignment & Reporting Lines: We assist you to develop and activate the organizational structure that 1) best fits your business objectives and goals and 2) align with your overall purpose and vision. Traditionally, our mandates have tended to focus on hierarchical or matrix based structures. With the advent of Agile Organizations, however, we are now seeing an increasing number of our clients exploring flatter, more project based alignments which are honeycombed structures.


Job Descriptions: Using your organization chart as the foundation, we deploy an in-depth job analysis process for selected job functions. Based on the outcomes of this analysis, we develop detailed job descriptions in concert with an internal committee of your leaders and Human Resource managers. Ultimately, a Job Descriptions define the level, role and responsibility for each of your jobholders. Job descriptions also allow a number of your other human resource interventions including:

  • Information to facilitate recruitment

  • Effective basis for performance management

  • Identification of competencies

  • Determination of employee development areas

  • Basis for evaluating job and creating job grades 


Job Evaluations: We uses the Data Based (DB) Point System of Job Evaluation. This approach is specifically designed to evaluate a full spectrum of your jobs ranging from Top Leadership positions to non-executive jobs, such as dispatch riders. Our DB System uses 5 core factors to calibrate the size of a job which then defines its scale and scope. As with Job Descriptions, detailed elements within each job class along with the ratings are developed in concert with your internal committee of leaders and human resources managers.


Salary Scales & Benefits: Once your job descriptions and evaluations are up to date, it is important to benchmark your job classes based on the relevant industry and sub-set of competitors. Taking your desired position vis-à-vis your target market, we use the outcomes of our big data analysis to recommend to you the detailed adjustments that should be made to your salary scale and benefits for them to remain competitive.

Performance Management System Development & Activation

Key Performance Indicators (KPIs) Development & Activation: We use a specific model to define Key Performance Indicators termed the “KPI Flywheel”. This approach allows you to link your employees’ individual KPIs to your organization’s specific strategies and business targets. As a result, every one of your employees knows the added value they create and most importantly, your company is able to track and measure your progress towards achieving your strategic targets.

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Leadership Competencies Definition and Activation: While the KPIs establish the “What” of the job, the Leadership Competencies define the “How” of the job. In essence, Leadership Competencies are observable behaviors which each of your employees will employ in achieving his/her results. We typically use the 3 levels of 1) Self-Leadership, 2) Leading Others and 3) Leading the business to establish a consistent basis for the behaviors across all levels and divisions in your organization. When properly activated, Leadership Competencies change your culture for the better.

Rewards & Recognition Enactment

Pay for Performance: It is vital for you to have a fair and transparent performance management system in place that is trusted by your employees before you should attempt to institute a bonus scheme that is tied to performance, be it at your company, division, department and/or individual employee levels. We use a number of factors in establishing the right scheme for your organization and take care in how the system is applied and communicated within your company.
 

Career Development: Together with Pay for performance, career development forms a key component to you being able to attract and retain the talented employees in your organization. We provide you with the process and tools to integrate a career development program for your talent pools and key managers, including your leaders. Our process typically consists of assessment centers, challenge assignments and developmental placement. Furthermore, we customize and implement comprehensive development programs for your talent pool and/or senior managers. These certified programs focus on Self-Leadership, Team Leadership, Lean Innovation, Design Thinking and Digital Transformation.
 

Succession Planning: To mitigate risk, it is important for you to plan internal successors for each key position in your organization. Beyond the C-Level leaders, it is also important for you to have a succession plan in place for your organization’s core functional competencies and required technical expertise. As such, we initially work with you to identify all your key jobs. Once this is completed, we then identify potential replacements for each job and establish the development program for each employee so that they step into the position and are job ready from day one.

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