The trend of Human Resource Management has shifted from being a Personnel function in the past, to a more pro-active function of partnering and working with line functions in order to meet business needs.  Human Resource function no longer begins with recruitment and ends with training.  Today, there are far greater expectations placed on it.

As organisations focus on profits and revenue generation, HR is required to work with line functions to determine staffing requirement and “right sizing” so that the organisation is not over or under staffed. The ability to expand resource capabilities in a timely manner so that line functions have competent resources to work with is crucial to running a business. An organisation cannot work without people, and neither will business opportunities wait for resources in the organisation to be ready.

Retaining and growing a pool of talent, be it through external recruitment or organic development within the organisation, is the key.  HR is expected to innovate and devise HR strategies, policies and procedures that are aligned with local culture and are conducive to keeping the best people.

At PGA Consulting Limited, we have worked with clients to implement Performance Management System where rewards are based on differentiated performance.  We also have the capability to assess HR practices and work with HR practitioners to ensure the policies are consistent with local culture, and that the organisation’s HR infrastructure is adequate to cater for current and future needs.  Examples of Human Resources Management Programme Include:

• Human Resources Policies and Procedure Assessment
• Human Resource Infrastructure Assessment
• Redefinition of Organisation and Strategic Capabilities
• Workforce Planning
• Job Analysis and Job Descriptions
• Interview Assessment and Recruitment
• Performance Management
• Career Planning and Development
• Employee Survey