ASIC Group (KSA)

wordadmin1and1

7 years ago

Current staff was experiencing exceptional change due to change in new structure, infrastructure and supporting culture.

To develop new skills and approaches to leadership and management for smooth operations in both the countries
Alignment of people, processes and systems in order to drive operational excellence
Improving effectiveness of performance management by creating a performance mindset amongst employees for smooth transition from operational to strategic mindset
Transformation from field to corporate office
Objective
Need to invest in the development of their top level managers so that they could lead and manage the organisation through this challenging transition.

Change management analysis
Map the key business and HR processes
Create and recommend new structural alternatives
Create new job descriptions for the positions as per new structure
Review and suggest suitable changes to the performance management system
Develop competency model for the organisation that defines specific roles and responsibilities of the top management positions
Conduct a compensation survey to seek any gaps and develop a compensation strategy

By implementing tools and techniques for competency mapping, the results were quite remarkable:-
Structures and compensation strategy aligned to new organisation strategy
Clearly defined roles and responsibilities for key management positions
Competency model linked to career and succession planning
Performance management system that identifies and rewards top performers of the organisation thereby motivating employees to work harder and dedicatedly towards the organization