HR Implementation Assistance for a Non-Profit Shelter in the Middle East

Client Situation

Our client is the first licensed Non-Profit shelter in the UAE for women and child victims of domestic violence, abuse, and human trafficking. The client sought to revalidate its organizational structure & various niches under its Human Resource function, which involved compensation structures, assessing personnel competencies & formulation of job descriptions.

Cedar’s Approach

The client mandated Cedar’s assistance in strategizing the roll-out of organizational structures, job descriptions, competency assessment & compensation fitment aligned to new grades. A holistic five-step Cedar methodology was used for the fitment assessments:

• Decision on competencies:
1. An extensive list of profile competencies was drawn out by the client
2. Relevant competencies were decided of these
3. The competencies that Cedar assisted the client in selecting were: Business Knowledge, Motivation, Experience Fit, Adaptability & Communication
• Fitment Interview:
1. Face-to-face interviews with the relevant personnel were conducted
2. Questions were asked to them on the current role, based on which employee opinions were gathered
• Grading: Competencies were assessed on a 4-level marking scale of Excellent, Good, Average/Normal & Below Average
• Review:
1. A review of CV, past experiences, interview assessments, preferences etc, was conducted by Cedar to further understand the fitment process
2. Fitment of positions were to be decided based on the above parameters
• Reports:
1. A final report based on competencies & available positions was formulated & presented to the board

Outcome

• A detailed grading system linked to levels of contribution was drawn out
• A reformed organization structure was strategized wherein the Funding & Communication department was to be under direct supervision of the Director General
• New positions were recommended which would help streamline operations & increase efficiency within the organization
• A fitment assessment of all employees under a specific department was conducted, which was further divided into recommended grades
• Addition of a dedicated HR Manager to implement strategic HR initiatives was suggested
• The IT organization structure was remodeled, in a way to facilitate 2 additional positions to support understaffed & overworked departments in the IT function
• A detailed corporate communication strategy was drawn to develop clarity in the operations of the firm
• An overall event process was mapped to ensure end-to-end implementation to meet the client’s needs