Client Situation
Our client is a market-leading contracting and specialized manufacturing company with over 50 years of experience in the field of interior Fit-Outs and Furnishing. To sustain efficient operations, the client was keen to ensure formalized organization structures with clear lines of reporting; job descriptions for key positions with clear roles and responsibilities, individual performance measures (IPMs), compensation structures and bonus scheme aligned to IPMs; and finally, benchmarked HR processes and HR policies.
Cedar’s Approach
The client had mandated Cedar to assist in improving and optimizing its HR processes. Cedar’s approach was as follows:
- Review of all relevant internal documents related to the organizational design, strategy and operations of the enterprise
- External assessment of competitor strategies using Cedar database and secondary research to understand the market’s best practices
- One-on-one interviews with relevant members of the group and the company management teams to allow articulation of their perspective on the organizational architecture
- Integration of the internal assessment, external assessment and one-on-one interview inputs to develop a summarized analysis of the current issues, future objectives
- Development of detailed process maps, relevant templates and other deliverables
- Presentation of process recommendations to senior management
Outcome
The key outcomes of this program were as follows:
- Optimization of HR processes by designing and mapping improved process flows
- Development of 25 process maps across manpower planning, recruitment, induction, performance management, training and development, succession planning, employee satisfaction, safety planning and exit management; along with an explanation of the estimated recommendation impact
- The strategy formulation for manpower planning involved:
- Mapping of high level, overall manpower planning, headcount consolidation, and grading processes
- The new process design helped achieve quicker response times; reduce cycle times and costs; improve planning, budgeting and forecasting; and control employee costs
- The new recruitment process design helped achieve quicker response times, ensure planned execution, allowed the HR senior manager to perform the business facilitator role rather than a coordinator role and provided an avenue for employees for job rotation and career progression
- The performance management process design, formulated by Cedar helped create a meritocratic culture, improve performance, and lower attrition rates within the organization