Client Situation
Our client is a Middle-East company that provides drilling services to various customers in the Kingdom of Saudi Arabia, the Sultanate of Oman, Qatar, Algeria and India. To ensure efficient operations, from start, Dalma Energy is keen to ensure:
- Audit of HR structure & processes
- Formalized organization structures, with clear lines of reporting
- Job descriptions, for key positions, with clear roles & responsibilities and individual performance measures (IPMs)
- Benchmarked compensation & benefits strategy
- HR processes & policy
The client has asked for Cedar’s assistance to formulate an end-to-end process HR audit.
Cedar’s Approach
- A comprehensive RADAR methodology for 4 dimensional audit was employed by Cedar
- Cataloging of the priority processes within the HR function were carried for the client Post this, the relevant processes were mapped
- The mapped processes which served as focus area for strategy formulation for Cedar were: Department Restructuring, Systems Improvement & Change Management for the client
- An implementation assistance was then carried out which constituted of resource mobilization & communication management strategies for the client facilitated by Cedar, for the client
- Lastly, an implementation plan was developed, post relevant assessments conducted
Outcome
The following were the recommendations rolled out by Cedar for the mandated project:
- An HR architecture was developed for the client, with a strategic emphasis on its Training & Development department along with retention strategies that complement the functioning of the HR department.
- Areas for improvement by the client were drawn out, such as, poor ownership of line of management, non-alignment with business objectives, lack of employee communication & so on
- Strategic recommendations given for the HR strategy formulation involved: Quarterly rollout of new HR initiatives, Annual & Half Yearly review on implementation & progress Development of Employee communication packs
- A recruitment prioritization for enhanced planning was recommended along with alternatives presented for HR performance management systems for the client
- Programs for strategic integration with succession planning, manpower planning & recruitment were suggested for the Training & Development function
- An iterative process was rolled out to aid the client in HR Policy Formulation
- Lastly, a comprehensive MIS & transition management plan detailed along with next steps for the client were drawn out.