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Aligning the Human Resource Agenda with Business Strategy.

  • Assessing the impact relationship between people management programs and key business measures.
  • Defining the human resource outcomes that drive business performance.
  • Cost / Benefit analysis of human resources programs and processes.
  • Determining the impact/investment ratios that guide short and long term human resources strategy.


Human Resource Management Frameworks – Structure and Processes.

  • Defining structure and human resources process needs based on business imperatives.
  • Developing and implementing an overall Employee Relationship Management framework.
  • Managing human resource program / process costs.

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