Organizational Change and Human Resource Management: GC&P’s Action Areas

Organizational Change and Human Resource Management: GC&P’s Action Areas

GC&P’s services on Organizational Change and Human Resource Management move along a path that incudes three consecutive and interrelated phases:

– Phase 1: analysis of organization current state. What are company’s needs?

– Phase 2: Human Resource management, development and motivation. What are the most effective actions to achieve continuous improvement?

– Phase 3: methods and tools to bring about change. How do we carry out our projects?

The first step in our approach is an analysis of the current state of the company in terms of:

– Organization chart: survey of functions, roles, responsibilities, reporting lines.

– Processes and policies of human Resource Management. Survey of company’s policies to manage, train, motivate and empower its employees.

– Climate. Understanding the real sentiment of the organization i.e. how people perceive the organization, what are their expectations and their level of motivation.

These analyses allow us to draw the  CURRENT STATE MAP, a picture of the current situation and of the main existing problems.

As a consequence we are in a position to define the FUTURE STATE MAP, where the company wants to go and what objectives in terms of improvement and growth it wants to achieve.

Once the FUTURE STATE has been defined we propose the actions that in our opinion are the most effective in order to move from the current to the future state. These actions are part of what we call the  TOOL BOX which includes a number of tools and methods that can be divided into four areas:

– Soft aspects management

– Hard aspects management

– Strategic management

– Key performance indicators usage

In Soft Human Resource Management we include activities such as: career path definition, organizational development, conflict management, human resource education, leadership development, organizational culture, and relationship building.

GCP’s believes that it is very important to create a company’s identity and a common organizational culture and we propose and carry out the most effective actions to create, divulge and implement it.

The Hard aspects refer to the more practical functions of human resource management: Manpower planning, Job analysis, Selection and Recruitment, Compensation and Benefits, Performance evaluations, Contract negotiations and Labour legislations.

Strategic Management refers to more strategic aspects that can influence the life and success of the company in the long term: scouting and retaining talents, management training, intergenerational passage management.

As we strongly believe that to measure is the first step to improve, we have defined a number of Key Performance Indicators (KPI) which allow the company to monitor the results achieved and to compare them with predefined objectives.

The most commonly used indicators are the following ones:

– Efficiency level

– Peronnel’s level of fidelity

– Organizational climate indicators

– Effectiveness of internal communication

– Career paths

– Individual training paths

– Team work effectiveness

– Requests for compensation changes

– Rate of injuries

We can support our clients in many different ways according to their specific needs:

– Consulting services

– Training

– Managerial support

– Temporary Management

– Outsourced HR services

Download the presentation of our services

For more information about our firm and our services please contact us

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