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Talent and talent management are central to our rapidly evolving business. Sustainable employment requires attractive and transparent pay and working conditions, strong welfare management, flexibility and simplicity in processes. Our employees and collaborators must be able to focus on their activities and delivering added value.
HR is expected to focus on orchestrating work, dynamically responding to rapidly changing needs of the organization and its employees, rather than managing traditional human resources.
DHR Partners supports this with tailored services, concrete advice and sustainable implementation.
Talent recruitment and retention are a cornerstone in today’s modern organization. Wages and benefits in the broad sense of the word are increasingly a reason for candidates to choose an organization. Here, their attention is not only on wages, but also on well-being, work-life balance and sustainable employment. The development or reworking of the ‘Reward’ strategy, the alignment of the wage policy with the corporate strategy, the introduction of a cost-efficient reward architecture, the improvement and optimization of your payroll processes, the harmonization of pay conditions in the event of takeovers or mergers, the development of mobility strategies. With the DHR Partners expertise, both nationally and internationally, you will build solutions that strengthen the attractiveness of your company, recruit and retain talents. We operate at all echelons from the shop floor to the Boards of Directors.
Keeping staff costs under control is important to you. Data on turnover and absenteeism keep your attention. Employment Cost Management reaches further and analyzes the efficiency of people management and the costs involved. What does it cost to orchestrate the organization of people within your company and how can we optimize it. This is exactly what ECM® stands for. ECM® starts with an audit of the HR Processes, -Products and People management approaches where we also pay attention to the collaborations with and contracts of the external partners. Based on the analysis, opportunities are identified alongside actions to turn them into a reality. These actions can be tackled on a project basis (see project management) by DHR Partners or other actors according to the priorities and wishes of the organization.
Business is evolving rapidly in an increasingly volatile environment. As a business partner, HR and HR policy must constantly adapt. Renewal, reinforcement, further development of HR processes are necessary and cannot always be carried by the HR team. DHR Partners supports you with a project-based approach in close cooperation with the stakeholders.
DHR Partners tests against best practices and supports in communication with staff and consultation with social partners.
Suddenly confronted with an unexpected departure, need to cover a temporary absence or cope with a temporary increased demand from the business, or lacking specific knowledge and expertise? Our in-house consultants can temporarily reinforce the HR team. They settle in quickly and you can build on our HR expertise.
DHR Partners can ad interim take over the operational management of certain HR roles and in the meantime coach project teams and strengthen project skills or sharpen your employees’ knowledge in the field.
Do you have question concerning our services, employment cost optimisation or strategies to reduce costs?
We already have put together some of the frequently asked questions.
If you have any questions, do not hesitate and let us know.
Reward Management involves building or reworking the “Reward” strategy, aligning the wage policy with the corporate strategy and includes the base salary, all additional allowances and benefits, peripheral conditions such as work-life balance, the tools for valuing and rewarding staff performance, opportunities for development and career advancement.
The employment cost management – ECM® approach involves streamlining the HR Processes with the business objectives, keeping out inefficiencies in the processes and HR products, critically reviewing external partners in HR management. It involves a critical review of the functioning of HR services to simplify process flows, gain time, work more effectively and save costs. Important returns on investment can be realized in this way.
Recruiting, managing and retaining talent is an investment from which one expects a return. Optimization is achieved by striving for a strong balance between different pay and working conditions and by focusing on elements that strengthen individual purchasing power for staff while being cost-friendly for the organization. By combining all this, win-win situations are created for staff and organization.
Pay and benefits in the broad sense of the word are increasingly a reason for candidates to choose an organization. These include both fixed and variable salary components that value individual and team effort, as well as an insurance package, mobility facilities, recognition of the need for work-life balance, training and development opportunities… all of which are part of a transparent salary policy.
Outsourcing is a cost-effective solution that allows the company to outsource specific activities so that it can concentrate on its core business. If you lack specific knowledge and expertise for a specific project or are unable to make it a full-time job, outsourcing can be a cost-effective solution.
This is different for each organization and depends on the specific situation at any given time. Employment Cost Management puts a focus on how, where and with what resources people are managed within the organization. ECM® gauges its efficiency and the costs associated with it. HR Strategy, HR policies and processes are reviewed, collaborations with external partners are analyzed. Opportunities for improvement and cost gains are identified. Return on investment is assured with an ECM® audit and the implementation of the improvement actions.
HR project management applies project management competencies and principles to specific HR issues. Examples include: Simplifying and optimizing HR Processes; Setting up personnel management and administration; HRIS implementation; developing a mobility policy…
The legislation in various countries provides opportunities for exemptions for both staff and employers with regard to taxation and social security. Making maximum use of these opportunities within a structured wage policy allows to increase purchasing power without translating this into an additional cost for the organization. The expertise of DHR Partners helps to integrate these elements into a balanced and transparent wage policy.
The European regulations call for a wage policy that refuses discrimination and is clear to all staff members. Compliance with this directive requires a review of the existing pay policy, focusing on differences between women and men, between different echelons, etc. The wage policy is based on an organizational framework that is clear to staff members and in which the criteria for evolving within the organization are known by everyone.
Application starts with an analysis of the wage policy in the broad sense tested against an evaluation model in which the points of attention are identified. Then, using a structured action plan, the gaps in relation to the regulations are closed.
Data collection on people management in organizations underpin management decisions that can address and solve issues within HR Management. Some examples: the personnel turnover wanted and not wanted, the recruitment process and its efficiency through the analysis of candidate data.
An ECM® audit provides clear indications.
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