Strategic HR Consulting
Your competitive difference
Strategic
HR Consulting
The constant change we live in organizations, the new business models, the new ways of working require an extraordinary flexibility on the part of the companies that allow quick adaptations to the changing situation. Having talent within a company allows this adaptation with greater fluidity since it is the team itself that facilitates these changes and adaptations.
At Melt Group, we know that it is increasingly difficult to find the necessary talent and make the most of it. That is why through this HR strategic consulting service, we provide our clients with a vision and methodology through which people are one of the pillars of business strategy, improving processes, systems and results.
Our workforce can make the competitive difference that the market demands and it is through the HR Strategic Consulting service where Melt Group can help you generate it by getting the right people, with the right skills, in the right place.
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What is Strategic HR Consulting for?
Through the analysis of the company’s internal and external market and competition, we formulate the best strategic alternatives for our clients.
Strategic consulting focuses on the organizational concept of the company as a whole. In addition, it allows us to establish a correct distribution of the employees, for the optimal development of their functions and improvement of the company’s productivity.
Overcoming Challenges with HR Consulting
There are many challenges that we must face if we are in charge of human resources in a company. Overcoming each one of them is essential to achieve business success. From our human resources consulting firm, Melt Group, we are committed to the design of ad hoc strategies for our clients.
It is necessary for the success of these, experience, knowledge of the sector and the technology used.
Integrated HR Strategic
HR Strategic Consulting at Melt Group
At Melt Group, we offer a full range of strategic HR consulting services designed to optimize talent management and enhance organizational success. Our services include:
Job Description
The first step in any human resources strategy is the definition and elaboration of positions. Meetings will be initiated with the different departments to know the functions and responsibilities that make up each of the job positions, detailing: the mission, the function and the objective they pursue according to the company’s strategy.
In parallel, the tasks and functions of competence profiles will be studied, considering both the description based on the functional characteristics of the position and the personal competencies.
The final objective will be to synthesize all the information that has been acquired during the analysis process and present a document with the job description based on the organization chart established with the management.
Job evaluation
Job evaluation allows us to establish:
- The Compensation Policy and the company’s compensation and benefits system.
- Employee Promotion and Development Plans
- Internal Communication in the Company
We apply a tool based on a points system that allows us to establish a ranking among all the positions in the organization. This points system* is determined by a previous identification and weighting of key factors.
Professional career plans
After identifying the key positions in the target company, a career path and itinerary plan will be designed with the aim of helping the employee to grow and to present him/her with new professional challenges throughout his/her career.
Remuneration study
Balance and competitiveness in the remuneration structure
In our remuneration studies we present a list of the figures received by different positions in the company, taking into account variables of the company, the job and the individual, comparing them with market figures.
We apply more than 10 years of experience and our more than 15,000 selection processes in which we have participated to carry out a personalized Salary Benchmarking in your company.
The objective: balance
The objective of companies with respect to their salary structure is that it provides the right balance between its three fundamental characteristics: internal equity, external competitiveness and rewarding performance.
Once this critical balance has been achieved, maintaining it over time is key, and is fundamental in Strategic HR Consulting.
Methodology used
We estimate the market remuneration (current year figures) for the position(s) under study, based on the information provided by the company and compared with information from our own salary database.
The salary estimates provide the remuneration of the position expressed in gross annual figures in euros, for the assumption of a full-time dedication. It is also indicated whether the frequency of application and the weight of the variable compensation is market and competitive.
To estimate the market salary we use:
- Company characteristics.
- Job description: mission, functions and particularities.
- Geographical analysis: subdivision according to the area where the company is located.
- Analysis according to activity.
- Analysis according to size both in terms of employees and turnover.
Management of the study process
Usually we tend to think that personnel selection and recruitment are similar terms, but the reality is that they have important differences, which we must take into account in order to carry out impeccable selection processes.
Information gathering
We will gather the necessary information to establish a representative comparison of the situation of the company in question with the current market.
Analysis and treatment of the information
It will be carried out by means of different statistical techniques, which will allow us to obtain relationships between all the data obtained and thus proceed to their application.
Compensation strategy plan
At Melt Group, we develop a compensation structure proposal tailored to the company’s objectives and external equity analysis. Our approach is designed to align the company’s pay practices with market best practices.
The results will include recommended salary ranges, which the company should consider adjusting in the medium term to remain competitive and in line with industry standards.
Performance evaluation
Having an effective tool that allows us to successfully measure labor productivity, employee talent and job performance is essential for any Human Resources department. This is precisely what the performance evaluation does.
We have expert consultants who will help you integrate this tool in your company.
Development of corporate organization chart
Ideally, an organization chart should be designed a priori, i.e. at the time of the company’s creation. However, this document may be subject to modifications by HR experts, depending on different parameters. Having a well-organized company will help us to successfully meet the objectives set. Hence the importance of the company organization chart.
We have expert consultants in the development of business organization charts that will allow you to improve the efficiency and productivity of your company.
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