Human resources management

How can Moores Rowland assist in human resources:

In today’s economic difficulties, HR leaders are being challenged to cut costs related to hiring restrictions and budget limits, and they work on mobilizing talents to assist in business growth. Today HR leaders fear the shortages in talents affect the corporates’ growth and so they are concentrating and investing in talents that secure business ambition.

CEOs are reviewing and reconsidering the corporates’ human capital to assure the effectiveness of the present working talents, and so if your corporate is in this situation then Moores Rowland may assist you in the following and many more:

• Prepare a plan for talent pipeline to achieve strategic growth.
• Assist in expansion growth plans globally and locally.
• Restructuring human capital division and provide outsourcing services.
• Develop, train and build capacities of the entire human capital.
• Raise the human capital performance to meet their objectives and targets.
• Establish a human capital strategy in compliance with business strategy.

Moores Rowland human resources team assists through, People and culture service team, our clients to raise their HR efficiency with their workforce challenges. Our main objective in providing HR business effectiveness is to enable our clients manage their talents through to retain their good calibers and secure continuity and succession in their business.

Also, we use emotional intelligence programs to measure the prospects of our client’s human capital and also, we use benchmarking programs to enable us to link knowledge with practice and gathered information.

Our services:

Managing and planning talent personnel:

Companies want to secure and maintain talented employees since personnel costs are high in general. Through managing and developing talented and skilled personnel companies may attract new employees and improve their business. Eventually and although training is an expense, however talent management is less in costs and enables companies to succeed.

HR measurement and benchmarking:

Human resources measurement considers skills that reveal commitment and engagement of employees. The measurement takes important factors and characteristics including professional abilities, attention, proactive acts and initiative. Measurement has to consider industry benchmarking report progress and companies success.

HR functions and responsibilities:

The main functions and responsibilities of the Human resources in companies are to provide advices, inputs, guidelines, and execution of corporates effectiveness. To measure the effectiveness of corporates is linked to staff organization and human resources management. It is true that corporates financial capability and tangible fixed assets are important however intangible assets categorized in their human capital that differentiates successful corporates. So, human resources role has a big effect in corporates effectiveness and business strategy.

Transactional HR services:

Merging of all human resources processes reduces administrative costs through raising the management effectiveness and reducing personnel expenses to achieve proper personnel allocation and allocate minimum time needed to conduct their assignments. To achieve the service design, it is important to leverage HR programs and plans with customer standard management requirement since it creates a common service understanding.

Talent management:

Assessing and envisaging corporate human capital needed and planning these needs labels the core role of talent management. The way we plan and strategize the human capital to develop business value and achieving corporates’ goals is Talent management. Identification of the gaps between working talents and needed talent to achieve business success is talent management. Basically, the HR functions whether it is recruiting, retaining, improving, rewarding or incentivizing staff is considered Talent Management. To achieve business growth HR has to retain the best talents and with today’s open economy succeeding in this goal is very challenging. Proper talent management means to worry less on your talent management and concentrate more on business development. Employing the suitable talent to your needs enables the executive management concentrate more on business opportunities. At Moores Rowland we recognize talent management basics to accomplish the business and industry values and work with our clients to provide the exact improvements to enable them achieve the best ROI.

Brainstorming talent management:

All corporations have to brainstorm on their talents through the following framework:

Resource planning: may be achieved through complementing, improving, and restructuring the existing working talents.

Talent pooling: through adopting a positive talent pooling approach, to raise and develop intelligent practices.

Recruitment and selection: through training and preparing the newly employed in a quick and accurate training courses using methods processes and technical tools to raise the corporates competitive advantage.

Risk and reporting: through strengthening all applied processes and practices that is achieved through auditing the needs and measuring the progress.

Applied Employer value:

Each corporate has an employer value that needs to be magnified and branded to differentiate the provided services from other competitors services and combine with talent.

On and off entering:

To construct a reliable talent acquisition model, it is important to manage talent acquisition and appreciate the effectiveness of the on and off entering.

Linking corporate objectives with current talent management:

Corporates know that they need to retain the best talents to succeed in this complex economy and so with their practices to hire, develop, and retain talented skills, corporates have to link the corporate objectives with current talent management to achieve best possible results, especially in the top and middle management levels. There are best practices that need to be adapted to link corporate objectives with current talent management:

• Start with the result in mind and align talent to business plan
• Look for what is needed and search for the successful profile
• Make sure that there are no weak links in the talent pipeline
• Invest in the best
• Understand the difference between potential, performance and readiness.
• Put the right person in the right place
• Make sure the five realizing elements are in place; accountability, abilities, communication, orientation and measurement.
• Software may assist in talent management however you can’t rely on it.

Execute corporate strategy effectively through talent:

To execute the corporate strategies is the result of numerous decisions taken by acting employees who react based on the information they got and based on their own interest. In normal cases actions are influenced by clarifying decisions rights, designing information flows, linking motivators and creating structure changes.

Expected skills from human capital:

The key to success of any corporate is to employ the right skilled human capital that acquire the knowledge, the proper experience, and perform all expectations that should be within the following framework:

• Being accountable and responsible.
• Capacity and willingness to apply related systems and procedures.
• Capable of applying the evidence-based decision-making approach.
• Supporting and applying professional responsive environment.
• Lead a multi- professional approach through reviewing employment processes.
• Characterize openness and transparency.
• Comply with assured proper outcomes and quality standards.

The most valuable business roles:

Moores Rowland summarizes herewith the most valuable business roles that affect the growth and continuity of businesses as follows:

The change agent: this role reports to the chief information officer (CIO) and cooperates to improve bridging between business units and IT and establish business process management (BPM) and improve process management.

The process architect: this role is given to senior person who reports to change agent, however the role requires previous background in business domain such as supply chain, or business operations or finance to facilitate its role and preferably have good background on Six Sigma or TQM. The role includes building processes and applies information management to improve business results.

Process analysts: this role requires experience and practice in building process frameworks, tools and practices. The role requires capability in reshaping processes and improves models.

The business analyst: this role requires gathering information from stakeholders and business experts and brainstorm in the IT or in any business unit.

IT manager: this role requires holding operational focus and take charge on the data management, applications, customs apps, websites, ecommerce, and the enterprise resource planning.

Engaging and rewarding talents:

Short term reward are tangible and they have the most effect on employee engagement, however intangible rewards and leadership have more effect on engagements than payments, incentives or benefits taking into consideration the work environment, quality of work and professional development.

Global mobility programs:

The global mobility program in any organization including Moores Rowland opens the door for growth and enables corporate achieve business development, nationally and internationally together with value, and also facilitates supporting business objectives.

Moores Rowland global academy:

We help our associates who are in their supervisory level to achieve leadership skills through programs designed to elevate their capabilities and improve their competences to face the future more prepared and start planning for the future. We also assist leaders in the public and private sectors to develop their comprehension to the innovations of the world economy and help in decision making on serious matters.