Workforce & Organization Strategy

  • Defining overall workforce strategy including contingent workforce aligned with business needs and market

    Defining organization strategy and principles

    Setting HR prioririties and developing roadmap accordingly

  • Running diagnostics for organization health check

    Designing and deploying HR and overall business operating model leveraging entangled.work framework

    Updating existing operating model and introducing new roles based on business changes and/or market trends

  • Establishing Program Office structure and governance

    Developing program and change management frameworks

    Improving/supporting existing HR program management mechanisms

Organizational Development & Effectiveness

  • Designing organization structures or managing restructuring

    Managing integration of HR functions in mergers and acquisitions

    Designing frameworks for organizational health check, organization network analysis and team effectiveness

  • Assessing current culture and designing target culture including in remote working environment and other future of work trends

    Designing and deploying culture programs

    Establishing mechanisms to continuously monitor progress and development areas

  • Designing desired people experience and developing programs to enhance people experience, wellbeing, engagement

    Designing mechanisms and/or tools to monitor wellbeing and engagement

    Defining right-fit work model considering business and workforce needs

Strategic Workforce Planning

  • Designing skills-based workforce planning framework

    Developing contingent workforce strategy

    Establishing governing bodies to be future-ready at any given time

  • Designing performance management systems

    Designing talent mangement programs including internal mobility, assessments

    Designing talent strategy and relevant frameworks to enable career growth (including succession planning, running talent reviews, promotions, career planning)

  • Defining location strategy based on business expansion plans and skills requirements

    Deciding on a new location best-fit to business model and skills needs

    Setting up competence centres and transitioning work systematically

Workforce & Organization Analytics

  • Creating new Analytics team and defining roles and responsibilities

    Designing processes for self-service and custom insights

  • Identifying critical metrics and clarifying how to measure (data source, frequency, etc.)

    Designing dashboards

    Connecting the dots

  • Building up Predictive Analytics capability

    Moving towards workforce and talent intelligence using right-fit technology solutions

Work Tech

  • Developing work tech strategy in line with business needs

    Establishing teams and governance structures for an integrated landscape

    Developing mechanisms and/or tools to improve user adoption and experience

  • Supporting vendor selection throughout RFP process (e.g. Workday, SuccessFactors, or any other similar solution)

    Designing/redesigning processes and roles

    Deploying the solution

  • Staying ahead of the emerging technologies such as AI, blockchain, Web3.0

    Developing strategies to integrate in existing landscape through impactful use cases