To ensure that the HR department is veritable business partner
More than just human resources management, today’s HRDs must diversify and adopt an increasingly strategic role. Considered as a business partner, the HR department must be capable of reducing costs and streamlining the company’s production processes in addition to its usual duties. To guide you and help you navigate this transformation, ConvictionsRH offers a plethora of tailor-made services providing you with the necessary tools and recommendations to make your role a vital asset for the development of your business and the partner of choice for executives.
The HR department has to rethink the organisation of work, business processes, and services provided to both internal and external clients. In this context, many companies choose to create a Shared Services Centre to support certain HR processes. Others have already made this choice and now want to go further by optimising their existing CSP.
In a context where companies are constantly evolving, HR must answer these two questions by proposing a strategy that matches everyone's expectations in terms of organisation, work, return on investment, and skills assessment. Through an in-depth analysis of your strengths and areas for improvement, we work hand in hand with you to reach these objectives.
A procedure designed to analyse the effectiveness of HRIS tools. To avoid under- or over-evaluating a software’s scope, control costs and to be fair in performance evaluation, the HR audit is the essential tool when redesigning your HR & HRIS processes and tools, and contributes to making your human capital a focal point of your strategy. Learn more.
From the concept of HR Marketing to the notion of employer identity, the employer brand impacts a variety of of objectives. Attracting the best talent, retaining them, engaging employees by using motivational tools, and cultivating a company identity require brand consistency, which involves an initial phase of defining one's identity.
Working from home is a solution that rationalises production space by limiting real estate investment, it also improves QWL (Quality of Work Life) and the remote mobilisation of talent. This type of organisation facilitates recruitment of rare talent who cannot work on site. How do you implement Work-from-home policies? How do you outline a Work-from-home agreement and the applicable rules?