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Human Resource Development

IES Project Management and Quality Assurance

To ensure a smooth Client/Consultant relationship process, a Project Manager is assigned, and is totally accountable for the milestones of the project, quality of the final deliverables, in addition to the on-going communication and feedback with the client.

View HR Development Workflow







Phase 1: Organization Development Restructuring

An organizational structure is mainly a hierarchical concept of subordination of entities that collaborate and contribute to serve one common aim.

Developing a New Organizational Structure or rectifying the current one. This task will include undertaking the following activities:

  • Analysis of the existing operation and related organization through interviews, analysis, collection of information, defining the gaps, and analyzing the communication and documentation system.
  • Development of new organization using the best practices ensuring that the structure matches the enterprise needs and industry norms, define the ways that the corporate functions interact through a suitable information flow chart, and include missing departments in the Gap analysis.

Phase 2: Job Analysis & Descriptions

At IES, we conduct job analysis interviews, which include examining the tasks and sequences of tasks necessary to perform the job. The analysis looks at the areas of knowledge and skills needed by the job.

The job description is built on Key Performance Indicators (KPIs) set in a SMART format to be Specific, Measurable, Achievable, Relevant and Timed. IES will also produce a Job Work Flow that clearly shows the internal and external responsibilities of the job holder, as well as the expected levels of communications and authorities.

Phase 3: Salary Structures & Competitive Remuneration System

The two leading types of pay structures are the internal equity method, which uses a tightly structured grid to ensure that each job is compensated according to the jobs above and below it in a hierarchy, and market pricing, where each job in an organization is tied to the prevailing market rate.

At IES, we provide our clients with solid and well-structured compensation and benefits systems that are tailored according to the relevant industry, company size, organizational culture and strategy.

Our works compare the external market compensation and benefit ranges versus the clients ranges, providing comprehensive insight on the client's position versus the market ranges. This is very much tied to IES development of Job Descriptions, work flow and the job profiles where they form the benchmark for scope comparison during the job matching process.

Phase 4: Performance Appraisal

A product tailor made to match clients requirements regarding the performance appraisal system of the organization, we are proud to state that this is Not an off the shelf product. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgment of an employee's performance in a job based on considerations other than productivity alone.

The client will be able to change the percentages of rating the functions based on the job that is been appraised. The client can also set the percentages of appraisal based on the Company’s Vision and set strategies that were previously set.

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