HR Consulting

Process
Mapping

Areas we can cover

Growth Paths

79% of employees quit their job due to lack of career paths (S. Johnson, 2016). But once you invest some time to create paths you can expect that your team’s engagement will increase by 45% (A. Avery, 2016). Moreover, Growth Paths are 1 of 5 must-have factors encouraging potential future employees to apply (The Society for Human Resource Management, 2018).

Onboarding & Offboarding

69% of employees are more likely to stay for at least three years after a comprehensive onboarding experience (Everwise, 2018). Considering that you have a well-designed onboarding that includes regular feedback sessions and a piece of personalization, you may significantly decrease the necessity for implementing an offboarding process.

Candidate Experience

According to CareerArc survey (2016), 60% of candidates have had a poor candidate experience. 72% of them have shared their feedback online or with someone directly. Considering dropping unemployment rate and the huge need for technology skills, Candidate Experience has become as equally important as Customer Experience.

How we can help

During 6 hour workshops with main stakeholders, we can map out the current process, find blind spots, and design detailed, customized plan for improvements.

How we can help

During 6 hour seminars supported with a pre-seminar survey, we can map out the current process, find blind spots and design detailed, customized plan for improvements.

How we can help

During 6 hour workshops with main stakeholders, we can map the current process, find blind spots and design detailed, customized plan for improvements.

Growth Paths

79% of employees quit their job due to lack of career paths (S. Johnson, 2016). But once you invest some time to create paths you can expect that your team’s engagement will increase by 45% (A. Avery, 2016). Moreover, Growth Paths are 1 of 5 must-have factors encouraging potential future employees to apply (The Society for Human Resource Management, 2018).

How we can help

During 6 hour workshops with main stakeholders, we can map out the current process, find blind spots, and design detailed, customized plan for improvements.

Onboarding & Offboarding

69% of employees are more likely to stay for at least three years after a comprehensive onboarding experience (Everwise, 2018). Considering that you have a well-designed onboarding that includes regular feedback sessions and a piece of personalization, you may significantly decrease the necessity for implementing an offboarding process.

How we can help

During 6 hour seminars supported with a pre-seminar survey, we can map out the current process, find blind spots and design detailed, customized plan for improvements.

Candidate Experience

According to CareerArc survey (2016), 60% of candidates have had a poor candidate experience. 72% of them have shared their feedback online or with someone directly. Considering dropping unemployment rate and the huge need for technology skills, Candidate Experience has become as equally important as Customer Experience.

How we can help

During 6 hour workshops with main stakeholders, we can map the current process, find blind spots and design detailed, customized plan for improvements.

Not sure if that's what you need?

We will help you out!

Said about us

Case study

Process Mapping

with

10clouds

WHAT WAS THE CHALLENGE​

We started our partnership for almost 2 hours talking with CEO Maciej who has had a lot of questions about scaling organizational structure during an intensive business grow. We identified the following challenges:

  • rebuilding the HR Department
  • onboarding new Leaders to the company
  • empowering managers and team
  • managing structural changes

HOW DID WE FACE IT​

We knew that behind every permanent change in organization there is a team. So, we started with deep analysis based on consultancy with the team. Additionally, we engaged managers to participate in implementing changes to build empowerment in the organization. We focused on:

  • analysis of the internal situation
  • consultancy with the team
  • online 1on1 weekly meeting with CEO and managers

RESULTS WE ACHIEVED​

The main effect of our cooperation was a decision that Maciej has to build a solid team of heads of the departments, boost the empowerment of them and
the company has to redefine the role of HR manager: 

  • skill matrix of HR Manager
  • recruitment HR Manager
  • skills matrixes for new departments

What was the
challenge

We started our partnership for almost 2 hours talking with CEO Maciej who has had a lot of questions about scaling organizational structure during an intensive business grow. We identified the following challenges:

  • rebuilding the HR Department
  • onboarding new Leaders to the company
  • empowering managers and team
  • managing structural changes

How did we
face it

We knew that behind every permanent change in organization there is a team. So, we started with deep analysis based on consultancy with the team. Additionally, we engaged managers to participate in implementing changes to build empowerment in the organization. We focused on:

  • analysis of the internal situation
  • consultancy with the team
  • online 1on1 weekly meeting with CEO and managers

Results we
achieved

The main effect of our cooperation was a decision that Maciej has to build a solid team of heads of the departments, boost the empowerment of them and
the company has to redefine the role of HR manager: 

  • skill matrix of HR Manager
  • recruitment HR Manager
  • skills matrixes for new departments

Want to check out other ways to grow your team?​

Contact

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