Introduction:

What is the use of running if we are not on the right road?” How specifically do your human resources programs support your organizational objectives? Is the connection between the two clear and strong, or is it somewhat vague and lacking focus?

From talent needs to digitalization, the pressures to transform the entire HR function are escalating. Organizations must formulate a new view of HR and forge a deeper partnership between HR and the overall business. And they must ensure that each employee is working at the right spot to maximize the benefit for the company and the employee. Doing so often requires a fundamental change in HR strategy and operations. These HR challenges can be resolved by Madhees to provide organisations with end to end HR solutions with deep expertise and market positioning. This may involve even restructuring and make impactful high-level decisions in an unbiased fashion.

Madhees helps organizations in their human resource strategies programs and organizational objectives to excel critical success factors of HR departments and to find the right balance of delivering the currents services and understanding the needs of the business.

Facilitating Hr Process and outsourcing strategies:

Correlating with economic performance

Companies that have strong capabilities in HR topics—such as talent and leadership; engagement, behaviour, and culture management; and HR strategy, planning, and analytics—show significantly better financial performance than companies that are weaker in those areas.

Integrating analytics and (KPIS):

Our Quantified workforce performance goes beyond “input” metrics, such as cost and head count, toward more sophisticated “output” indicators, such as productivity.

Strategic actions:

We formulate strategic actions which shows a clear prioritization and selection of KPIs and tools needed to achieve the best results.

Consistent in investment decisions

Many organizations need to invest in HR more strategically to build capabilities. Among the HR topics rated as most important, companies showed only average capabilities, and they weren’t specifically targeting their investments to improve those areas.

Benefits of Strategy consulting

  • SWOT (strengths, weaknesses, opportunities, threats)
  • PESTLIED (political, economic, social, technological, legal, international, environmental and demographic changes)
  • Alignment of culture to the organization
  • Right and effective people
  • Systems and process that are in line with achieving organization goals.

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