Consulting:
Solving Problems

Business and Human Capital Strategies Development

Business Strategy articulates your business’s Vision and Mission, the values that guide how we achieve what we need to achieve, articulation initiatives and success measures, and a detailed, balanced scorecard that ensures your business is on track to deliver its strategy successfully.

Human Capital Strategy aligns engaged talent with current and future business needs. It ensures the culture drives a high-performing environment, and crafts Total Reward Strategies to deliver a holistic employee experience.

Organisational Design

Are you struggling to accommodate business growth? Are productivity issues, poor performance, and business inefficiencies slowing you down?

Turn things around with Organisational Design, a step-by-step methodology for aligning workflow, procedures, structures, and systems with current business realities and goals.

At THT, we follow these steps for effective Organisational Design:

Define the design principles in line with the business strategy.

Define the operating model that enables the organisation to deliver in an integrated approach.

Define the value chain that demonstrates the value to be achieved.

Define the functional bucket required to deliver value.

Design the organisational structure that ensures the value is delivered in line with the Vision and Mission.

Design the competency framework in line with the structure and business strategy.

Design a performance management infrastructure that holds everyone in the company accountable regarding their roles and level of work.

Integrated Talent Management Strategies

Are you battling high turnover, skills gaps, and silos within your HR functions? Are ineffective onboarding and inconsistent performance levels sabotaging your business?

Integrated Talent Management Strategies look at the human resources department within an organisation to align various HR functions for a cohesive talent management strategy.

Our approach encompasses:

Recruitment and selection.

Onboarding and integration.

Performance management.

Learning and development.

Succession planning.

Career pathing and development.

Employee engagement and retention.

Workforce analytics and planning.

Total Rewards Strategies

High turnover rates, difficulty attracting top talent, low employee engagement, and limited career development opportunities are all signs you need Total Rewards Strategies.

Total Rewards Strategies take a holistic approach to employee compensation that combines monetary and non-monetary rewards. The goal is to create a rewarding system that boosts job satisfaction and employee retention by aligning with organisational objectives.

Total Rewards Strategies integrate the following elements:

Compensation.

Benefits.

Work-life balance (including paid time off).

Recognition and rewards.

Inclusive culture.

Managerial impact.

HR Infrastructure Design

Inefficient HR processes and long turnaround times. High turnover rates and a lack of talent pipeline. Compliance issues and poor employee satisfaction. These are just a few challenges without HR Infrastructure Design.

HR Infrastructure Design establishes the essential framework, processes, systems, and resources that your HR function requires to deliver the services your business needs. This infrastructure supports employee satisfaction and productivity by ensuring timely day-to-day HR services.

HR Infrastructure Design provides a foundation for your HR function to support organisational growth - strategically.

Learning and Development Strategy

Are you experiencing skills gaps, resistance to change, and a need for more innovation and creativity? If so, it’s time to consider a Learning and Development Strategy.

Learning and Development Strategy takes a structured approach to grow your workforce's knowledge, skills, and capabilities, fostering both individual and organisational growth. It includes systematic plans and initiatives that facilitate continuous learning, skill development, and performance improvement to equip employees to meet current and future challenges.

Leadership Brand and Development

Inadequate alignment between culture design and business needs is a sign you could benefit from Leadership Brand and Development.

Leadership Brand and Development develops exceptional managers who possess a distinct set of talents aligned with the organisation’s vision and who consistently embody the company’s values. This leadership brand helps establish a culture that not only inspires but also promotes psychological safety, encouraging employees and managers to contribute consistently to shareholder value.

From Employee Value Proposition To Employee Experience

The Employee Value Proposition (EVP) defines what a company offers to its staff regarding rewards and benefits. The Employee Experience broadens this scope to include aspects like culture, environment, development opportunities, and value alignment.

Unlike the EVP, the Employee Experience is led from the employee's perspective.

Change Management

Resistance to change leads to high turnover and low morale. As performance declines, customer complaints and operational inefficiencies rise. This signals the need for Change Management.

Change Management adopts a structured approach and framework designed to effectively plan, implement, and manage organisational change initiatives. This process utilises specific processes, tools, and techniques to support individuals, teams, and the entire business in transitioning from their current state to a desired future state.

Organisational Culture and Values Design

Have you noticed a misalignment in how your organisation operates and services clients? Is employee engagement at an all-time low alongside satisfaction and performance?

Organisational Culture and Values Design meticulously defines and shapes the culture your organisation needs to achieve its strategic objectives. Our Organisational Culture and Values Design follows this process:

Identify the current organisational culture.

Workshop to define the necessary values, beliefs, attitudes, systems, and rules that influence employee behaviours in alignment with strategic goals.

Design the required culture and embed the pertinent values and behaviours into the organisation.

Competency and Career Management

Do you struggle to hire the right people due to unclear competencies? Is it challenging to upskill employees because there aren’t clear competency metrics?

Competency and Career Management define the specific skills and capabilities required for an organisation to successfully deliver on its mandate. This strategy aligns these competencies with the career paths within the organisation to ensure employee development and promotions are measured effectively and support both business needs and individual career objectives.

Workforce Planning

Without proper Workforce Planning, organisations may struggle to reduce labour costs, face inefficient resource allocation, and fail to manage workforce risks proactively.

Workforce Planning entails a thorough analysis of your current workforce. It assesses future workforce requirements aligned with strategic business objectives and identifies gaps between current capabilities and future needs. This process leads to developing targeted plans to close these gaps.