HUMAN CAPITAL SOLUTIONS

Although we value best practice and believe in the “concept” of critical mass, we believe when it comes to solutions, each client’s situation is unique and that each organisation does things differently. We furthermore believe that a business strategy, approach or process must always inform how a system must work, and not the other way around. We work closely with our clients to understand their specific business objective and then translate that requirement into a system that works specifically for them. We do not believe in a ‘one size fits all’ solution for our clients and are interested in truly understanding their needs.

DEMO'S/CASE STUDIES:

Business Challenge

When employees leave an organisation there are not only key risks to manage, but also critical steps to be put in place to understand what could be done differently to increase retention rates. This applies particularly to talented individuals who have filled key positions within the organisation and in whom the organisation has made significant investment.

How We Addressed The Business Problem

asg has developed an end to end solution to effectively manage the Off boarding and Exit Interview process. The solution developed includes an online off boarding portal that facilitates engagement with employees who are leaving the organisation as well as a series of reporting dashboards to provide a view of the exit trends with which employers can make decisions or implement changes based on this intelligence.

Real Life

Based on an exiting best practice process a[s]g implemented an end-to-end Off-Boarding Solution for our organisation that covered all 'exit types' and has successfully served over 10 000 employees.

Benefits

  • Operational efficiency
  • Enhanced reporting
  • Improved risk management
  • Improved retention

Business Challenge

A key competitive edge when it comes to building a super competitive 'workforce' is the ability to pro-actively identify and develop high-performing employees across the entire organisation. This, enables the business to sustain its competitive edge, by enabling growth and increasing personal performance, which is vital for the overall health of the organisation.

How We Addressed The Business Problem

Most organisation have a very specific and unique approach to the way they approach Talent Management. Typical to the a[s]g way, we have worked with a couple of key clients over a period of time to clearly define and understand their specific approach to managing talent across the organisation. We have helped our clients to translate their specific talent philosophy not only into tangible step-by-step processes but also developed powerful web-based talent management tools to enable them to facilitate this critical process on an ongoing basis.

Real Life

asg assisted a well known global organisation to proactively identify and manage their top 200 talent. Ensuring business continuity, growth and a strong management platform.

Benefits

  • Enhanced staff retention
  • Operational efficiency
  • Improved employee morale

Business Challenge

Managing and filling key positions across an organisation, quickly and efficiently enables the organisation to mobilise the right people at the right time ensuring business continuity in critical business areas.

How We Addressed The Business Problem

asg worked closely with a key client to define the process required to always stay on top of the status (in terms of vacant or filled) of key positions identified as part of their overall talent management approach. Not only have we delivered a practical, super functional and easy to use system within a couple of weeks but also worked with our client to expand the functionality of the system over time. Therefore, enabling them to track the status of all positions across a specific section of the business effectively.

Real Life

asg assisted an international financial organisation to successfully manage the recruitment processes of over 100 key positions identified across the organisation.

Benefits

  • Business continuity in key business areas
  • Operational efficiency
  • Timeous and accurate business intelligence

Business Challenge

Integral to an organisations reward and remuneration strategy is the allocation of shares to its top performers. Enabling these key employees to have access to a portal where they can have 'full control' over their shares is empowering and allows for a greater sense of responsibility and ownership.

How We Addressed The Business Problem

asg worked with one of our international clients to develop an application that will not only make the lives of the HR administrator much easier from an administration perspective but also created a super professional to top end staff who were allocated shares as part of a performance reward.

Real Life

a[s]g enabled an international client to effectively manage share allocations and request of over 3000 employees.

Benefits

  • Increased employee satisfaction
  • Operational efficiency

Business Challenge

Allocating the right increase and bonus to the right people whilst staying within budget is a challenging task. The process often includes multiple mails with spreadsheets of very sensitive information from executive committees requesting multiple analysis both from an internal allocation and industry benchmarking perspective. Enough to make the remuneration team feel like hitting the road!

How We Addressed The Business Problem

asg developed an online solution that manages the salary increase and incentive allocation process, therefore linking performance to reward. Freeing up valuable time and consolidating information and communication to shortcut this challenging process.

Real Life

asg implemented a remuneration system across more than 35 countries, managing the remuneration for more than 10 000 employees of a leading international financial institution. asg has been managing the remuneration process for a large investment bank since 2005.

Benefits

  • Operational efficiency
  • Accurate and reliable reporting
  • Enables auditable and defendable decision making
  • Information security and protection

Business Challenge

Scheduling and managing the performance of graduates during corporate graduate rotation programmes tends to be an administration nightmare. Organisations spend millions of Rands on these programs and at the end of the process need to demonstrate clear outcomes and real value to the organisation.

How We Addressed The Business Problem

We helped a key client to design and implement a customised solution to enable them to successfully and efficiently manage the rotation of gradates as part of their graduate management process to the relevant business areas. This solution provided graduates with up to date schedules that demonstrated where they will spend time over the next couple of weeks, whilst business unit leaders had a view of the respective graduates that will spend time in their business. The solution also included a survey tool that facilitated evaluation and feedback from both the graduate and business unit leader side this information supported the mentor program and supports effective and relevant graduate development.

Real Life

asg assisted a key client to effectively manage the scheduling and performance reviews of over 100 gradates. This process made the managing of students much easier and the reporting process almost immediate.

Benefits

  • Operational efficiency
  • Improved process management
  • Enhanced tracking & reporting

Business Challenge

asg assisted a large organisation consisting of over 4000 employees to effortlessly identify and evaluate both managers and non managerial staff for a prestigious award program.

How We Addressed The Business Problem

Identifying and rewarding top performers specifically in terms of inviting employees to participate in a prestigious award event is a powerful tool to show sincere appreciation, entrench the employer brand and retain top talent within an organisation. Quite often to process accurately, identify and evaluate the correct employees across different business areas and executive committees tends to be a very manually intensive and administrative burden.

Real Life

asg assisted a large organisation consisting of over 4000 employees to effortlessly identify and evaluate both managers and non managerial staff for a prestigious award program.

Benefits

  • Operational efficiency
  • Improved staff moral
  • Enhanced reporting
  • Improved process management

Business Challenge

Empowering and enabling employees to grow and continuously improve their understanding of how each individual contributes to the organisation's strategic objectives is a key driver to a higher level of organisational performance. Implementing a process and tool to enable this critical process is often high on the strategic agenda of any HR division, but not always that simple to find the right solution and implement the process successfully across the organisation.

How We Addressed The Business Problem

Whilst most organisations have identified performance management as one of the critical human resource initiatives, each ones approach to this business critical process tend to be different. In this regard a[s]g worked with a couple of clients to develop suitable performance management systems for them but focused on ensuring that the solution is 100% aligned to their internal performance management philosophy, approach and process.

Real Life

asg developed a performance management system, utilised by clients with staff ranging from 250 employees to over 3000 employees, resulting in their move away from paper-based performance management to online performance management, including workflow and reporting.

Benefits

  • Improves employee engagement because everyone understands how they are directly contributing to the organisation's high level goals.
  • Create transparency in achievement of goals
  • Professional development programs are better aligned directly to achieving business level goals

Business Challenge

A key input to the performance & talent management is the ability to enable individuals to obtain objective, constructive feedback from their supervisor, peers, reporting staff members, co-workers and customers. The process should not be one of huge administration burden, but rather be simple, quick and easy to manage.

How We Addressed The Business Problem

asg worked with a client and over the past four years evolved the solution that facilities the process of obtaining relevant performance input from multiple selected stakeholders in and outside the organisation. The information collected is displayed through visual interactive dashboards and provides a powerful tool to support the performance management process between line manager and employee.

Real Life

asg developed various 360 degree solutions ranging from entry level functionality to more sophisticated functionality. a[s]g provided a 360 evaluation tool to a group of employees at a trading desk for three years in a row.

Benefits

  • Improved process management
  • Improved performance and talent management process
  • Improved reporting

Business Challenge

Business organisations that are looking for an agile, integrated talent management solution to achieve their business strategy and goals.

How We Addressed The Business Problem

[evolu[x]ion - Competency Management] will take organisations through a structured, yet agile talent management process, enabling them to translate business strategy into employee actions and behaviour, evaluate employees' holistic competencies, integrate other relevant talent related information, enable employees to take action through identifying development interventions and analyse talent management information.

Real Life

[evolu[x]ion - Competency Management] will take organisations through a structured, yet agile talent management process, enabling them to translate business strategy into employee actions and behaviour, evaluate employees' holistic competencies, integrate other relevant talent related information, enable employees to take action through identifying development interventions and analyse talent management information.

Benefits

  • Translate business strategy into employee actions and behaviour
  • Integrate other relevant talent related information into a central database
  • Analyse talent management information, individually and collectively
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