We provide comprehensive
diagnosis and implementation plans
for all professional sectors of HR and organization.

Establishing HR systems that align with business strategy, organizational context, and CEO leadership, and providing phased implementation plans

Setting up the direction of global standardization/localization for HR philosophy, policies, and systems, and establishing settlement strategies

Establishment of pay grade/evaluation/short and long-term compensation strategies, motivation, key talent development, and personnel management measures

Gap analysis between acquiring and acquired organizations, establishment of To-be HR systems/organizational culture, and development and support of change management and migration plans

Establishing a job classification system by job category, and designing methods for writing and utilizing job descriptions based on IG's standard job database

Utilizing the IG Tool, I-Jet, to assess the value of all job positions, design job grades, and propose a plan for system utilization

Defining the competencies required for employees, developing specific behavioral indicators, and utilizing them in the operation, evaluation, and development of A/C

Designing job grades/titles suitable for business characteristics, organizational orientations, and organizational development stages

Establishing criteria and processes for moving between pay grades, aligning them with member growth stages

Analyzing organizational and individual tasks to restructure R&R, integrate tasks, improve efficiency, and structure reinforcement areas

Aggregating the macro and micro perspectives, as well as dynamic model simulations, to determine the long-term and short-term workforce needs

Establishing a system of indicators to assess the achievement levels of company-wide strategies and goals, and developing management procedures and utilization plans for evaluation results for each unit

Establishing personal achievement indicators (KPI, OKR, MBO, post-performance reporting) and competency indicators, creating an evaluation system, and institutionalizing utilization plans

Conducting simulations based on HR strategy and the organization's labor cost policy, and developing a strategy for restructuring total compensation resources

Designing a base pay model and operational plan, and establishing incentive and distribution systems based on compensation strategy and job grades

Designing monetary and non-monetary reward programs to motivate employees

Developing an organizational strategy aligned with the CEO's philosophy and business context, and establishing the mission, long-term and short-term vision, core values, and ideal employee profile

Developing diagnostic models based on organizational culture orientation, conducting diagnostics, providing feedback, and establishing a continuous improvement plan

Developing and implementing development programs for individual organizations (including HR policy/leadership/task/organization domain)

Designing EVP, recruitment and selection tools and processes that support business strategy, and supporting interviewer training

Designing career orientation, tracks, paths, and establishing systems and operational plans, including key talent management and acquisition strategies for members

Organizing training needs for job performance and role-specific tasks at different job grades, and systematizing the training course profiles

Multi-sources survey based on leadership competency model, and AC feedback including management simulation