Diagnosing various issues within the organization using IG's diverse tools, conducting root cause analysis, establishing improvement tasks, and presenting a master plan
Designing high-level organizational structures through RACI, CLM, and other various methodologies and benchmarking, and structuring long/short-term lower levels of organization
Analyzing organizational and individual tasks, redefining R&R, integrating and structuring areas for efficiency enhancement and reinforcement
Projecting long and short-term workforce size from macro/micro perspective, utilizing dynamic model simulations
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
Organization
Development of various systems that enhance the overall efficiency and effectiveness
of personnel and organizational operations processes using ICT tools
Long-term contract form (6 months to 1 year) that supports the entire HR strategy
formulation to HR operations