HR Consulting

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

HR Consulting by Sector

  • Organizational Diagnosis

    Diagnosing various issues within the organization using IG's diverse tools, conducting root cause analysis, establishing improvement tasks, and presenting a master plan

  • Organizational Structure

    Designing high-level organizational structures through RACI, CLM, and other various methodologies and benchmarking, and structuring long/short-term lower levels of organization

  • Work Restructuring

    Analyzing organizational and individual tasks, redefining R&R, integrating and structuring areas for efficiency enhancement and reinforcement

  • Workforce Planning

    Projecting long and short-term workforce size from macro/micro perspective, utilizing dynamic model simulations

  • HR Strategy

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

  • Global HR

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

  • Executive Personnel Management

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

  • HR PMI

    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

  • Job Analysis

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

  • Job Evaluation

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

  • Competency Modeling

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

  • Job Grade/Title

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

  • Promotion

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

  • Business Redesign

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

  • Workforce Planning

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

  • Organizational Performance

    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

  • Individual Performance

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

  • Compensation Strategy

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

  • Base Pay/Incentive

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

  • Welfare Benefits

    Designing monetary and non-monetary reward programs to motivate employees

  • Vision Structure/Core values

    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

  • Organizational Culture Diagnosis

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

  • Organizational Development(OD)

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

  • Recruitment

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

  • Career Development/Key Talents

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

  • Education

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

  • Leadership Assessment/AC

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

Organization

Services for Building
a Better Company 

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IT Infra Digital Transformation

Development of various systems that enhance the overall efficiency and effectiveness
of personnel and organizational operations processes using ICT tools

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Retainer Consulting Long-term Contract Services

Long-term contract form (6 months to 1 year) that supports the entire HR strategy
formulation to HR operations