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HR Function	
  Transformation	
  Process	
  HR Function	
  Transformation	
  Process	
  
Mercans	
  -­‐ www.mercans.com	
 ...
Process	
  Overview
Project	
  Plan	
  &	
  Scope
Phase	
  1
About	
  Mercans
Contents
Mercans	
  -­‐ www.mercans.com	
  -...
HR Department	
  Transformation	
  ProcessHR Department	
  Transformation	
  Process
Mercans	
  -­‐ www.mercans.com	
  -­‐...
Full	
  Overhaul	
  of	
  the	
  HR	
  Department
Domestic Export
Inter-­‐
national
Multi-­‐
national
Global
Synergies
acr...
HR	
  Strategy
10-­‐step	
  process	
  for	
  defining	
  and	
  executing	
  effective	
  HR	
  strategy.
Define	
  human...
We	
  will	
  follow	
  a	
  clear	
  10-­‐step	
  process	
  in	
  transforming	
  your	
  HR	
  department.
10-­‐Step	
 ...
We	
  will	
  follow	
  a	
  clear	
  10-­‐step	
  process	
  in	
  transforming	
  your	
  HR	
  department.
10-­‐Step	
 ...
We	
  will	
  follow	
  a	
  clear	
  10-­‐step	
  process	
  in	
  transforming	
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  HR	
  department.
10-­‐Step	
 ...
Overall	
  Project	
  Scope	
  &	
  PlanOverall	
  Project	
  Scope	
  &	
  Plan
Mercans	
  -­‐ www.mercans.com	
  -­‐ Mar...
Our	
  project	
  plan	
  envisions	
  delivering	
  the	
  full	
  scope	
  of	
  work	
  within	
  4	
  months	
  from	
...
Our	
  team	
  will	
  deliver	
  solutions	
  to	
  the	
  challenges	
  faced	
  by	
  you.
Challenges	
  Faced	
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 ...
TaskTask Challenges	
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TaskTask Challenges	
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  Solutions	
  &	
  Del...
Project	
  Organization
We	
  propose	
  assigning	
  4	
  dedicated	
  consultants	
  to	
  the	
  implementation	
  of	
...
Phase	
  1	
  – Plan	
  &	
  DeliverablesPhase	
  1	
  – Plan	
  &	
  Deliverables
Mercans	
  -­‐ www.mercans.com	
  -­‐ M...
Phase	
  1	
  – Strategy	
  &	
  Roadmap
During	
  the	
  initial	
  phase	
  of	
  the	
  project	
  we	
  will	
  perfor...
Activities	
  &	
  Deliverables
HR	
  Organization	
  Transformation	
  Project	
  Phase	
  1	
  activities	
  and	
  deli...
Phase	
  1	
  – Planning	
  Stage
ObjectivesObjectives
• Identify	
  key	
  stakeholders	
  and	
  project	
  team	
  memb...
Phase	
  1	
  – Current	
  State	
  Analysis
ObjectivesObjectives
• Develop	
  a	
  clear	
  understanding	
  of	
  the	
 ...
Phase	
  1	
  – Target	
  State	
  Analysis
ObjectivesObjectives
• Understand	
  the	
  key	
  business	
  drivers	
  and	...
Phase	
  1	
  – Gap	
  Analysis
ObjectivesObjectives
• Identification	
  of	
  gaps	
  between	
  the	
  current	
  and	
 ...
Phase	
  1	
  – Strategy,	
  Roadmap	
  and	
  Cost	
  Analysis
ObjectivesObjectives
• Development	
  of	
  the	
  high-­‐...
ABOUT	
  MERCANSABOUT	
  MERCANS
Mercans	
  -­‐ www.mercans.com	
  -­‐ Marko	
  Taylor 23
Mercans’	
  Profile
Leading	
  Business	
  Setup	
  &	
  Support	
  Services	
  provider	
  in	
  the	
  Middle	
  East
Se...
Mercans	
  in	
  Key	
  Figures
Our	
  results	
  speak	
  volumes	
  
Countries	
  SupportedCountries	
  Supported
14
Pay...
Mercans	
  is	
  a	
  regional	
  partner	
  of	
  the	
  leading	
  global	
  payroll	
  and	
  employee	
  
outsourcing	...
Geographical	
  Presence
Our	
  consultants	
  are	
  located	
  in	
  the	
  major	
  locations	
  throughout	
  Asia	
  ...
Our	
  Middle	
  East	
  Presence
UAESaudi	
  Arabia
Egypt
Oman
Iraq
Kuwait
Qatar
Bahrain
Jordan
Lebanon
Pakistan
Sudan
28...


Level  5  |  Düsseldorf  Business  Point
P.O.  Box  282102  |  Al  Barsha  1
Dubai  |  United  Arab  Emirates
Phone:  +9...
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HR Transformation Process | Marko Taylor | Mercans | Recruitment | Payroll Outsourcing | Employee Outsourcing | BPO | Manpower Outsourcing | Software

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Marko Taylor - CEO - Mercans - https://www.mercans.com

Mercans is a leading business setup and support services provider in the Middle East and North Africa with regional offices in Dubai, London, Milano, Riyadh and Wilmington, USA. In addition to the regional support offices, our offices and consultants are also located in Algeria, Bahrain, Bangladesh, Egypt, Iran, Iraq, Jordan, Kuwait, Lebanon, Morocco, New Zealand, Oman, Pakistan, Qatar, Sudan and Tunisia.

Mercans offers fully managed, innovative and customized consultancy and outsourcing services to help our clients with the following challenges:
•Recruitment
•Payroll & Employee Outsourcing
•Employer of Record Services
•Human Resources Consultancy
•Training & Development
•Business Process Outsourcing
•Software Solutions – HR, Payroll and Applicant Tracking
•Incorporation Services & Tax Optimization
•Immigration & Relocation
•Compliance & Internal Audit
Mercans’ team of industry and regional experts guarantee that you can gain a strategic advantage over your competitions by building a talented team, while lowering your recruitment costs and improving the time-to-fill.

In addition, to being the most innovative, flexible and agile talent acquisition consultancy in the Middle East and North Africa, we set ourselves apart by staying true to the following principles:
•High Quality Candidates – All candidates are pre-qualified and closely screened to ensure the highest hit-rates in the industry.
•Fastest Time-to-Fill – Focus on filling high-priority positions faster than any other recruitment agency.
•Innovative & Flexible Solutions – We provide cutting-edge and scalable solutions to clients of all sizes and from diverse industries.
•Leverage Technology – Utilize industry-leading technology to automate and streamline your recruitment and HR functions.
•Lower Cost-per-Hire – We are committed to delivering solutions that enable you to reduce the recruitment costs and optimize your talent resourcing functions.

The industry leaders trust Mercans’ to fill the most critical positions. Our clients know that Mercans will find the highest caliber talent and will do it quickly and cost efficiently. The trust of our clients and the results of our team are reflected in the following:
•Mercans has more than 100 recruitment services clients supported by our team of recruiters in 15 countries.
•We place successfully more than 2,000 candidates every year, while maintaining an exceptional hit rate and average time-to-fill.
We understand that running a local or multi-national business is a challenge with many complexities. Our payroll outsourcing solutions will help you to focus on your core business operations, improve the employee satisfaction levels and reduce overhead costs, while you retain full control over your employee data.

Mercans will help you:
•Seamlessly transfer your legacy data and integrate payroll data with other s

Published in: Recruiting & HR
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HR Transformation Process | Marko Taylor | Mercans | Recruitment | Payroll Outsourcing | Employee Outsourcing | BPO | Manpower Outsourcing | Software

  1. 1. HR Function  Transformation  Process  HR Function  Transformation  Process   Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor 1
  2. 2. Process  Overview Project  Plan  &  Scope Phase  1 About  Mercans Contents Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor 2
  3. 3. HR Department  Transformation  ProcessHR Department  Transformation  Process Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor 3
  4. 4. Full  Overhaul  of  the  HR  Department Domestic Export Inter-­‐ national Multi-­‐ national Global Synergies across  line  of business globally Synergies across  line  of business globally Synergies  within global  line  of business Synergies  within global  line  of business Regional  focus with  functional support regionally Regional  focus with  functional support regionally Mercans’  HR  Advisory  Team  will  ensure  that  ItalConsult’s  HR  department  will  be  able  to   meet  the  increased  business  requirements  driven  by  KAP5  and  regional  growth. Sales  focus without functional supports  in  the exporting market Sales  focus without functional supports  in  the exporting market Focus  on  home   market  only Focus  on  home   market  only HR  is  typically   here… ….when  Business  is  here   Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor We  will  transform  your  HR  function  into  a  world-­‐class  organization,  which  can   support  you  growth  throughout  the  region. 4
  5. 5. HR  Strategy 10-­‐step  process  for  defining  and  executing  effective  HR  strategy. Define  human  capital  value 1. Understand  the  business  strategy 2. Define  HR  Strategy Align  HR  Products  &  Services   3. Segment  HR  customers 4. Prioritize  HR  investments 5. Design  HR  Service Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor Deliver  value   6.          Ensure  tight  HR  delivery  model 7.          Establish  right  HR  capabilities 8.          Improve  HR  operation  excellence   continuously 9.          Build  HR  Brand 10.      Measure  impact  of  HR  products  and services 5
  6. 6. We  will  follow  a  clear  10-­‐step  process  in  transforming  your  HR  department. 10-­‐Step  Process Understand   Business  Strategy Understand   Business  Strategy §Develop  understanding  of: 1. Market  forces 2. Trends 3. Business  strategy §Identify  their  impact  on    the   HR  strategy  and  priorities. 1 Define  HR   Strategy §Translate  business  strategy   to  actionable  HR  strategy,   priorities  and  business  plan. §Translate  HR  strategy  to  key   people  initiatives  and   program. §Identify  ways  to  attract,   motivate  and  retain  talent 2 Segment  HR   Customers Segment  HR   Customers § Identify  critical  workforce   segments  and  tailor  specific   programs  and  services. 1. Define  segments  which   are  most  critical  for   achieving  the  desired   result. 2. Assess  needs  of  each   segment  and  develop   tailored  programs  and   services  for  their  needs. 3 Prioritize  HR   Investments §Develop  prioritization   criteria §Analyze  costs,  benefits  and   risks  of  delivering  each   offering §Allocate  funding  for  parts  of   the  people  services   portfolio. 4 Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor 6
  7. 7. We  will  follow  a  clear  10-­‐step  process  in  transforming  your  HR  department. 10-­‐Step  Process  (cont.) Design  HR  ServiceDesign  HR  Service §Perform  HR  process  analysis   and  identify  all  HR  processes   that  should  be  streamlined   and  and  reengineered. §Analyze  current  HR  services   portfolio. §(Re)design  and  implement   HR  services  and  solutions. 5 HR  Service   Delivery  Model §Analyze  the  current  service   delivery  model  and  its   effectiveness. §Define  specific  roles,   governance  mechanism,  and   delivery  options. §Identify  key  delivery   enablers  such  as  systems,   processes  and  infrastructure. 6 Establish  Right   HR  Capabilities Establish  Right   HR  Capabilities § Identify  the  skills  and   competencies  required  to   deliver  the  HR  Strategy. §Conduct  a  skills  analysis,   develop  training  and   recruiting  plans. 7 Continuous   Improvement   §Assess  the  efficiency  of  the   HR  organization  through   qualitative  and  quantitative   analysis. §Assess  the  cost  structure   and  control  significant  long-­‐ and  short-­‐term  HR  costs. 8 Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor 7
  8. 8. We  will  follow  a  clear  10-­‐step  process  in  transforming  your  HR  department. 10-­‐Step  Process  (cont.) Build  HR  BrandBuild  HR  Brand §Design,  develop  and   implement  an  integrated   communication  process  to   market  HR  function  with  the   organization. §Obtain  feedback  on  how  HR   is  and  should  be  performing. 9 Measure  HR   Impact §Link  the  corporate  strategy,   strategic  HR  priorities  and   KPI’s. §Identify  right  KPI’s. §Design  and  implement  an  HR   scorecard  to  track  HR   impact,  value  and  costs. 10 Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor 8
  9. 9. Overall  Project  Scope  &  PlanOverall  Project  Scope  &  Plan Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor 9
  10. 10. Our  project  plan  envisions  delivering  the  full  scope  of  work  within  4  months  from  the   project  initiation. Project  Plan Phase  1 HR  Organization   Definition Phase  1 HR  Organization   Definition Phase  2 Software Phase  2 Software Phase  3 Processes  &   Policies Phase  3 Processes  &   Policies Phase  4 Project conclusion Phase  4 Project conclusion Analysis  of  Existing  Software   Solutions Analysis  of  Existing  Policies  &   Procedures Salary  Grading  System   Development  &  Implementation Current-­‐state  Analysis Gap  Analysis  &  Prioritization Gap  Analysis  &  Prioritization Annual  Performance  Review   Development  &  Roll-­‐out Gap  Analysis  &  Project  Plan   Finalization Systems  Roadmap  Development Realignment  of  the  Existing   Policies  &  Procedures HR  Department  Governance   Model  Development HR  Department  Organization   Structure  Development RFP  Development  &  Issuance Development  &  Communication   of  New  Policies  &  Procedures Development  of  Performance   Metrics  for  the  HR  Department Job  Descriptions  Development  &   Communication Systems  Implementation  Plan   Development Saudization  Strategy   Development Ownership  Transition Recruitment  of  Qualified  HR   Resources Implementation  Team  Assembly New  Employment  Contract   Development  &  Roll-­‐out Final  documentation HR  Department  Resources   Training Systems  Evaluation  &  Selection Development  &  Filing  of  Work   Regulations Final  Training  of  Internal  HR   Resources Skill/Gap  Analysis Activities Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor 10
  11. 11. Our  team  will  deliver  solutions  to  the  challenges  faced  by  you. Challenges  Faced  by  the  Client   TaskTask Challenges  Faced  by  the  ClientChallenges  Faced  by  the  Client Our  Solutions  &  DeliverablesOur  Solutions  &  Deliverables HR  Organization  Resources Not  sufficient  level  of  skilled  HR  resources  are   available  to  support  the  exponential  growth  in  the   organization. Mercans  will  deploy  2-­4  (TBD)  highly  skilled  HR   professional  to  the  Client’s  offices  for  the  period  of  6   months  to  provide  immediate  HR  support  to  the  project   staff  and  to  fully  manage  the  HR  activities,  including  the   following  functions: 1. General  HR  Management 2. Immigration  &  Mobilization 3. Compliance 4. Payroll  &  Benefits 5. Employee  Help  Desk HR  Department  Structure  &  Skills HR  department  staff  has  not  been  structured,   organized  and  trained  to  perform  the  required   functions  at  the  expected  level  of  quality. Our  scope  will  include  the  following  deliverables: 1. Well-­defined  HR  department  organization  chart;; 2. Clear  and  understandable  job  descriptions  for  the  HR   staff;; 3. Assessment  of  the  current  resources  and  recruitment   of  qualified  HR  professionals;; 4. On-­the-­job  training  of  HR  staff. HR  Organization  Governance  Model The  Clinet needs  to  develop  a  clear  model  for   overseeing  the  HR  functions  and  measuring  its   performance. Mercans  will  develop  a  well-­defined  governance  model  for   the  HR  department  and  key  KPI’s  and  metrics  that  enable   the  management  to  monitor  the  performance  of  the  HR   department. Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor 11
  12. 12. TaskTask Challenges  Faced  by  the  ClientChallenges  Faced  by  the  Client Our  Solutions  &  DeliverablesOur  Solutions  &  Deliverables Policies  &  Procedures HR  Policies  &  Procedures  have  not  been  fully   developed  and  clearly  communicated  to  the   Client  staff.   Our  deliverables  will  include  the  following  HR  Policies  &   Procedures,  including  relevant  forms: 1. Recruitment  &  Mobilization 2. Immigration 3. Onboarding 4. Time  &  Attendance 5. Payroll 6. Overtime 7. Grievance 8. Leaves 9. Welcome  Pack 10. Employee  Handbook 11. Performance  Evaluation Ministry  of  Labor  Approved  Work   Regulations The  Client  must  file  and  obtain  a  formal  approval   on  its  Work  Regulations.  These  regulations  must   be  aligned  with  the  internal  policies  &  procedures   and  published  to  all  staff. Mercans  will  prepare  the  Work  Regulations  and   coordinate  their  approval  by  the  Ministry  of  Labor. Employment  Contract  Template The  nature  of  the  project  requires  developing  a   new  employment  contract  template  that  provides   the  Client  with  greater  flexibility  and  control. Our  specialists  will  develop  a  new  employment  contract   template  that  takes  into  account  the  particularities  related   to  the  project  and  ensures  that  the  Client’s  rights  are   protected. Challenges  Faced  by  the  Client  (cont.) Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor Our  team  will  deliver  solutions  to  the  challenges  faced  by  you. 12
  13. 13. TaskTask Challenges  Faced  by  the  ClientChallenges  Faced  by  the  Client Our  Solutions  &  DeliverablesOur  Solutions  &  Deliverables Saudization Complying  with  the  Saudization  requirements  is   time-­consuming  and  expensive   Our  Suadization  specialists  will  pursue  the  following   Saudization  optimization  options  for  you: 1. Re-­categorization  of  the  Client  to  a  lower  Saudization   target  level  sector;; 2. Recruitment  of  billable  Saudi  nationals;; 3. Optimization  of  non-­billable  Saudi  nationals   compensation  packages. Annual  Performance  Review   Program The  Client  will  face  an  ongoing  pressure  from   staff  to  increase  their  salaries.  Employees  will  be   looking  for  a  clear  instructions  on  the  process  for   the  performance  and  salary  reviews. Mercans’  Compensation  &  Benefits  specialists  will   develop  a  unified  salary  grading  systems  and  Annual   Performance  Review  Program.  This  program  will  be   communicated  to  the  staff  and  will  ensure  that  salaries   are  not  reviewed  or  adjusted  outside  the  annual   Performance  Review  Cycle.   Software  Solutions/Tools The  Client  needs  a  solid  software  platform  for   managing  HR  records  and  payroll  calculations,   as  well  as  delivering  online  Employee  &  Manager   Self  Service  functionality  to  the  employees  and   managers  located  outside  Riyadh. Our  team  will  analyze  the  requirements  and  will  propose   the  best  software  solutions  to  the  Client.  Our  software   team  will  also  develop  a  detailed  implementation  plan  and   team  structure.   Biometric  Time  &  Attendance   System Contract  requires  the  Client  to  implement  a   biometric  (fingerprint-­based)  Time  &  Attendance   system.   Our  team  will  analyze  the  requirements  and  will  propose   the  best  software  solutions  to  the  Client.  Our  software   team  will  also  develop  a  detailed  implementation  plan  and   team  structure.     Project  Staff  Job  Descriptions   The  Client  is  required  to  develop  detailed  job   descriptions  for  all  the  project  employees. Mercans  will  develop  the  required  job  descriptions  and   will  coordinate  the  approval  of  the  job  descriptions. Challenges  Faced  by  the  Client  (cont.) Our  team  will  deliver  solutions  to  the  challenges  faced  by  you. Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor 13
  14. 14. Project  Organization We  propose  assigning  4  dedicated  consultants  to  the  implementation  of  the  project. Project  tasksProject  Management  StructureProject  Management  Structure Overall  project  management Organizational   Design  Team Payroll  &   Benefits  Team Software   Solutions  Team Control of  Project Management   of  Project Implementation of  Project Steering  CommitteeSteering  Committee Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor 14
  15. 15. Phase  1  – Plan  &  DeliverablesPhase  1  – Plan  &  Deliverables Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor 15
  16. 16. Phase  1  – Strategy  &  Roadmap During  the  initial  phase  of  the  project  we  will  perform  a  gap  analysis  and  develop   a  roadmap  and  strategy  for  the  HR  organization.   Planning Current   State   Analysis Target  State   Analysis Gap   Analysis Strategy,   Roadmap  &   Cost   Analysis “How  do  we  get   there?” “How  do  we  get   there?” § Develop  a  strategy   for  the  HR   organization  with  a   timeline,  priorities   and  costs. § Create  a  roadmap   for  reaching  the   Target  State  HR   organization. “What  is  missing?”“What  is  missing?” § Perform  gap  analysis   between  the  current   and  target  state  for   the  HR  organization,   processes  and   systems. “What  kind  of  HR   do  we  want?” “What  kind  of  HR   do  we  want?” § Benchmarkingwith   the  peers  and  “best-­‐ in-­‐class”  companies. § Identify  the  target   short,  medium  and   long-­‐term  state  for   the  HR  organization. “What  are  we  doing   now?” “What  are  we  doing   now?” § Gain  an   understanding  of   the  current  state,   including  HR   organization,   processes  and   systems. § Outline  the  current   challenges.   “What  do  we  want   to  achieve” “What  do  we  want   to  achieve” § Define  project  team   structure  &   governance. § Confirm  project   scope  and   objectives. 5  – 6  weeks Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor 16
  17. 17. Activities  &  Deliverables HR  Organization  Transformation  Project  Phase  1  activities  and  deliverables. Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor Planning Current   State   Analysis Target  State   Analysis Gap   Analysis Strategy,   Roadmap  &   Cost   Analysis Task/Activities • Create  a  project   plan,  program  of   work,  team   structure  and   governance  model • Identify   stakeholders  and   schedule   meetings • Confirm  final   scope • Conduct  stakeholder   interviews  and  develop   understanding  of  current   challenges • Perform  current  status   assessment • Understand  business   drivers • Understand  current  HR   policies,  processes  and   systems • Assess  the  structure  and   qualifications  of  HR   organization • Identify  the  key  business   drivers • Conduct  workshop  with   the  key  stakeholder  and   define  their  expectations   for  the  HR  organization • Perform  benchmark  and   peer  analysis • Define  the  initial  Target   State  options   • Perform  gap  analysis   between  current  and   target  state  HR   organizations,   processes  and   systems • Identify  business   critical  gaps • Finalize  target  state   options • Prioritize  roadmap   actions • Develop  HR  organization   roadmap • Define  program   implementation  plan  and   monitoring  process • Develop  budget  impact   analysis • Complete  executive   briefing  on  roadmap  and   strategy Tools • Project   Management   Toolbox • Current  state  analysis   template • Workshop  template • Target  state  analysis   template • Gap  analysis  template • Strategy  and  roadmap   template Deliverables • Project  plan • Team  structure • Governance   model • Progress  report   format • Current  State  Analysis   report • HR  organization  target   state  structure,  services   options  and  goals • Roles  and   responsibilities  matrixes • Gap  analysis  report • HR  organization   prioritized  roadmap • Executive  presentation 17
  18. 18. Phase  1  – Planning  Stage ObjectivesObjectives • Identify  key  stakeholders  and  project  team  members • Understand  key  business  goals,  stakeholders’  priorities  and   expectations • Develop  a  common  vision  for  the  HR  organization • Confirm  the  scope  of  the  HR  Organization  Transformation   project Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor Key  ConsiderationsKey  Considerations • Project  scope  and  objectives  are  clearly   defined • Clear  roles  and  responsibilities  for  the   project  team  and  expectations  set  with   the  stakeholders Project  RolesProject  Roles • Client  Project  Sponsor • Project  Manager • Senior  Consultant DeliverablesDeliverables • Approved  project  plan • Approved  scope  statement • Workshop  and  interview  calendar • Index  of  the  existing  documents Planning Current  State   Analysis Target  State   Analysis Gap  Analysis Strategy,  Roadmap   &  Cost  Analysis Tasks  &  ActivitiesTasks  &  Activities • Create  project  plan  and  timeline • Review  overall  strategy  scope  and  confirm  business  goals • Identify  key  stakeholders  and  schedule  meetings • Agree  on  the  final  deliverables • Obtain  documents  describing  existing  the  HR  processes  and   systems Planning  stage  involves  confirming  the  scope  and  stakeholder  expectations. 18
  19. 19. Phase  1  – Current  State  Analysis ObjectivesObjectives • Develop  a  clear  understanding  of  the  current  state  of  the  HR   organization  –its  structure,  processes  and  challenges • Understand  the  stakeholder  challenges  and  experiences  with   the  current  HR  organization • Map  (high-­‐level)  the  current  HR  processes  and  systems • Develop  an  understanding  of  the  existing  HR  policies  and   procedures Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor Key  ConsiderationsKey  Considerations • Ensure  objective  assessment  of  the   current  state  of  the  HR  organization • Collect  impartial  and  objective  assessment   of  the  current  state Project  RolesProject  Roles • Stakeholders • Client  Project  Sponsor • Project  Manager • Senior  Consultant DeliverablesDeliverables • Stakeholder  interview  and  workshops   summaries • Index  of  HR  policies  &  procedures • HR  systems  description  and  assessment • Current  State  Analysis  report Planning Current  State   Analysis Target  State   Analysis Gap  Analysis Strategy,  Roadmap   &  Cost  Analysis Tasks  &  ActivitiesTasks  &  Activities • Conduct  stakeholder  interviews  and  workshops • Identify  and  index  the  current  HR  policies  and  procedures • Develop  organizational  chart  and  responsibilities  matrix  for   the  HR  department • Perform  a  current  state  analysis  of  the  HR  organization • Assess  the  current  capabilities  of  the  HR  organization This  steps  focuses  on  understanding  the  key  challenges  of  the  current  state. 19
  20. 20. Phase  1  – Target  State  Analysis ObjectivesObjectives • Understand  the  key  business  drivers  and  objectives,  which   impact  the  potential  alternatives  for  the  HR  organization   target  state • Confirm  the  stakeholder  expectations  for  the  future  HR   department • Identify  the  “best  in  class”  HR  processes  and  structure   through  peer  analysis  and  benchmarking Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor Key  ConsiderationsKey  Considerations • Ensure  that  the  key  executive   management  has  a  unified  and  clear   definition  of  business  objectives  and  goals • Alignment  of  the  expectations  for  the   target  state  HR  organization  with  industry   best  practices Project  RolesProject  Roles • Stakeholders  &  Executive   Management • Client  Project  Sponsor • Project  Manager • Senior  Consultant DeliverablesDeliverables • Business  objectives  and  goals  definition • Peer  and  benchmark  analysis • Target  State  Analysis  Report Planning Current  State   Analysis Target  State   Analysis Gap  Analysis Strategy,  Roadmap   &  Cost  Analysis Tasks  &  ActivitiesTasks  &  Activities • Conduct  executive  management  and  stakeholder  interviews   and  workshops  to  confirm  the  business  objectives  and  goals,   as  well  as  expectations  for  the  future  state  HR  organization • Perform  peer  and  benchmarking  analysis  with  the  “best-­‐in-­‐ class”  HR  organizations • Identify  and  define  the  target  state  HR  organization   alternatives   We  will  develop  potential  alternatives  for  the  future  HR  organization. 20
  21. 21. Phase  1  – Gap  Analysis ObjectivesObjectives • Identification  of  gaps  between  the  current  and  target  state   HR  organization  structure,  processes  and  systems • Determine  the  potential  impact  and  relevance  of  the   identified  gaps Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor Key  ConsiderationsKey  Considerations • Identification  of  relevant  and  critical  gaps • Alignment  of  the  stakeholder  perceptions   of  the  identified  gaps   Project  RolesProject  Roles • Stakeholders   • Project  Manager • Senior  Consultant DeliverablesDeliverables • Gap  analysis  report Planning Current  State   Analysis Target  State   Analysis Gap  Analysis Strategy,  Roadmap   &  Cost  Analysis Tasks  &  ActivitiesTasks  &  Activities • Conduct  gap  analysis  between  the  current  and  future  state   HR  organizations • Conduct  stakeholder  workshops  in  order  to  review  the  gap   analysis  and  establish  the  relevance  of  the  identified  gaps  in   the  business  objectives  and  goals  context We  will  identify  critical  gaps  between  the  current  and  future  state  HR  organizations. 21
  22. 22. Phase  1  – Strategy,  Roadmap  and  Cost  Analysis ObjectivesObjectives • Development  of  the  high-­‐level  HR  organization  and   roadmap,  which  is  aligned  with  the  business  objectives  and   vision  for  the  target  state  HR  organization   • Understanding  the  priorities  for  the  HR  organization   roadmap • Defining  the  potential  cost  implications  related  to  the  HR   organization  strategy  and  roadmap  implementation Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor Key  ConsiderationsKey  Considerations • Clear  and  understandable  HR  strategy  and   roadmap • Full  stakeholder  and  executive   management  buy-­‐in • Alignment  of  organizational  expectations  a Project  RolesProject  Roles • Executive  Management • Stakeholders   • Project  Manager • Senior  Consultant DeliverablesDeliverables • Executive  HR  Strategy,  Roadmap  and  Cost   Analysis  presentation • Prioritized  HR  organization  roadmap Planning Current  State   Analysis Target  State   Analysis Gap  Analysis Strategy,   Roadmap  &  Cost   Analysis Tasks  &  ActivitiesTasks  &  Activities • Develop  high-­‐level  HR  strategy,  roadmap  and  cost  analysis • Present  an  executive  summary  of  the  HR  strategy  and   roadmap  to  the  executive  management  for  their  buy-­‐in  and   approval • Prioritize  the  implementation  steps  and  activities • Define  the  HR  strategy  and  roadmap  implementation  plan   and  monitoring  process Clear  HR  Organization  strategy  and  roadmap,  with  priorities  and  costs,  will  be  developed. 22
  23. 23. ABOUT  MERCANSABOUT  MERCANS Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor 23
  24. 24. Mercans’  Profile Leading  Business  Setup  &  Support  Services  provider  in  the  Middle  East Services • Recruitment   • Payroll  Outsourcing • Employee  Outsourcing • Government  Relations • HR  Advisory • Software  Solutions Locations   • Regional  offices  in  Dubai,   Riyadh,  Milano,  London  and   Wilmington • Representative  offices  in  14   countries  in  the  Middle  East   and  North  Africa* Industry Focuses • Construction  &  Engineering • Healthcare  &  Pharmaceutical • Education • Oil  &  Gas • IT  &  Telecommunications • Consumer  Products • Finance  &  Banking 24 *  GCC,  Algeria,  Egypt,  Jordan,  Lebanon,  Sudan,  Pakistan,  Iran     and  Iraq Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor
  25. 25. Mercans  in  Key  Figures Our  results  speak  volumes   Countries  SupportedCountries  Supported 14 Payslips  GeneratedPayslips  Generated 10,000+ Consultants  Consultants   25 Candidates  Placed  Candidates  Placed   2,500+ Clients  Clients   100+ Average  Time-­‐to-­‐Fill  Average  Time-­‐to-­‐Fill   15  days Transactions  ProcessedTransactions  Processed 1,000,000+ Immigrations  Cases  Immigrations  Cases   1,000+ Average  Hit  RateAverage  Hit  Rate 25% 25Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor
  26. 26. Mercans  is  a  regional  partner  of  the  leading  global  payroll  and  employee   outsourcing  companies § activpayroll is  a  leading  global  professional  service  organisation,  providing   integrated  global  and  domestic  payroll  solutions;  expatriate  taxation  services  and   online  HR  people  management  tools  to  over  1,000  companies  in  more  than  80   countries  worldwide. § SGWI  is  one  the  leading  payroll  outsourcing  companies  in  the  world.  SGWI   processes  over  half  a  million  pay  slips  per  year  and  have  a  long-­‐standing   relationships  with  high-­‐quality  in-­‐country  partners  in  over  165  international   markets  and  have  established  four  global  Management  Centers  in  the  US,   Mexico,  the  UK  and  India.   Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor 26 Our  Partners
  27. 27. Geographical  Presence Our  consultants  are  located  in  the  major  locations  throughout  Asia  and  Europe § Mercans’  regional  support   offices  are  located  in   London,  Milano,  Dubai,   Riyadh  and  Wilmington. § Our  highly  qualified   consultants  located   throughout  14  countries   in  MENA  and  APAC. 27Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor
  28. 28. Our  Middle  East  Presence UAESaudi  Arabia Egypt Oman Iraq Kuwait Qatar Bahrain Jordan Lebanon Pakistan Sudan 28Mercans  -­‐ www.mercans.com  -­‐ Marko  Taylor
  29. 29. 
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