At Celm, we conduct interviews around the customer’s workplace, while moving swiftly to ascertain the current state of their personnel and organization, to identify issues, and to deliver support for finding, developing, and retaining talent and building career paths.
From Competency to
Personnel Policies and Personnel Development System Consulting
- The first step towards attaining management and business strategies is to form an image of the required personnel and competencies. We use techniques such as interviews with managers, questionnaire surveys, and analysis of past documents.
- In formulating personnel development plans, we explicitly document personnel training policies in order to proceed smoothly with building personnel development systems.
- We decide what should be made into common global standards, and what should be made individual, then identify training items, such as skill and mindset development, to fit goals. Then we develop common global content and modules
6 months – 1 year (standard)
1st step： Use interviews with managers, internal questionnaires, group interviews, and other techniques, to get a clear image of the people and competencies that will be required to attain future strategies.
2nd step： Clarify personnel development policies
3rd step： Develop a global personnel development system and common global modules.
Competency and personnel development policies, global personnel development system
Setting the definitions of personnel requirements(image of the required personnel) and competencies
Build an image of the target personnel and competencies the company needs, through interviews with managers and with high performers at each level
Setting personnel development policies
Clarify basic policies for the company’s personnel development through dialog with managers, and from management strategy
Personnel development system
Build a personnel development system for the phased and planned development
Quick Analysis of Personnel Systems and HR Strategy Building
3 months to 1 year (standard)
1st step： Hearings and document analysis about personnel system problems
2nd step： Examine the big picture of personnel system problems from the perspective of engagement.
3rd step： Examine key points to reconsider, in the personnel system and elsewhere.
Visualizing the whole picture of issues. Visualizing system and non-system improvement processes.
Executing the most effective measures in the field.
Consistency in numbers of grades
Clarity in grade definitions
Focusing assessment perspectives and the clarity of yardsticks for message
Competitiveness of compensation levels(market data on remuneration must be purchased)
Existence and intensity of responses to incentive systems