Conseil en stratégie, organisation, ressources humaines et cost killing

Transcription

1 Conseil en stratégie, organisation, ressources humaines et cost killing

2 Our understanding of the world of today : The highly competitive international environment can create opportunities that will rely even more on the responsiveness and efficiency of your organization, two factors which represent the rare competitive advantages for today businesses. Valoris Conseil is composed of consultants in strategy, organization, cost-killing and human resources that have a successful experience in closing the gaps typically found in our local organizations in their operations and their support functions. These issues are specific in many ways. The structure of our labor code, the commercial practices and the organization of or procurement, production and management structures make of the Moroccan company one that fairly has only a look-like of the classic pattern. With this in view, we offer appropriate and efficient managerial methodologies, through a team ensuring the best consulting and offering innovative solutions.

3 What is currently happening in your company? Postulat : Complicated procedures, established to secure transactions with several control locks that overlap You end up confused as to who does what... You would never disturb your ways and habits that have up to now been leading to the freezing of the innumerable and complex workings of the Company. The need for human capital is not adapted to the development strategy of th Company. Some production systems and concepts have not been reviewed for several years - the Benchmarking & Best Practices functions are not exploited.

4 What is currently happening in your company? Réponse : Organization Complicated procedures, established to secure transactions with several control locks that overlap You end up confused as to who does what... Team building You would never disturb your ways and habits that have up to now been leading to the freezing of the innumerable and complex workings of the Company. Human ressources The need for human capital is not adapted to the development strategy of th Company. Cost Killing Some production systems and concepts have not been reviewed for several years - the Benchmarking & Best Practices functions are not exploited.

5 But above all, our principles :. The success of our office rests on a set of values more than ever necessary, and which begin with the confidentiality of the contents of the handled missions, the attentive listening and the understanding of our customers, the respect for the social balance of their organization, and the commitment of our nearness. We have in our asset, the development of customer loyalty of our first customers who continue to rely on us through projects always more important:

6 Nos Références

7 Strategy : Understanding where you are and consider where you want to go, building steps to reach the objectives. Set up the benchmarks necessary, create scenarios based on different ideas, create test environments, rectify, challenge and assess any risks. Communicate to defend the viability of the project, convince based on common sense, and unite for implementation.

8 Organization : Understanding the logic behind all missions, and set up flowcharts to analyze the entire value chain. Reset up the organizational architecture. Consider optimization through a new optimized organizational structure.

9 Team building : The team building proposed by Valoris Conseil is run over one day: We start on role game, where players are initiated to self-expression and to realizing the importance that interactions with the rest of the group may have in building the ideal company. After this relaxation exercise, we rebuild with them a reality that will be discussed and set up a listing of weaknesses in terms of teamwork, communication and interaction between the various players. Once the exchange climate is structured and framed, we proceed to making a diagnosis by asking the following questions: What is the ideal company with high added value that we want to build? Where are we today? What action plans must be set up to reduce the identified gaps? The feedback of recommendations to rise as quickly as possible up to the height of the set development strategy is submitted by the supervisors to senior management at the end of the day.

10 HR : Diagnosis Valoris Conseil is one of the leading human resources management consulting specialists in Morocco. Its solutions are applicable to various industries. The objective of Valoris Conseil is to help you implement your strategies by analyzing your current condition to identify the gap between your current Human Resources and the ideal one that would help you carry out properly your strategy. HR Diagnosis : Who does what, how and why? What management tools are available? What is lacking to refine HR management? What is the gap between diagnosis and HR prerequisite for the implementation of the company's strategy? What solutions should be introduced to quickly achieve this objective? What are the critical phases? What is the cost? What is the schedule?

11 HR -Who does what, how and why? To answer these questions, we recommend that individual interviews be carried out with the target population to set up a real description of each function, which will set out all the tasks, time spent on each action, interactions with other functions, prerequisites in terms of skills necessary to hold this position, the relational dimension, the autonomy of the position (which delegations), and the impact of this position in case of malfunction on the whole Company. Job description: It includes the analysis of six criteria which will then determine the weight of the position (its weight in the organizational structure, and thus its indexing in the pay scale). Validating job descriptions makes it possible for managers to assess the gap between the perception of the post holder and that expected by the manager. This exercise helps reduce the gaps by rebuilding adequate job description with the manager.

12 HR Remuneration policy Attract candidates with high added value that meet the needs of the business Retain and motivate the best employees Create a sense of recognition and equity for high performing employees Respect internal equity Be competitive with the market (external equity) Control payroll related costs. See to it that it is admitted that the compensation and career management must be ancillary to meritocracy, to the value added by each contributor, to the profitability of the company and to a customized distribution of pay, for addressing with more serenity 180 changes.

13 HR- Classification system Determining what would be the weight of each position in the organization. Valoris Conseil uses a variable of Hay Method to weigh positions based on six criteria. A different action autonomy Unequal problem solving scope Different level company internal and external interpersonal interactions Unequal prerequisites in terms of skills Different size human resources to coach Different impact on the group (on its image and profitability)

14 HR-Post mission recruitment Valoris Conseil carries out on behalf of its clients the recruitment operations arising from the identified needs of its missions. Valoris Conseil is not a recruitment firm. For us, supervising recruitment at the end of a mission is the assurance of adequate resources for positions that have been previously defined with the customer. Understanding the missions underlying the position is the basis for any recruitment process. It rationally ensues that specific job advertisements should be posted through the appropriate media and selections and assessment interviews should be carried out.

15 Total system cost: Cost optimization Our aim is to increase competitiveness by reducing costs and optimizing, optimizing processes, and explore best practices.

16 Total System Cost : Our consultants : Establish a clear cartography of the costs of each of your companies Develop a Total System Cost for each of your expense segment. Readapt the decision making circuits to make them smooth Develop solutions for cost reduction in all your activities

17 A - Expenses segmentation per type : MM 1,500 (2009 Expenses = X MM MAD) 1,

18 % de dépenses B - Change relationship type with suppliers : 100% Strategic Contract Protocole Agreement Verbal agreement Spot puchase 0 current futur Transactional

19 Traditional purchases Client charges Supplier Charges Supplier Marge Priority : to reduce the supplier marge } Losses Cost of storage On Specifications. Duplications(Overlap pings) on Quality or Under Bad Schedule inadequate Raw material } stratégic purchases Client Charges Supplier Charges Marge fournisseur Global cost From now on, it will be necessary to focus on suppliers cost, the processes and to eliminate the redundancy

20 Téléphone : Fax :