Our Clients

1.Design Succession Planning farmwork.

• Identify critical positions.
• Identify protential successors.
• Conduct virtual Leadership Assessments, by using Harrison Assessment tool.
• IDP reports and determines successors by using 9-GRID succession planning successor's.

1.Organizational Development

• Develop Policy and Procedures

2.Total Rewards

• Conduct Job Evaluation
• Determine Pay Strategy
• Conduct Salary Benchmark
• Design Grading Structure
• Design Salary Structure
• Analyze Compensation and Benefits
• Introduction of Financial Impact

3.Performance Management System Framework

4.Design Competency Matrix

5.Career Management & Succession Planning Framework

• Career Management Framework
• Identify Critical Positions
• Identify Potential Successors
• Conduct Virtual Leadership Assessments Using Harrison Assessment Tool
• Prepare IDP Reports and Determine Successors Using 9-GRID Succession Planning Successor's

1.Total Rewards

• Conduct Job Evaluation
• Determine Pay Strategy
• Conduct Salary Benchmark
• Design Grading Structure
• Design Salary Structure
• Analyze Compensation and Benefits
• Introduction of Financial Impact

2.Design Competency Matrix

3.Design Succession Planning Framework

• Identify critical positions
• Identify Potential Successors
• Conduct Virtual Leadership Assessments Using Harrison Assessment Tool
• IDP Reports and Determine Successors Using 9-GRID Succession Planning successor’s

1.Engagement and Satisfaction Survey

2.To cover the following dimensions:

• Employee Engagement
• Employee Satisfaction
• Employee Enablement

1.Executives & Talent Acquisition

1.Employee Transformation to Water Transmission Co. (WTCO).

• Readiness & Health check (Risk Assessment of Non-Adherence to best employees transfer Practices).
• Implement pre- transfer Employee survey.
• Design Employee Journey & Project Governance.
• Design Change management & Communication.
• Implement Communication Plan.
• Implement Employee Transfer Plan.
• Provide transfer support.
• Implement Employee satisfaction & engagement survey.
• Share lessons learned.

1.Engagement and Satisfaction Survey

2.To cover the following dimensions:

• Employee Engagement
• Employee Satisfaction
• Employee Enablement

3.Studying the Advantages, Benefits and Incentives in the Inspection Sector:

• See current benefits and compensation practices.
• Study and analyze benefits, benefits and allowances and compare them with appropriate available practices.
• Presenting the results of the analysis and study with the financial impact of the proposals.

1.Executives & Talent Acquisition

1.Executives & Talent Acquisition

1.Organizational Design

• Develop Policy and Procedures
• Develop Job descriptions

2.Total Rewards

• Conduct Job Evaluation
• Determine Pay Strategy
• Conduct Salary benchmark
• Design Grading Structure
• Design Salary Structure
• Analyzes compensation and benefits
• Introduction of Financial Impact

3.Performance Management System Framework

4.Design Competency Matrix

1.Executives & Talent Acquisition

1.Organizational Design

• Develop Policy and Procedures
• Develop Job descriptions

2.Total Rewards

• Conduct Job Evaluation
• Determine Pay Strategy
• Conduct Salary benchmark
• Design Grading Structure
• Design Salary Structure
• Analyzes compensation and benefits
• Introduction of Financial Impact

3.Performance Management System Framework

4.Design Competency Matrix

1.Organizational Design

• Develop Policy and Procedures
• Develop Job descriptions
• Job Analysis & Families

2.Total Rewards

• Conduct Job Evaluation
• Determine Pay Strategy
• Conduct Salary benchmark
• Design Grading Structure
• Design Salary Structure
• Analyzes compensation and benefits
• Introduction of Financial Impact

3.Performance Management System Framework

4.Design Competency Matrix

1.Organizational Design

Develop Policy and Procedures Develop Job descriptions Job Analysis and Families

2.Total Rewards

• Conduct Job Evaluation
• Determine Pay Strategy
• Conduct Salary benchmark exercise
• Design Grading Structure
• Design Salary Structure
• Analyzes compensation and benefits
• Introduction of Financial Impact

3.Long-Term Incentives Program (LTIP)

4.Performance Management System Framework

5.Design Competency Matrix

6.Career Management & Succession Planning Framework

• Career Management Framework
• Design Succession Planning farmwork.
• Identify critical positions
• Identify protentional successors
• Conduct virtual Leadership Assessments. Using Harrison Assessment tool
• IDP reports and determines successors by using 9-GRID succession planning successor’s