HRSG provides customized organizational and job design and job evaluation solutions to meet your organizational needs. Our organizational analysis and design process encompasses job analysis, job design and job description writing. We design and implement job evaluation programs using all Federal Public Service Standards, as well as most classic commercial systems.

We have the capacity to manage entire re-organisation projects. This
typically involves:

• re-defining accountabilities and responsibilities for roles and levels consistent with a refocused organizational mandate, mission or methods of operation;

• preparing all job descriptions consistent with the new organizational design and conducting / coordinating the job evaluation / classification process;

• developing and implementing a strategy and plan for making the transition from the current organizational structure to the desired end state;

• mapping and moving employees to the new structure, including assessing and selecting employees to fill new positions and / or finding alternative avenues and options for employees who can no longer be accommodated in the structure; as well as

• coordinating project and communications activities to support the successful re-organization.

To be effective, an organization’s structure must be consistent with both its external (the environment in which it does business) and internal environments (the available resources, management preferences and organizational goals). It must be designed to address issues of fit, coordination, commitment and control within the organization. Effective organization design initiatives focus on constructing and adjusting the structure to correspond with the organizational environment in an effort to meet the organization’s goals in an effective, efficient and results-oriented manner.

A comprehensive job analysis systematically identifies the critical elements of a job (that is, the duties and responsibilities that must be performed) and the necessary knowledge, skills, abilities and other personal characteristics (competencies) required for successful job performance. The process involves collecting information pivotal to ensuring that the job is designed to support effective recruitment, selection, performance management, career planning and development, as well as the job evaluation and classification (compensation and benefits).

Job design identifies what work must be performed, how it will be performed, where it is to be performed and who will perform it. The goal is to arrange the duties and tasks to be performed into functional areas and jobs so that management’s requirements for performance and efficiency will mesh with employees’ needs for satisfying and rewarding work environments and careers.

Job descriptions form the foundation of any human resource process, from recruitment and selection to performance management, compensation and career development. Hence, it is essential that each employee’s job description focuses his or her efforts on work activities that support the achievement of the organization’s strategic vision and goals. Based on a thorough job analysis, HRSG will assess and validate your organization’s current job descriptions, and/or create custom job descriptions that optimize your personnel decisions.

A sound gender-neutral job evaluation/classification plan reflective of the organization’s values and goals is one of the fundamental building blocks for managing and fairly compensating employees for their contributions to the organization’s achievements. An ineffective system could result in complaints of bias in the pay structure based on gender or other factors unrelated to the fair and equitable treatment of employees, contribute to employee dissatisfaction and generally undermine the effective management organization’s human resources. HRSG has the capacity to identify and / or develop job evaluation systems that are efficient, clear, gender-neutral system, and that also encourage an organizational environment that enhances your organization’s bottom line.