Organization & Talent Management

The ultimate goal of organizational design is to make diverse functions support the company's priorities. HCG's organizational design reflects strategic priorities and supports agile management and forward-looking organizational transitions in line with the digital-innovation era.

• Designing optimized structures considering customer, market, product, channel, and region
• Redefining work structures and performance-accountability units for digital innovation
• Designing Agile organizations and supporting swift, resilient organizational transitions
• Building transition strategies toward future-ready structures such as Virtual Connection organizations

Business process redesign aims to reduce waste and improve productivity. It clarifies each unit's mission and resource-use purpose, and accelerates decision-making and execution.

• Streamlining processes using RACIs and clarifying unit roles and responsibilities
• Building integrated data-collection in initial processes and designing operating-data usage frameworks
• Redesigning processes to foster employee autonomy and empowerment
• Leveraging data-analytics experts to interpret collected information and propose usage strategies

Corporate-governance transparency is now directly tied to enterprise value. Stable, effective governance elevates external reputation, improves management efficiency through accountable management, diversifies risk, and eases ongoing business restructuring.

• Designing organizational structure and governance bodies and proposing performance-management approaches for governance transitions
• Designing board composition and building board-evaluation frameworks
• Establishing outside-director selection criteria and board-operating standards
• Qualitative governance innovation including structure and role definitions for leadership groups

Workforce planning that connects business-plan changes and new strategies to HR does more than improve internal efficiency — it unlocks growth opportunities and productivity gains through people.

• Macro workforce planning by analyzing business strategy, scale, and productivity metrics
• Micro workforce planning based on workload estimation by unit
• Workforce planning that accommodates new work forms reflecting digitalization and collaborative performance strategies
• Short- and long-term workforce planning across scenarios using HR Analytics

Aligning HR systems around job content, value, and contribution — and selecting fit talent — ultimately lifts employee competitiveness. HCG uses big data to collect and leverage market-driven job information.

• Collecting market-driven job information and exploring trends through big data
• Clarifying job content (including required competencies and skills) and designing Job Descriptions
• Building job-based HR systems linking hiring, performance, and career development
• Structuring internal incumbent performance and career data to realize job-based talent management

Talent acquisition should be understood as more than recruiting and evaluating applicants — it is a channel to communicate your unique value and appeal to top candidates.

• Building a talent-acquisition brand grounded in the client's Core Values
• Planning and managing recruiting processes and designing selection and onboarding programs
• Turning the traits of internal top performers into data and applying them to hiring standards and evaluation methods
• Crafting recruiting strategies that reflect the characteristics of new-generation talent in a social-network world

Business growth without people growth cannot ensure sustainable success. HCG provides development strategies and execution programs tailored to diverse talent types.

• Delivering tailored development strategies and execution programs by Talent Portfolio
• Identifying key talent and Pivotal Positions that dominantly impact organizational performance
• Building enterprise-wide Talent Session frameworks and embedding operating mechanisms
• Proposing desirable Talent Mobility and career-growth models powered by big data

Among the conditions for successful organizations are strong, consistent leadership and a systematic process for identifying and developing the next generation of leaders. HCG supports every stage from leadership-pipeline definition to diagnostics and development.

• Defining a Leadership Pipeline by growth stage and modeling competencies
• Diagnostics powered by Qualtrics, a leadership-assessment solution used by more than 75% of Fortune 100 companies
• In-depth leadership-behavior analysis and predictive analytics using HR Analytics
• Designing Succession Plans, talent-session operations, and leadership-coaching programs