To point out the contribution to the creation of value of the HR Function is the aim of this area of intervention. Exeo Consulting co-operates with the HR Direction in the analysis, the design and the support for the implementation of tools and actions aimed at increasing the performances of the Function: from the strategy and the policies of the Function to the organisation structure and the operative processes, in a context of not only qualitative, but also quantitative measurement.

Climate Analysis
The analyses of climate are appropriate in a large range of situations in which one wants to measure the impact of initiatives in the HR ambit or, more simply, when one wants to evaluate the impact of a new HR management. Exeo Consulting proposes to use climate analyses and their outcome in different key moments of the life of the organization, for example in the ambit of wider programs of Change Management or as an effectiveness testing tool of managerial training programs (Leadership, Coaching, etc...)

Internal Customer Satisfaction
What is expected today from a HR Function is to “add value”; in order to succeed one has to first of all know which contributions are desired by the internal customers (management, employees). Exeo Consulting has developed a large range of tools of analysis for this purpose, including individual interviews, Focus Groups and questionnaires. The key aim is to keep the HR Function linked to the business needs, perceiving in a continuous and timely way new expectations and feedback regarding the perceived level of service.

HR Function Balanced Scorecard for the Development of company accumulated Know-How
The aim of the measurement tools developed by Exeo Consulting is to allow the HR Manager to bring to his CEO concrete evidence both for an evaluation of the effectiveness of what has been done and for determining the future investments in the Function. The measurement of the Company accumulated know-how is particularly appropriated when there is a need to update communications with the financial community, in order to allow a more precise analysis of the generated value and of the future prospects, or when there is a need to invest in processes, technologies, training and incentive schemes. These tools often support and integrate themselves with those of analysis of internal customer satisfaction.

Organization of the HR function
To review the organizational structure of the HR Function is a requirement that emerges when one wants to give the Function a leadership role in situations of cultural and strategic change, or after a restructuring meant to recover efficiency in the staff area. Exeo Consulting has developed projects of reorganization of the HR Function through the updating of the policies and tools of HR Development, through the outsourcing of the activities of staff administration, through the introduction of information systems in the function or through the “foundation” of activities of HR Development in areas devoted merely to staff administration.

For further information on services regarding “The Performance of the HR Function”, on material for the presentation of the single intervention areas or to receive any of our case history, contact us at info@exeoconsulting.com