Organisation design

‘We assist our clients with clearly mapping out responsibilities’

Hamstra & Partners advises and assists clients in mapping out the responsibilities for the various roles and positions. When organisational strategy has to be translated into redesigned positions, the outlook of an external professional can often make all the difference. With the help of our expertise, organisations can work with clear and proven position design models rather than position designs based on ‘history and the individual’.

We help our clients identify organisational goals and results and indicate which specific organisational units and positions are needed to achieve them. We do this by organising interactive workshops for employees and management, by laying down the responsibilities for each organisational unit, by mapping out positions per ‘position type’ and by describing the various roles and positions. The results can be used for job grading, clarifying career paths and making result and development agreements with staff.

Job classification and job valuation

A sound job classification system is the mainstay of every HR toolkit. Job classification forms the basis of reward policies and can be helpful in clarifying career paths and setting up performance management. Job classification schemes differ from one organisation to the next. Together with our clients we use job grading to establish hierarchy and set up a job classification system. The client determines the desired level of detail. Thanks to our exclusive partnership with Mercer we are allowed to use IPE (International Position Evaluation), Mercer’s internationally recognised job evaluation method. IPE is a global evaluation system that classifies positions across virtually every type of organisation. This allows us to compare positions in large businesses with positions in small businesses and compare positions within the same organisation, e.g. production, sales, finance and human resources. In addition, our team has extensive experience in working with other recognised job evaluation systems. This allows us to think with clients on finding ways to handle the transition or conversion from the old job evaluation system to the new.

Job descriptions

Job descriptions are intended to clarify the goal of a particular position or role, as well as the associated responsibilities, requirements and place within the organisation. Over the years, we have drawn up or updated countless job descriptions. This experience enables us to professionally and efficiently support new clients in drawing up or improving their job and position type descriptions. If needed Hamstra & Partners can also act as project leader, resulting in a set of updated and approved job descriptions.

Career paths and durable employability

Organisations can use their job classification system to identify career paths. These career paths show how employees can move on from one position to the next. This overview also provides a guideline to CEOs, managers and HR professionals for formulating promotion and career policies. In addition, it gives employees insight into possible career opportunities within the organisation. It is important to note that career paths need not be vertical. More and more clients are consulting us on possibilities for horizontal career paths or other creative and innovative solutions. Over the years we have gathered a large array of practical examples.

Assessments

We work together with qualified assessment psychologists to offer our clients reliable advice on the career opportunities for and suitability of (potential) employees. As part of various projects aimed at clarifying the responsibilities of roles we carried out assessments to help clients gain insight into the individual qualities of their employees. The results of these assessments formed the basis of new team formations and individual development agreements.

HR analytics

In our experience more and more HR departments feel the need to see their HR policies translated into hard figures. CEOs are asking questions such as:

  • How does our human capital compare to that of the competition?
  • How effective are our employees?
  • Why is our employee turnover so high?
  • Why are we employing so many externals?

For many HR professionals, answering these questions is no easy task. How do they obtain these facts, how do they analyse the output and how do they translate the results into information management can use?

Specifically for this purpose, our partner Mercer has designed a tool and database called Comptryx. This powerful online tool offers clients an extensive database with market information that allows them to compare their data to other organisations. Comptrix not only makes it possible to analyse ‘big data’, it also allows you to benchmark and forecast it. It identifies the subjects where headway can be made, as well as the issues that pose a potential risk. The next question is what organisations are willing and able to do with these insights. We are happy to help you decide.

Contact us if you want to know what we can do for you: +31 (0)30 737 09 82

Credential

An example of one of our credentials:

Client: Royal HaskoningDHV

Question: develop a global job classification after the merger

Duration: 12 months

After a merger Royal Haskoning asked us to develop a ‘global’ job classification system with particular focus on roles and career paths. In addition, Hamstra & Partners helped Royal Haskoning formulate a new terms of employment policy. The project also entailed advising the board of directors, the supervisory board and the executive team on the design of a new international HR department. Lastly, we carried out a Human Capital Quick Scan for this 3000-employee company and audited the international HR department.