Projects – Organisation design

For a lease corporation, we reformulated job descriptions to align with the overhaul of their corporate structure. These job descriptions formed the basis of the IPE (International Position Evaluation) of the organisation as a whole. With the job classification system in place, we could help the client implement the reward policy.

Other recent organisation-design projects:

  • Develop a ‘global’ job classification system with particular focus on roles and career paths after a merger
  • Advising the board of directors, the supervisory board and the executive team on the design of a new international HR department
  • Human Capital Quick Scan for a 3000-employee company
  • Audit of the international HR department

Projects in the field of (management) development

  • Training-course in advisory skills for international consultants
  • Coaching and intervision sessions at several companies in professional and financial services business
  • Strategy and teambuilding session (usage of MBTI) for an international insurance company.
  • Assessment of all regional managers at a pharma-related company

Contact us if you would like to know what we can do for your project: +31 (0)30 737 09 82 or Lianne Hamstra +31 (0) 6 39 490 250

Credentials

Client: Forfarmers

Question: Draw up and grade the job descriptions for all ‘above labour agreement’ level positions after a merger

Duration: 2 Months

This agricultural company wanted to have the job descriptions for all ‘above labour agreement’ level positions drawn up and graded after a merger. As their HR business partner lacked time, Hamstra & Partners took on project management and made sure that within two months approx. sixty positions were accurately described, graded and approved.

Client: Retail organisation with 200 outlets

Question: help us map out the role of regional manager with support from all stakeholders and carry out a ‘gap analysis’ of the current and desired profile

Duration: 6 months

The main challenge with this project was drawing up a profile that all concerned parties could agree upon. We interviewed employees on location, as well as CEOs and the board of directors. This not only gave us insight into the position of regional manager, it also helped us create sufficient support. We subsequently used development assessment to carry out a so-called gap analysis to determine the difference (gap) between the current and desired qualities of the existing workforce, both at team and individual level. Lastly, we carried out selection assessments on candidate regional managers.

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.