WORKPLACE TRANSFORMATION

Bringing the future workplace to you

HR PROCESS REDESIGN

HR PROCESS REDESIGN

PeopleWiz provides HR process consulting covering all functional areas within HR which form a part of employee life cycle in an organization. We can create HR policies, processes, deploy them and drive implementation across the entire spectrum of employee lifecycle- Hire-Inspire- Admire- Retire. The right blend of planning and execution skills with a formal approach to change management is used during the deployment of HR processes. Key stakeholders are engaged; ample internal communication is carried out, workshops conducted, and other change management techniques utilized during the implementation to ensure that any new or
EMPLOYEE PLAYBOOK

EMPLOYEE PLAYBOOK

Chunky HR process manuals are passes. We create employee playbook with illustrative, easy to read as well as recall process descriptions in a language that captures your company's true essence. The employee handbook is a great tool for employees, new and existing, to learn the company's mission, values and norms.
The handbook lays out expectations about everything from the dress code to employee benefits to conduct policy. As a result, every employee handbook is unique to the company it represents.
CULTURE CULTIVATION

CULTURE CULTIVATION

In this increasingly networked environment, your organizational culture has become an integral part of your brand. Simply put, culture is how your employees treat the customer when you are not around. It is what happens when manager leaves the room. It is the shared beliefs, values, assumptions that manifest in behavior. Culture need not be good or bad, but it definitely is strong or weak. An innovative company allows its employees to fail without repercussion to build a culture of risk taking but a medical clinic cannot allow this and can still have a strong culture of patient care. But where does all of this start. How do you begin to cultivate a strong culture that will bind your organization as it grows, diversifies and evolves?
TEAL ORGANIZATIONS

TEAL ORGANIZATIONS

Teal organizations are characterized by self-organization and self-management. The hierarchical "predict and control" pyramid is replaced with a decentralized structure consisting of small teams that take responsibility for their own governance and for how they interact with other parts of the organization. Assigned positions and job descriptions are replaced with a multiplicity of roles, often self-selected and fluid. People's actions are guided not by orders from someone up the chain of command but by 'listening' to the organization's purpose. Unlike the highly static nature of traditional organizations, the organizational structure in Teal is characterized by rapid change and adaptation, as adjustments are continuously made to better serve the organization's
DIGITAL HR TRANSFORMATION

DIGITAL HR TRANSFORMATION

HR is more than a function. It is a distinctive capability embedded throughout the organization. This requires shattering the boundaries of HR, through spreading traditional skills and content across the organization while focusing more and more on the most strategic areas. Much like every other part of the organization, the digital transformation of HR is essential in an age where technological disruption is the norm.
HR digital transformation is the transformation in the way HR functions, using data to guide all areas of HR: payroll, benefits, performance management, learning and development, rewards and recognition, and hiring.