Define your Human Resources Policy

What is your HR strategy to support your growth?

When to call on us

You want to prepare for the future and define your Human Resources policy and the HR strategy to deploy.

You want to project yourself on your remuneration policy , of recruitment , skills development , of loyalty and development of the employer brand , and finally give meaning to work of your employees.

Indeed, to develop your structure, you must conquer markets and be able to respond to them with employees who are motivated, competent, committed and loyal. To do this, you need to anticipate their wishes and meet their expectations.

The establishment of a Human Resources policy responds to this challenge:

  • Attract the best and retain them,
  • Develop their talents,
  • Empower them,
  • Make them surpass themselves.

It is these challenges that we face every day to support you in your development.

What is an HR policy?

The HR function has taken an increasing place in the development of companies in recent years.

More than a simple operational function, it is now part of the overall strategy of the company by placing HR issues at the center of all decisions.

The HR policy gives a 3 to 5 year vision of strategic directions of the company by associating the HR dimension with general performance.

This HR policy aims to promote the development and general development of employees in order to increase the overall competitiveness of the company.

This HR policy is divided into specific HR policies : Recruitment policy, Remuneration policy, Recognition policy … set up by a Strategic Human Resources Plan .

All this in order to better train employees and motivate them to allow the company to develop, to create wealth and jobs.

We will therefore discuss all these points with you, to know your vision, but also with employees to understand their immediate expectations.

We can then build a HR policy , which will give rise to Human Resources strategies, responding to the development of the company and the expectations of employees.

The subjects covered by an HR Policy

Based on the expectations, gathered from the Manager and the employees we met, we carry out analysis, reflection and prepare an HR policy integrating the company’s projects and the expectations of the employees.

This Human Resources policy will take into account:

  • The company’s 3-year development plan,
  • The evolution of his profession,
  • Markets to conquer,
  • The recruitment plan,
  • Employee loyalty,
  • Financial optimization of compensation,
  • The rise of skills,
  • The development of high-potential employees (promotions and internal mobility),
  • Defining values and giving meaning to work
  • Motivating employees and developing the quality of life at work,
  • Providing flexibility and agility in the organization of work

Benefits

Prepare human capital and future know-how
Prepare human capital and future know-how
Retain and upgrade your employees' skills
Retain and upgrade your employees' skills
Increase employee involvement and motivation
Increase employee involvement and motivation
Gain in competitiveness
Gain in competitiveness

Examples of missions

You will find below some missions carried out in HR policy and strategy.

They illustrate our areas of intervention. Of course these few missions are far from being exhaustive.

An HR policy to motivate and retain employees

The client’s problem:

The client is a supply chain optimization consulting firm, comprising around sixty employees, which easily recruits through its reputation and prestigious clients, but which encounters difficulties in retaining loyalty.

The service provided:

A HR audit is then led by one of our HRD in timeshare , specialist in HR audits , in the form of interviews with the Manager, his management committee, and certain representative employees. An analysis of these interviews was carried out, leading to recommendations in terms of HR policy to put in place (integration path and surprise report, closer managerial relations, internal mobility or promotions, development of the skills development plan, communication on business projects and the firm’s development policy, increase in delegation and responsibilities of employees …)

The benefit for the customer:

The working atmosphere has improved, employees are now more involved, are proactive, more motivated by the firm’s projects and we can see a decrease in departures.

example-mission-1

An HR policy to structure and reassure

The client’s problem:

Our client is a software publisher in the medical sector, of 40 executives, to whom his clients (major pharmaceutical laboratories), ask him to structure his HR process and retain its employees.

The service provided:

A study was carried out by one of our HR Consultants , based on customer specifications, on practices and shortcomings in the Human Resource Management .

Clear, communicated and applicable processes have been put in place, a Management Committee has been created, a replacement organization chart has been studied, responsibilities have been broadened, versatility but also specialization has been put in place. instead, an annual recruitment plan has been drawn up …

The benefit for the customer:

Following this study, a real HR policy has been written and deployed, making it possible to respond to customer concerns, but above all to bring serenity, fairness and projection into the future for employees.

example-mission-2

Recognition and development of employee skills

The client’s problem:

Our client, a household waste collection company employing urban cleaners, wants to give meaning to the work of its employees.

The service provided:

Our HR consultant worked on the image of the household waste collection profession, the company, and the employees by placing them in the role of ambassadors of ecology. Urban cleaners help preserve the planet and recycle our waste. This action was carried out by providing recognition to employees associated with training actions on waste traceability and safety.

The benefit for the customer:

Employees are much more motivated and proud of their work, they have gained in skills, and the company not only retains its employees but recruits more easily.

Politique RH pour motiver

Customer testimonials

faq

Questions answers

If we don't have a 3-year development plan, can you intervene?

It is difficult to define an HR policy that responds to the development of the company without a development plan. In this case, we invite the Manager to define his development plan, prior to our intervention.

How is the HR policy constructed?

The HR policy is built to meet a need of the company as part of its development. The aim is to achieve the objectives set by Management and to acquire the right Human Resources to achieve them (recruitment, skills, employee involvement, versatility, agility in the organization of work, etc.).

What is the profile of your stakeholders?

Experienced and benevolent HRDs, attentive to management and employees, wishing to define a win-win HR policy.

Can you accompany us throughout the national territory?

We can accompany you in Paris and in Regions from our Offices or Branches of Aix-en-Provence – Amiens – Angers AvignonBayonneBobigny – BordeauxBrestCaenCergyClermont-FerrandCréteil – DijonEvry – GrenobleLa RochelleLe Mans –  LilleLimogesLyon – MarseilleMayotte Melun MetzMontpellierMulhouseNancy – Nanterre – Nantes – Nice – Orléans – ParisPoitiersReims – Rennes – Rouen – Saint-Denis de la RéunionSaint-EtienneStrasbourg – Toulon – ToulouseToursValenciennesVersailles

Discover our other services specific to Human Resources
Discover our other services specific to Human Resources
Contact your HR Consultant in HR Policy and Strategy
Contact your HR Consultant in HR Policy and Strategy
or call us at
or call us at
01 42 70 97 20
01 42 70 97 20
Consult our news on Human Resources
Consult our news on Human Resources

Find our Human Resources Consultants in Paris and in the Regions on our Offices or Branches of Aix-en-Provence – Amiens – Angers AvignonBayonneBobigny – BordeauxBrestCaenCergyClermont-FerrandCréteil – DijonEvry – GrenobleLa RochelleLe Mans –  LilleLimogesLyon – MarseilleMayotte Melun MetzMontpellierMulhouseNancy – Nanterre – Nantes – Nice – Orléans – ParisPoitiersReims – Rennes – Rouen – Saint-Denis de la RéunionSaint-EtienneStrasbourg – Toulon – ToulouseToursValenciennesVersailles

 

Our HR Experts are also at your disposal abroad at our offices in Bruxelles – Genève – Luxembourg MonacoMontréal

Boost'RH Group

Discover our others HR services and our locations.