HR policy and strategy
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
Our strengths for this service
Prepare human capital and future know-how
Retain and upgrade your emloyees' skills
Increase employee involvement and motivation
Gain in competitiveness
Examples of missions
The client’s problem
The client is a supply chain optimisation consultancy with around sixty employees, which recruits easily due to its reputation and prestigious clients, but which has difficulty in retaining staff.
The service provided
An HR Audit was then carried out by one of our HRDs on a time-sharing basis, specialised in HR Audits, in the form of interviews with the Director, his management committee, and certain representative employees. An analysis of these interviews was carried out, leading to recommendations in terms of HR policy to be put in place (integration process and feedback report, closer managerial relations, internal mobility or promotions, development of the skills development plan, communication on the firm’s business projects and development policy, increased delegation and responsibilities of employees, etc.)
The benefit for the customer
The working atmosphere has improved, the employees are now more involved, are more motivated by the firm’s projects and we have seen a reduction in departures.
The client’s problem
Our client is a software publisher in the medical sector, with 40 executives, who are asked by their clients (major pharmaceutical companies) to structure their HR processes and develop employee loyalty.
The service provided
A study was carried out by one of our HR Consultants, based on the clients’ specifications, on the practices and shortcomings in Human Resources management.
The benefit for the customer
Following this study, a real HR policy was written and deployed, making it possible to respond to customers’ concerns, but above all to bring serenity, fairness and projection into the future to employees.
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. The urban cleaners help to preserve the planet and recycle our waste. This action was carried out by providing recognition to employees combined with training 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.
Customer testimonials
Very serious and responsive company, great know-how, I recommend 100%.
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I appreciated the quick and complete understanding of our issues. We were fully satisfied with the synthesis and the solutions provided.
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S2FIT1, real estate company of the SNCF Group. BOOST’RH understood our specifications, which enabled us to entrust them with the mission. The scope was clear, the interviews well targeted and the deliverables up to expectations. Competence at the rendezvous.
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Boost'RH has been a partner for several years and has demonstrated its expertise to B-to-B companies, both in terms of knowledge of the business and its ability to respond to the diverse issues related to the implementation and practice of GPEC in SMEs.
Lire plusQuestions answers
It is difficult to define an HR policy that responds to the company’s development without a development plan. In this case, we invite the Manager to define his development plan before our intervention.
The HR policy is designed to meet the company’s needs in the context of its development. The aim is to achieve the objectives set by management and to equip the company with the right human resources to achieve them (recruitment, skills, employee involvement, versatility, agility of work organisation, etc.).
Experienced and caring HR managers who listen to management and employees and want to define a win-win HR policy.
We can accompany you in Paris and in the Regions from our Offices or Branches of Aix-en-Provence – Amiens – Angers – Avignon – Bayonne – Bobigny – Bordeaux– Brest – Caen – Cergy– Clermont-Ferrand – Créteil – Dijon– Evry – Grenoble – La Rochelle – Le Mans – Lille– Limoges – Lyon – Marseille – Mayotte – Melun– Metz – Montpellier– Mulhouse – Nancy – Nanterre – Nantes – Nice – Orléans – Paris – Poitiers – Reims – Rennes – Rouen – Saint-Denis de la Réunion– Saint-Etienne – Strasbourg – Toulon – Toulouse– Tours – Valenciennes – Versailles
Find our Human Resources Consultants in Paris and in the Regions at our Offices or Branches in Aix-en-Provence – Amiens – Angers – Avignon – Bayonne – Bobigny – Bordeaux– Brest – Caen – Cergy– Clermont-Ferrand – Créteil – Dijon– Evry – Grenoble – La Rochelle – Le Mans – Lille– Limoges – Lyon – Marseille – Mayotte – Melun– Metz – Montpellier– Mulhouse – Nancy – Nanterre – Nantes – Nice – Orléans – Paris – Poitiers – Reims – Rennes – Rouen – Saint-Denis de la Réunion– Saint-Etienne – Strasbourg – Toulon – Toulouse– Tours – Valenciennes – Versailles
Our HR Experts are also at your disposal abroad at our offices in Bruxelles – Genève – Luxembourg – Monaco – Montréal