HR Consulting

Ma Foi's services in HR consulting are marked by a strong preference for a thorough understanding of the client's needs and its context, creating a shared commitment on the path forward. 

CHANGE MANAGEMENT SOLUTIONS 

Ma Foi sees each organization as a multi-faceted organic entity that needs to - and does - reinvent itself time and again as internal and external circumstances change. For an organization to remain viable and healthy in the long term, it needs to focus on making such reinvention voluntary and proactive rather than forced and reactive. This entails an ongoing assessment of both the external context and the internal reality. The felicity and agility with which the latter is able to adapt to the former determines the health and viability of the organization. 

Change Management deals with business transitions and organizations in the midst of making key changes in their very manner of functioning. These changes could begin anywhere but typically would include changes in systems, policies, structures and culture. 

We understand that the success of any organizational transformation lies with changing the more tangible skills, structures, systems and processes of the organization on one hand (the hardware of the organization), all this while maintaining a sensitivity to the less tangible processes of building commitment, while dealing with the trauma of change, and the resulting uncertainty. 

Organizations are both a human collective and a purposive instrument, and the extent and nature of the commitment that the human collective brings to the organization critically affects its efficiency and effectiveness as a purposive instrument. The organization's vision, mission, and strategic goals can only be realized through the work of its human collective. The management of this collective is thus critical to the success of any organization. This is especially true when the organization is planning or undergoing major changes.

Each organization has a unique reality. Therefore our interventions are geared towards this uniqueness. However, some of the more commonly used interventions are: 

Evolving an HR Road Map that plans for change in a phased manner 
Redesign of organizations Performance Planning, objective setting 
Clarity in Roles, responsibilities and authorities 
Competency Mapping 
Workshops on key change interventions 
Communication of Change
 Diagnostics: Sensing of key blocks and obstacles to the change 
High Performance Work Team design 
HR Automation

Who needs such services?? 

Traditional family run or closely managed companies? 
Government departments, corporations going through disinvestment?
Companies going in for merger and acquisitions or amalgamations