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HR Consulting

Talent Management
It is much more effective to build upon the current strengths rather than turnover your work force and hire new employees.
  • Succession planning and career path planning ensures that key talent is prepared for the next role and gaps in the team are identified.
  • Through assessment and needs analysis we can help improve your competency maturity.
  • When your key talent has the skill set to be a major contributor but lacks execution ability, Executive Coaching provides a means to maximize this talent.
  • Effective Performance Management to measure and reward success while managing poor performers effectively and fairly.
Total Rewards Management
Meaningful management of Total Rewards Strategy that is inclusive of reward and career and is much more than assuring internal and external pay equity.
  • Effective compensation design incorporates ‘pay-for-performance’ objectives and incentives that motivate for success and goes far beyond benchmarking pay against the market.
  • Structuring benefit plans that motivate employee retention must include progressive thinking in addition to local requirements.
  • Inclusion of a ‘New Economy’ Work-Life policy increasing the organizations ability to attract, retain and motivate.
  • Efficient expatriate management requires creativity to maximize this valuable but expensive resource.
HR Administration
  • Transactional administration (e.g. employee handbooks, record maintenance, employee satisfaction surveys etc.) to allow your full-time staff to perform more value-added work.
  • Well designed employee communication is an effective tool to ensure employees fully understand company benefits and employee obligations. It is not about a company newsletter.
  • Facilitation for idea generation and engaging employees to draw out their full potential since innovation does not just happen; a creative environment must be developed.
  • Crisis management training ensures your business is prepared and rehearsed for unexpected business interruptions.
Recruitment Process Outsourcing / Co-Sourcing (RPO)
Whether you are looking to outsource all or just parts of your recruitment function, Laureoli International’s RPO service is geared toward providing organisations with an experienced, virtual recruitment department to work in partnership with, and drive attraction, motivation and retention of their staff. We achieve this by:
  • Analysis and re-structure of current recruitment processes and practices
  • Working within parameters of existing HR Strategy
  • Reducing recruitment costs through effective management of recruitment and search firms
  • Build in-house candidate management and capability through existing database system or implementation of Laureoli International’s ‘CID’ custom software
  • On-site and 24/7 recruitment support
  • Effective and appropriate usage of values and interest profiling, ability and personality assessments and selection and development centres
Assessment Centre
Our Assessment Centre service provides a means to measure individual potential through prediction of future behaviour. A number of competencies can be measured through assessment centre exercises, the more common of which fall into one or more of the following categories:
  • Decision Making
  • Planning & Evaluating
  • Managing Information
  • Managing Self
  • Communication
These competencies can be measured through various methods but are normally either:
  • Tactical Decision Making Simulations
  • Social Process Simulations