empower management consulting introduction

INTRODUCTION

© EMPOWER Management Consulting LLC

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EMPOWER Management Consulting established in Doha, Qatar.

Incorporated as Qatari Limited Liability Company (LLC) May 2008.

Partnerships with high-profile multi-national consulting firms.

Integrated and Interactive Business Model.

Unique practices positioned the firm to understand Client’s specific requirements and quickly address executive management concerns.

Committed to providing value added solutions as a pioneering management consultancy firm that directly contributes to the Clients’ business success.

EMPOWER at a Glance


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“Experts of Choice” Executive Management Consulting

role as a Strategic Business Partner to proactively support the Client’s Vision and Mission by developing, communicating and implementing innovative enterprise management framework, value-added consulting initiatives and high quality and cost

effective human capital solutions that are aligned with the Client’s

Corporate Business Strategy.

Vision & Mission


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Global Recession & Financial Crisis: significant decline in the GDPs.

Socioeconomic changes and Cost of Living Inflation/Fluctuations.

Unclear Business Strategy & lack of Corporate Objectives.

Transforming HR Management to Strategic Business Partner Role.

Shortage of Technical Skills and swift migration of Talents.

Employees’ expectations vs. Corporate directions.

New Business Techniques and ERP/ICT Solutions.

Ongoing Quality Improvement and demands for Service Excellence.

Collaboration between Global Joint Ventures and Local Partners.

Outsourcing: Availability, Commitment, Cost, Quality, Control.

Globalization & Labor Laws (Amnesty, Human Rights, ILO).

Global Alliances & widespread Competition (WTO & FTA).

Governmental Regulations, Constrains, and Political conflicts.

Business Challenges


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Leadership & Line Management! – No Authorization/Delegation

– Unclear Accountability

– Slow Decisions & Approvals

Business Practices: – Outdated Policies & Procedures

– Complicated & Inefficient Processes

– Lost Data & Inaccurate Information

– Disorganized Files and Records

– No Control & No Follow-up

Inconsistent Communication

Internal Audit & Legal Compliance

Confidentiality: Rumors & Gossips

Motivation & Loyalty: Reactive Behavior

Corporate Problems


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Major changes in the Structure, Strategy, or Business Model.

Mergers, Acquisitions, Expansions, or JVs in different locations.

New Shareholders, Partners, Business Line, Products, or Services.

New Practices, Policies, Procedures, Processes, Technology.

Unforeseen Risks that would result in Business Discontinuity.

Significant Financial constrains (Balance-Sheet & Cash-flow).

Widespread Competition, unrealized Potentials & Prospects.

Unclear Communication, conflicts among the Stakeholders.

Slackers not supporting Business Strategy and hindering progress.

Unrealistic and unjustified Performance Appraisals.

Socioeconomic, Diversity or Demographical concerns.

Cost of Living Inflation, Currency Fluctuations and Depreciation.

High Turnover, difficulties in attracting and retaining Talents.

Our Value Proposition


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Scope of Consulting Services

Phase 1 Phase 2 Phase 3 Phase 4 Phase 5

Review & Diagnose

Design & Develop

Managing Change

Deploy & Implement

Analyze & Evaluate


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Integrated Consulting Practices

Corporate Business Strategies

International Executive Search

Human Capital Excellence

e-HR Solutions (HRMS)

Strategic HR Management

Investment in Qatar


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Pre-Feasibility and Feasibility Studies of Acquisitions, Mergers, JVs

Country Research & Business Intelligence

Due Diligence: Partners & Local Sponsors

Referral to Commercial Legal Advisory

Legal Translation & Authentications

Shareholders Agreement (LLC Provisions)

Escrow Bank Account (Paid Capital)

Commercial Registration (CR)

Chamber of Commerce & Industry

Office set-up, Utilities, and Logistics

Municipality and Advertizing Licenses

Immigration Card (Approved Signatory)

Work Visas, Residence Permits, Visit Visas, Driving Licenses.

Investment in Qatar


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Vision, Mission, Core Values

Business Modeling & Restructuring

Organizational Design & Functions

Enterprise Business Strategy (BSC)

Performance Management (KPIs)

Reward Strategies & Incentives

Budgeting & Financial Allocation

Corporate Governance (P-P-P)

Internal & External Communication

Facilitation & Change Management

Situational Evaluation (SWOT/PESTEL)

Customers Satisfaction Surveys

Business Continuity Planning

Corporate Business Strategies


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Corporate HR Framework & Best HR Practices : – Master Plans and Roadmap

– Policies & Procedures

– Reengineering HR Processes

– Job Design: Analyses & Evaluation

– Compensation & Benefits Schemes

– Personnel Cost Planning (ABC)

HR Audit & Legal Compliance

HR Measurements & Metrics

Nationalization & Diversification

HR Communication

Employees Opinion Surveys

Retention & Employees Relation

Online HR Portals (Intranet)

Strategic HR Management


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ERP-HR Modules: Oracle® & SAP®

HR Technology Workshop©: – Org & Personnel Structure

– HR Management Framework

– Process Mapping & Documentation

– Requirements/Needs Assessment

– Technical Considerations/Options

– Feasibility Analyses (CBA & ROI)

– Working with Vendors: (RFI, RFP, CWO)

– Pre & Post Implementation

– System Security Measures

– Project Management

e-HR (Workflows & Self-Services)

Interactive e-Leaning Systems

e-HR Solutions (HRMS)


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Strategic Alliances and long-term Partnerships with a world-class Executive Search Firms based in the United Kingdom, United States, Canada, Hong Kong, Singapore, and Australia.

Specialized in top-notch headhunting campaigns and placement of high-profile talents with leading caliber competencies for the Banking, Investment, Oil & Gas, Petrochemical, IT & High-tech, Telecom, Real-estate Development, Projects Management, and Engineering Industries.

Qatari ONLY Placement Section!

International Executive Search


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Executive Search Process 2

-6 W

ee

ks

Job Profile

Sourcing & Searching

Screening & Short-listing

Personal Interviews

Matching & Selection

Credentials Authentication

References Verification

Negotiating Job Offers

Employment Contract

Relocation & Deployment

Corporate Orientation

Approved Assignment

Phone Interviews

Personality Assessments

Functional Induction

Government Formalities

Placement Invoice

Management Meetings

Search Agreement

Requirements Expectations

1-2

We

ek

s 2

-4 W

ee

ks

1-2

We

ek

s

Note: we don’t charge any retainer, three months free replacement guaranteed!


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Training Needs Assessment

Career Development

Succession Plans

Courses & Workshops: – Strategic Enterprise Management (BSC)

– Global HR Management (GPHR)

– Project Management (PMP)

– Managerial Data Analyses

– Mind Mapping (Buzan)

– Emotional Intelligence

– Effective Communication

– Technical Presentation Skills

– Outcomes-based Negotiation

– Cross-Cultural Awareness

Human Capital Excellence


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Leadership Development

Coaching & Mentoring

Improving Performance

Managing Teams

Implementing Changes

Communicating Decisions

Negotiating Solutions

Planning Strategies

Effective Leader


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High-Profile Clients


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Professional Affiliations


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HR Transition Plans for Mergers, Acquisitions, Joint Ventures, Decoupling, and Spinoffs.

Development and implementation of Qatarization Strategy to attract and hire Qatari Nationals with scholarships and training programs focused on progressive career development.

Development and implementation of Strategic Enterprise Management Framework (Balanced Scorecards) and the deployment of Business Strategy Maps, Corporate Objectives, and Matrix & Metrics that were successfully cascaded across all organization levels with Individual Performance Scorecards (IPS) and Key Performance Indicators (KPI). Balanced Scorecard has been essential strategic initiative to support Business Plans and achieve Corporate Goals which transformed Clients to a Strategy focused and Performance driven Organizations.

Projects & Achievements


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Corporate HR Annual Plans & Reports, Competency Profiles, and Human Capital Analysis.

Development, automation, and implementation of companywide Employees Performance Management System (EPMS), which was a Strategic Initiative that integrates Corporate Objectives Management System and Competency Models (Behavioral & Technical) with Performance Appraisals, Moderation Panels, raining and Career Development, Succession Planning, and Reward Admin. The Project’s scope included Planning, Systems Design, Process Reengineering, Policies & Procedures, Change Management, Education & Communication, Automation and Integration with HR Technology Modules, End-User’s Training, Deployment and Handover, and post Implementation Audit and Analyses.



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Design and implementation of org-wide HR Infrastructure, and Corporate HR practices based on HR Vision, Mission, Strategies, Measures, Master Plans, and HR Roadmaps.

Development and implementation of Regional HR Management Functions and coordination of country-wide HR Practices including Budgeting and Personnel Cost Planning, Policies & Procedures, Recruitment, Performance Evaluations, Training and Career Development Programs, Positions Control, Succession Planning, Reward Management, Benefits Administration, Employees’ Services and Government Affairs, Retention & Employees Relation, Opinion Surveys, and Legal Compliance.

Design of competitive Compensation & Benefits systems and Salary structures based on contemporary broadband scale with Position’s Grades and Benefits and Allowances.



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Design and implementation of Development Programs supported by Competency-Based Assessments, Scholarships, Professional Development Plans, On-Job Training, and Retention Strategies of Local Nationals by Remuneration and Motivation Schemes.

Global Talents Acquisition campaigns and annual recruitment plans for several start-up Companies with major regional projects which included initial Staffing Requirements, Personnel Cost Planning, Executive Search, Sourcing, Advertising, Screening, Short-listing, Interviewing, Selecting, Credentials Verification, Job Offers, Employment Contracts, Relocation, Orientation, and Induction.

Writing HR Policies & Procedures on Recruitment, Compensation and Benefits, Performance Appraisal, Payroll, Training and Career Development, and Personnel and Social Services.



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Structured baseline assessments of Employee’s qualifications and professional skills, work experience, and job performance to determine suitability for contract renewal and rehiring.

Org & Job Design, projects included positions analysis, job descriptions, job family models, job evaluation (Hay System), valuation panels, results validation, and streamlining the approval process.

Benchmarking HR Best Practices with HR Measurements, Metrics, and Reports in addition to the Local and Regional Compensation Surveys, Analyses, Researches, and International HR Polls.

Reengineering, evaluating, mapping, and documenting Corporate HR Processes.

Internal HR Customers Satisfaction Surveys and Employees Opinion Surveys.



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Implementation of HR Management Systems and Automation Technology Solutions (ERP Modules: SAP & Oracle). Projects included HR Business Requirements, Needs Assessment, RFI & RFP Evaluations, Matching and Scoping, Processes & Rules, Conceptual Designs, Configuration & Integration, Documentations, Authorization Profiles and Security Setups, End-User’s Training and Support, Systems Testing, Quality Assurance, Deployment & Implementation, Acceptance and Hand-Over, and System Audit.

Development and implementation of automated HR transactions with Smart Technology Solutions and Business Workflows (Employees Self-Services).

Implementation of Online HR Communication Portals (Intranet).

Interactive e-Learning Systems on HR Policies, Corporate Orientation, and Performance Management.



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Professional Integrity

Ethical Business Conduct

Copyrights & Intellectual Property

Stakeholders Interest/Risk’s Exposure

Financial Obligations

Corporate Social Responsibility

Work Relationships: – Principles, Practices, and Rules

– Reputation & Credibility

– Accountability & Confidentiality

– Transparency & Fairness

Outsourcing & Subcontracting

Audit & Legal Compliance

Our Corporate Governance


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Best Practices

Within Budget

Not Copy & Paste!

On-Time Deliverables

Client’s Specific Needs

Leading-edge Solutions

Customer Satisfaction

As Promised & Agreed

Value-Added Outcomes

Quality & Service Excellence

Mutual Affiliation & Alliances

Knowledge Sharing & Transfer

Ongoing Support and Relationship

Our Business Standards


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Effective Leadership

Corporate Governance

Clear Accountability

Business Intelligence

Organizational Flexibility

Leveraging Resources

Competitive Advantage

Improved Performance

Operating Efficiency

Profits & Cost Effectiveness

T&D Return on Investment

S.H.E.Q. Standards

Customer Satisfaction

Key Results (Direct)


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Business Prospects

Products Innovation

Delegation & Empowerment

Teamwork & Collaboration

Proactive Communication

Streamlined Processes

Integrated Online Workflows

Efficient Self-Services

Work and Life Balance

Employees Satisfaction

Employer of Choice

World-Class Organization

Legal Compliance

Key Results (Indirect)


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Local and Overseas Business Councils

Professional Associations & Societies

International Consulting Firms

Global Executive Search Agencies

Distinguished Experts & Consultants

Freelancers: Speakers & Lecturers

Accredited Universities & Colleges

HR Development Institutes

Local Training Centers

Service Providers: – Local

– Regional

– International

Alliances & Partnerships


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Primary Business Focus

Cultural Sensitivity

Local Work Environment

Arabic and English Languages

Demonstrated Expertise

Track-Record of Achievements

Best & Leading Practices

Extensive Resources

Cost Effectiveness

Scope of Consulting Services

Knowledge Transfer

Ongoing Relationships

Professional Global Network

Why EMPOWER Consulting?

[email protected] | www.EmpowerExpert.com

Phone: (+974) 5586-1741

P.O. Box 11537 - Doha, Qatar

Phone: (202) 657-4515

Washington D.C., USA

empower management consulting introduction

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