mena and eu/ latam - hrbc - home integration cost accounting ... project portfolio management ......

1© 2016 HRBC. All rights reserved

HRBC: Building Your Successwww.hrbc.us

MENA and EU/ LATAM


HRBC – Company Profile Business Consulting and HR Services

HRBC is a leader in business management, consulting services and human capital consulting.

We are based in Woodstock, Georgia, USA which is 25 minutes north of Atlanta. We also have an

international base in Abu Dhabi, United Arab Emirates.

Our company history reaches back more than 25 years to DAVE Inc., founded in 1989 in Atlanta,

Georgia, USA. In 2007, we established H.R.B.C FZE to provide the same quality services in the

Middle East, North Africa, EU, and Latin America as we do in the Americas and the rest of the world.

We have a long and successful track record with private clients, family owned businesses and

government entities in both emerging and mature markets on a wide range of business, human

resources, talent management and management issues. We provide protection of asset value by

matching operations with specific requirements with people working on the right job at the right time.

We are recognized experts in: business consulting, HCM-HR, public services, economic

governance, airline consulting, change management & communications, private sector development,

and training/education- Hallmark Academy.

The target of our airline consulting services is to provide resource intensive activities which are

external to the core activities of the airline business by providing expertise, proper specialists and best

practices to deliver optimum solutions. Our proposal is based on a contemporary maintenance and

management philosophy which is both developed and conducted by international experts and SME’s

who ensure the best interest and profitability of the company.


Offerings by Practice

IT/IS Business Transformation

Change Solutions

Financial Business

Management

Enterprise Program

Management

Human Capital Management

GovernmentTransformation

IT & Business Transformation

IT Strategic Planning

Process Improvement (BPR and BPI)

ERP Customer Solutions comparison

ERP implementations

BI’s & Score Cards

Post ERP Implementation Support

Change Management

Change Communication

Coaching & Management

Learning, Education & Training

TNA, Training Need Analysis

Hallmark Academy Solutions

Employee Assessments

Strategic Planning

Internal Controls

Budget and Performance Integration

Cost Accounting

Compensation

Enterprise Risk and Compliance

Capital Planning and Investment Portfolio Management

Shared Services

Acquisition

Business Requirements

Program Management Office Start-Up and Support

Project Portfolio Management

Integrated Program Management Tools

Program Management Training

Enterprise PMO

HCM Strategy and Deployment

Talent Management

Workforce Planning

Job analysis

Grading

Workforce Transformation

Human Resources Optimization

Organization Design and Development

Recruiting Operations

Management Consulting Services

Privatization

Public-Public Partnerships

Public-Private Partnerships

Employee Assessments, Cultural ID and DNA


Bu

sin

es

s

Tra

ns

form

ati

on Org Design &

Development

Change Management

Business Process Development

Performance Management

Hu

ma

n C

ap

ital

Ma

na

ge

me

nt

Total Talent Management

Assessment Solutions

Team Development

Leadership Effectiveness

Fra

nc

his

e C

on

su

ltin

g

Se

rvic

es Candidate

Assessment Management

Coaching and Franchise selection

Presentation and Brand Selection

International candidates

Tra

inin

g &

Ed

uca

tio

n Business Training

Professional Qualification

Placement in-out Services

Project Management

LEAN

Resource Pool Project Execution/Technical & Functional

Board of Directors

President & CEO/ David A. Velasquez

COO- Chief OPS Officer / Mr. Orlando SperanzaPMO Global Services

Executive Director ME / Mr. Robert GodleyBusiness, Organization and HR Services

High-Level Organization

Project Management

StrategicSolutions

Strategic ITSolutions

TrainingSolutions

Liz Talavera

Executive to the chairman


Methodology

Governance• Organizational Governance• Process Governance

(Service-Metrics, KPI’s & SLA’s)

• Compliance ( Data privacy)

Organizational Readiness• Communication• Training, TNA’s• Stakeholder Management• Sponsor Alignment

Technology• Application Strategies• Environmental Assessment• Application Vendor Selection• ERP & HRIS/FIN Technology• Business Intelligence tools• Service Center Technology

Processes• End of Life Processes • Current State Mapping• New Process Design• Process Improvement• Documentation• Aircraft Consulting Services

Strategy • Strategy Assessment • Strategy Design• Scorecards/Dashboard • Business Case

Program / Project Management• Environment Assessment• Project Governance • Project Planning & Execution• Resource Management• Risk & Issue Management• Quality Management • Project Controls & Reporting• Transition to Operations

Organization• Organization Assessment & Design• Service Delivery Modeling• Role Definition• Job Profiling• Job Evaluation & Grading• Compensation Strategy• Organization & People Transition• Employee Assessments with TNA’s

TRANSFORMATION STUDY SOLUTION ROADMAP


Business

Case

From Business Case to Operation

BUSINESS TRANSFORMATION STUDY SOLUTION ROADMAP

AS-IS ANALYSIS SCENARIO DESIGNDESIGN, BUILD, TRANSFER,

OPERATE

Strategy Validation &

Alignment

Internal & External

Benchmark

Organization

Processes

Technology

Costs

Organizational

Design

Technology

Costing &

Sourcing

Transition

&

Investment

Governance

Internal & External

Benchmark

Process

Framework


Alignment

Governance

Organizational Design

Technology

Organizational Readiness

Governance

Processes


Alignment

Training & Education


Analyze Roles & EE Assessments

Analyze Processes

Create As-is Process Matrix

Collate As-is Process

Define Improve-ment Opportu-nities

Validate

NEW Operating Model

Analyze Governance

Analyze HR policy and procedures

Analyze HR Delivery Model

Confirm ServiceDelivery Scenario

s

Confirm Current

State

Governance

Roles

Recruitment

Service Delivery

Processes

Up

da

te S

olu

tio

n P

lan

Business Case

Roadmap

Tthree Year Roadmap

Key Risks & Dependencies

Recruitment & Resource Strategy

Assumptions

HR Operating model for success

Next Phase Workplan

*What are the major gaps in the current environment?

What will the future operating model look like and how will it be different?

What are the key value drivers?What is the business

case for change and improvements ?

What are the implementation steps and time frame?

Where are we? Where are we going?

How do we get there?

A pragmatic approach: HRBC Due diligence

What resources & steps will be needed?


Improving

Management

Practices

Investing in IT Investing in IT/ERP

while Improving

Management

Practices

2%

8%

%

Imp

rove

d P

rod

uc

tivit

y

20%+

Source: “When It Lifts Productivity”, The McKinsey Quarterly

IT and Business Units Disconnected

2X+

More

Value

Joint IT and Business Driven Initiatives

Inc

rea

se

d V

alu

e

Maximizing Value of Process Improvements

Business Process Integration Combined with IT Provides- Greatest ROI

Why HRBC is Different


Role

Expectations

• Job

Description

• Job Families

• Competency

Management

(knowledge,

skills,

abilities)

• Business

Goals

Performance

Management

• Performance

Appraisals

• 360°/Multi-

rater

Feedback

• Employee

Surveys

• Accomplish-

ments

Tracking

Succession

Management

• Talent

Profiles/’Baseball

Cards’

• Talent

Reviews

• Succession

Planning

• Workforce

Planning

Career Mgt.

• Career

Progressions

/ Paths

• Individual

Career Plans

• Employee

Assessments

Leadership

Development

• Individual/

Leadership

Development

Plans

• Individual

Career Plans

• Workforce

Forecasting/

Organizational

Skills Gap

Analysis

The

knowledge,

skills, abilities,

behaviors and

business

results

required to be

successful in a

job or role

Measuring

each

employee’s

contribution to

business

results (the

‘what’) and

the means by

which the

results were

achieved (the

‘how’)

• Identifying

and

quantifying

an

employee’s

readiness to

succeed

• Identifying

those

identified as

able to fill a

specific

position

• Identifying

and tracking

employee’s

career

desires and

opportunities

• Identifying

career paths

and options

in Company

ABC

• Identifying and

tracking the

activities an

individual must

take to close

gaps, get

results and

prepare for

future jobs/roles

• Identifying

Company ABC

skills gaps

De

fin

itio

nP

roc

es

ses

Mentoring/

Coaching

• Mentoring

• Coaching

Providing

employees

with mentors

and coaches

that will help

achieve their

business

and career

objectives

Rewards and

Incentives

• COMP

strategy

• Pay Plans

• Incentives

• Bonuses

• Rewarding

each

employee’s

contribution

• Incenting

behaviors

needed to

reach

corporate

goals

Talent Management Definitions & Processes


Objectives

Assess change impact and readiness

Facilitate smooth transition

Ensure success and sustainability

Address workforce issues

Implement effective communication

CREATINGA Climate for Change

1. Increase Urgency

2. Build the Guiding Team

3. Get the Right Vision

ENGAGINGAnd Enabling the Whole

Organization4. Communicate for Buy-in

5. Empower Action

6. Create Short-term Wins

IMPLEMENTINGAnd Sustaining Transformation

7. Don’t let Up

8. Make it Stick

9. Sustain it

9 Steps To Successful Change

HRBC Change Management Method


The HR employee life-cycle - a process of continuous improvement

Roles Expectations

1

Recruitment Strategy

2

Performance Management, HR Manuals

3

Compensation Strategy

Rewards & Incentives

4

Leadership Development

Coaching/mentoring

6

Succession & Career Management

5

Internalcommunication

Discussion

Continuousimprovement


TIME

Months

6 12 18 24

Years

3 4 5

Cost$

Benefits from transition and change

Diagnosis and

Due Diligence,

Roadmap

creation

Implementation/Change:

transition, workforce IT/IS

optimization, change mgt,

transformation

Cost GapCosts reduction over life cycle

Do nothing AS-IS cost

Pe

rce

ive

d

AS

-IS

co

st

Do nothing and issues continue

to grow

Do Nothing vs. Future Transition & Cost Reductions


Sample of our Clients

MENA & South AsiaBearingPoint, MENA

PTCL, Pakistan

UAE Government, UAE

PwC, UAE

Qatar Government,

SWCC, KSA

AL-Kholi Group, KSA

Louvre Abu Dhabi

Etihad Airlines

EuropeArinso, Belgium

IBM, Europe

Sodexho, France

Accenture, London

SAP, Germany

PeopleSoft, EU

Siebel, Germany

KLM, Holland

BAYER, Germany

Knoll, Germany

AFM Paris

Latin America - LATAM –Banamex, Mexico

Banco Industrial BIV, Venezuela

CitiGroup, LATAM

Grupo BAL, Mexico

Palacio de Hierro, Mexico

Novartis, LATAM

Sodexho, Brazil

Mercedes Benz, Brazil

Sodexho, Argentina

Taca Airlines, LATAM

Texaco, Chile

Toyota, LATAM

El Salvador Government,

Mexicana MRO

GlobalSony, Japan/US/ Mexico

North AmericaAccenture, US

Arinso, US

Arthritis Foundation, US

BearingPoint, US

Citi-Group, US

Coca-Cola Company, US

Coca-Cola Enterprises, US

Delta Airlines, US

IBM, US

KPMG, US

McDonald's, US

Merck, US

Microsoft, US

Oracle, US

PepsiCo, US

PeopleSoft ,US

Pfizer-Wyeth, US

PwC, US

Ryder Logistics, US

SAP America, US

Taco Bell, US

USAID, US

US Postal Service, US


HALLMARK CORPORATE ACADEMY

Introducing

The Leader in Professional Development

15© 2016 HRBC. All Rights Reserved

Introduction

Hallmark Academy is your one-stop shop for professional

development:

We tailor our courses and content to your specific needs

We provide a full range of materials to ensure you and your people

get full development

We offering single-subject training or a package of courses to

leverage your training investment

We provide professional courses in English, Spanish and Arabic

All our trainers are professionals with over 10 years of experience


Quality Assured

We follow the Sloan Five Pillar

Approach to evaluating learning:

Access

Learning effectiveness

Cost effectiveness

Learner satisfaction

Management satisfaction Reference: The Sloan-C Pillars: Towards a Balanced Approach

to Measuring Organizational Learning, Journal of Asynchronous

Learning Networks Vol 14, Issue 2 Nov 2010


Complete Development

Hallmark Academy courses come

with a full range of materials:

Slide presentations

Workbooks

Exercises

Icebreaker activities

Recommended readings

Certification

Hallmark is your strategic business

partner to get the best out of

professional development for you &

your people


Training Locations:

We got you covered

Abu Dhabi, UAE

Dubai, UAE

Riyadh/Jeddah, KSA

Beirut, Lebanon

Istanbul, Turkey

London, United Kingdom

Amsterdam, Netherlands

Paris, France

Milan, Italy

New York, NY USA

Chicago, ILL USA

Atlanta, GA USA

Orlando FL USA

Las Vegas, NV USA

Cancun, Mexico

Cabo San Lucas, Mexico

Rio de Janeiro, Brazil

Buenos Aires, Argentina


Management Training

Leadership Skills Training

Communication Skills

Training

Project Management

Training

Team Building Training

Coaching Skills Training

Motivation, Persuasion,

Creativity Skills Training

Creativity & Innovation

Skills Training

Training Streams/Workshops

Personal Development

Emotional Intelligence Training

Advanced EI

- Personal Skills Training

Time Management Training

Presentation Skills Training

Report Writing Skills Training

Decision Making Skills Training

Inter-Personal Development

Meeting Skills Training

Advanced EI - Interpersonal

Skills Training

How to Influence People Skills

Training

Human Resources-HR-

Train the Trainer Program

Performance Management

Customer Service Skills Training

Diversity Management


Strategic Training Workshops

By the end of the course workshops attendees will be able to: Lead teams and achieve results

Understand the relationship between stakeholders, clients, team members and you

Influence people in the right direction and conduct effective appraisal meetings

Communicate effectively with team members and set the right goals

Coach and develop your team so that they operate at their peak

Think strategically and align the team with AL Nasser's mission

Achieve results through people with a Performance management System,

Employ coaching principles in Client environment and maximize others’ efficiency

Use the GROW model to coach, question and guide a coaches

Ask questions to maximize the efficiency of the coaching session, raise awareness and open up new possibilities

Influence others through understanding basic human needs

Provide effective feedback to coaches’ and overcome any potential resistance


Support Services:

Liz Talavera Executive to the Chairmane: [email protected]:+1-770-6757107

Email: [email protected]@hrbc.us

Mail: H.R.B.C FZE (DBA)Hallmark HRC LLCP.O. Box 93617Abu Dhabi Mall, West Tower, First floor Abu Dhabi, UAE

Phone: +971-50-655-8097 (UAE)+1-770- 675-7107 (USA)+1-404-433-1032 (USA)+1-404-395-2929 (USA)

Contact Information

mena and eu/ latam - hrbc - home integration cost accounting ... project portfolio management ......

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