Our Total Human Capital Philosophy
Our Total Human Capital Philosophy
A Total Human Capital Conceptual Model is an approach for determining the optimal allocation of all people resources that power the execution of an organization’s business strategy. The development of a Total Human Capital Model ensures that all the individual program elements reinforce behaviors the organization values and energizes executives and employees in a way that ties them to organizational results through individual, team, and organization performance.
The Grahall Total Human Capital Conceptual Model below depicts our comprehensive approach to the design and implementation process:
Total Human Capital Methodology
Follow the links below to enhance your understanding of the Grahall Total Human Capital Model.
- Business Environmental Impacts
- Key Stakeholders
- Vision, Mission, and Values
- Business Strategy
- Organization Capabilities and People Strategy
- Total Human Capital Strategy
- Human Capital Architecture
- Total Human Capital Strategy Components
The development of a Total Human Capital Strategy will establish the overall blueprint of how the organization will meet the people demands of the business strategy.
- Organization Design
Behind every great business strategy is an organization model that “gets it”. Too many of today’s organizations are better equipped to sustain themselves then to take advantage of the current facilitating technologies and organization designs of the future. When you are competing with yesterday’s organization designs and processes there is little chance of success in tomorrows competitive markets.
- Total Rewards
Grahall is a longtime pioneer in transforming executive compensation into performance-driven tools for increasing shareholder and organizational value. For over 20 years our partners have served clients as independent, outside counsel to Compensation Committees and senior management.
- Total Relations
Beyond the compensation and benefits programs are the organizations policies that capture and communicate the details of this relationship. We work with organizations to review and design employee relations policies that can make your organization an employer of choice thereby making your organization more effective at a lower cost.
- Articulated Human Capital Strategy
An overall Human Capital Strategy directly linked to the business and people strategies of your organization.
- Detailed Human Capital Architecture
Each aspect of the human capital architecture plan will have a detailed set of design principles tied to the overall business strategy.
- Financial and Employee Impact Analysis
A thorough analysis will be conducted to create a common understanding of key influences of the design, decision points, and pros and cons of the various human capital strategy options.
- Implementation and Communications Plan
A strategy for gaining executive involvement will be designed. In addition, a detailed plan will be outlined in order to facilitate education and training on the new designs.
- Stakeholder Analysis
An analysis of key stakeholder groups (shareholders, executives, partners, suppliers, regulators, and customers) and their linkage to the human capital strategy will be outlined.
- Business Strategy Breakdown
A breakdown and articulation of various levels (general, value chain, and specific) business strategies for the purpose of creating a framework for reward program design will be delivered.
- Organization Capabilities and Critical Success Factors
A listing and prioritization of capabilities and success factors that will be used to drive allocation of people resources.
- People Strategy Factors for Use in Selection of Alternative Design Plans
The people strategy factors will include information on organization structure, processes, culture; and past, present and future recruiting and retention needs.
For more information, contact Michael Dennis Graham of Grahall Consulting Partners, LLC.