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Mercer can help you develop a human
capital strategy that delivers positive results to the bottom
line … in a sustainable way that competitors will have a difficult
time replicating. Through extensive research and innovative
client projects, we have learned what most enhances company
performance.
First, an organization has to have the right business
strategy. Once that strategy is in place, the organization
must align its human capital strategy with it. We are able to
supplement our own skills with the complementary corporate strategy
skills of Mercer Management Consulting. As one of the world's
premier corporate strategy firms, Mercer Management Consulting
helps leading enterprises achieve sustained shareholder value
growth by creating innovative business designs and helping clients
to build them.
Our framework for reviewing and understanding
business strategy - so that it can appropriately inform human
capital needs - derives from Mercer Management's Profit Pattern™
models. Profit patterns help identify the areas of economic
activity within your organization where high profit happens.
To learn more about "pattern thinking," visit their website
at http://www.profitpatterns.com/.
Performance and reward systems are essential
features of the human capital strategy. For these systems to
achieve the highest impact and economic return, they must be
integrated. Through both extensive research and innovative projects
with clients, Mercer has determined what policies and practices
most affect company performance. These six performance drivers
comprise what we call an organization's Human Capital Strategy™.
Mercer leads the market in the design and implementation
of integrated human resource solutions. We have delivered
high-impact solutions to the toughest business challenges for
the world's largest organizations.
The Mercer Human Resources Management Model is
part of an integrated business management concept linking together
the three corporate resources (financial, technical and human)
following a business strategy driven by performance and added
value. The Human Resources Management Model integrates the following
modules:
The Human Resources Management Model ensures
that Human Resources Management is aligned with all aspects
of business:
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Responsibilities are managed through
Role Clarification and Position Evaluation.
This links Human Resources Management with Organization.
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Objectives are managed through Objective
Setting and Performance Review. This links Human
Resources Management with Operations.
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Rewards are managed through Compensation.
This links Human Resources Management with Economics
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Competencies are managed through Person
Development. This links Human Resources Management with
People.
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