People & Change
We aim at developing people and ensuring resilience and productivity by engaging talented, motivated and committed people, enhancing and developing their skills and ensuring rightsizing and workplace excellence
People management structural development
Where structure meets human potential
Transforming human potential through system-led development—where structured processes drive measurable growth and strategic alignment
Organizational effectiveness with lean structure, roles & responsibilities
Building change management mechanisms and dynamics
Assessing strategic organizational alignment, employee engagement & performance, corporate culture and internal climate
People development towards the future
Human-centric growth, lasting impact
People development services designed to lead to people delight and corporate excellence.
People & skills empowerment compass
Technology enablement & people-centric info
Soft skills development
People & Change Coordinator
Practical support for people and change
Practical, hands-on support for people and change management – providing expert people and dedicated resources to ensure effective implementation
People management support
On-site or remote support for challenging people & change solutions
On-site resources to ensure compliance, solid policies, and practices
Case Study: A Leading Company in the Supply Chain Market
The Case
The Company made a strategic decision to pursue rapid growth and expand its operations within the local market, resulting in an increased workforce. Consequently, the establishment of a structured people management framework and supporting processes became essential.
The Solution
During the initial phase, BPM provided HR outsourcing services by appointing an interim part-time HR Manager and a full-time HR Executive. Customized HR systems and processes were developed and implemented to meet organizational requirements. These included the design of the organizational structure, job descriptions and specifications, performance evaluation systems, people management and development processes, as well as frameworks for remuneration, benefits and target setting. As the company continued growing, an internal HR structure was required and therefore BPM appointed an HR Director responsible for:
- Formulation of human resources management and development strategy.
- Participation in strategic matters related to the Company’s human resources management.
- Staffing the Human Resources Department.
- Monitoring and ensuring the effective operation of the Company’s Human Resources Department.
- Monitoring, coordinating and overseeing the implementation of human resource management systems (e.g., changes, leave, payroll etc.).
- Monitoring, coordinating and overseeing the implementation of human resource development systems (e.g., performance evaluation, training etc.).
- Updating the employee performance evaluation system.
- Development of new HR systems such as succession planning, career paths and talent management.
- Monitoring the implementation and ensuring proper operation of the Human Resources Management System (HRMS).
- Evaluation of the Human Resources Department personnel.
The Result
The company maintains a well-structured and efficient HR department, comprised of five HR executives, dedicated to ensuring employee satisfaction and supporting operational excellence.