3. Organisation design

Many organisations have organisational structures that do not optimally support their business goals. We believe that a philosophy must underlie a business model, and we assist businesses to identify that philosophy, define the model and then prescribe...

Accountability matrices

All teams will have interdependencies in their operations in order that they can eventually operate as one. We assist organisations to define such interdependencies and how to hold each other accountable for delivery.

Balanced Scorecard

Whilst this is largely regarded as a thing of the past, we assist organisations that use Balanced Scorecards for their performance management to adopt relevance into the content of their scorecards through customisation, as we believe that ‘not only o...

Business insights

Businesses are often focussed on their core businesses and sometimes are not aware of the extraneous factors that may cause business disruption. We provide insights based on our vast experience, to pre-empt such disruption and remove barriers to success....

Career Management

Your people need to discover their inner potential, accept it and drive it in the right direction at the right speed. Where careers are managed in an ad-hoc and unsteered manner, the individual is either left frustrated after a while, or becomes disengaged,...

Compensation policy and structure

People go to work for pay. All organisations have pay levels for employees. However, these are sometimes arbitrarily arrived at, or if not, they are based on structures that are perceived to be inequitable. We assist organisations to develop compensation...

Compensation policy and structure

Starting point is the company’s positioning in the business and on the job market. We diagnose and recommend for current and new compensation policies and may use benchmark data. Elements of compensation may include: fixed and variable income, the d...

Diagnosis

we diagnose your problem

Employee engagement

The level of employee engagement in your business determines their productivity and drives overall achievement of results. We help determine levels of engagement and offer solutions on how to drive up people engagement.

Employer branding

Many organisations do a great job out there and believe that their achievement of short-term goals ‘says it all’. Longer term employer branding is essential for the sustainability of the organisation and its achievement of objectives. What would you...

Employer Value Proposition

We assist you to build, develop and sustain all aspects of a compelling Employer Value proposition so that only the best talent wishes to work for you.

Ethics and governance

Organisations fail because of insufficient focus on matters ethics and governance. The work ethic and morals of your staff are key to the delivery of your business. The governance structure in place assists staff to develop and internalise the best...

Executive coaching and mentoring

The Executives in the business provide strategic insights to the shareholders and give support to their teams to deliver the goals of the business. They hover between strategic and operational excellence in their roles as leaders of the business. Are...

Expatriate relocation and settlement

Nothing like a smooth transition for your incoming and outgoing expatriates and their families. We can link them to safe and secure housing, good schools for the children, cultural adjustment sessions and a general orientation to Kenya. We also assist...

HR Information Systems

Automation is the way to go in the new Industrial Revolution. Organisations have invested in all manner of technology for people processes, but if they haven’t achieved user acceptance of the same, the investment is sub-optimized. We advise on optimal H...

HR professional development

We believe that your HR team is key to driving the overall performance of the organisation right from the recruitment and selection of new staff, managing their performance, driving cultural issues, managing staff costs, elevating engagement through...

Job and role design

A clear organisation which is aligned with the business, in which people know what is expected of them individually and as a team, targeted towards achieving the business objectives. Depending upon the organisation philosophy, we can design jobs, roles...

Job evaluation

Many organisations have sub-optimal organisation structures are oblivious of them as these have not been subjected to individual job analyses and evaluation of the relative sizes of the jobs in the structure. Job evaluation not only leads to having...

Labour relations

Stable industrial relations is key to the engagement of all staff and to achieve superior productivity levels from your team. We assist organisations to achieve sound industrial relations with stakeholders viz. Staff and Unions, through industrial relations...

Leadership Development

We believe that ‘when a fish rots, it begins with the head’. The leaders in the organisation must identify a Leadership Standard, and live by it so that they role model what culture they expect of the organisation and lead their teams and the whole org...

Management structure and Governance

GreatLions diagnose and design the best management structure for your organisation to manage today's business optimally and to make the essential steps to realise your strategy or plans. This may include aspects of corporate governance appropriate for...

Organisation culture

All organisations have a ‘soft side’ that identifies them from other similar organisations in the same line of business. This soft side – the culture – makes one organisation a higher performing business than the other, simply because the people in the ...

Organisation structure

In order to achieve your business objectives, it is important to have a clear organisational structure (line – staff, business units – county organisations, matrix organisation with projects, etc.), processes, reporting lines, titles and job descriptions, inc...

Performance Management

‘what cannot be measured cannot be controlled’ – we assist organisations to establish performance management frameworks so that they can measure the performance of individuals and sub-unit teams, and provide a platform for enhancement of overall perfo...

Recruitment and selection

Besides having a compelling EVP to attract and retain high performers, we assist organisations in identifying the best talent in the market to suit their needs. The tools and methodologies we adopt combined with the people insights we have acquired...

Reputation management

Company branding and reputation are known subjects in marketing and sales in positioning your products and services. Hence another important market is the labour market, where identifying, reaching, recruiting and binding of your people is vital for business...

Reward Management

in contemporary thinking, Reward does not only recognise past performance but also shapes future behaviours that deliver high performance. We help you design a Reward policy that drives future performance.

Succession Management

Besides retaining institutional memory within the organisation, good succession management practices allow you to motivate and retain good performers. We assist you to put these in place for the future of your organisation.

Talent Management

Talent management refers to the anticipation of required human capital for an organization and the planning to meet those needs.[1] The field increased in popularity after McKinsey 's 1997 research and the 2001 book on The War for Talent .[3] Talent...

Talent mapping

So who do you have on board in your team? What is their potential for the future, and where are you going to get their replacement? Our business is to assist organisations to establish future talent guarantee in a structured manner. We are happy to...

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Vision, Mission and Values

Most businesses have defined the Vision, Mission and Values, but unfortunately, these remain as ‘pictures on the wall’. We assist organisations to make these come alive by defining the supportive behaviours that underpin the values that are desired by ...