Attract & Retain... Integration

Studies reveal that the majority of employee departures occur within the first 100 days of employment. Ensuring that employees are properly and timely integrated is thus of vital importance for every organisation. Integration efforts should not stop there however, but accompany employees throughout their careers in a tailored measure.

Obviously, the integration needs of a new joiner are different from those needed when you have been within the company for a number of years. However, knowing where you stand, how you can progress and what you can expect are no less great at the halfway point than when you started off.

How we can help you

PricewaterhouseCoopers has a local team of specialists able to help you develop and implement your integration programs. Combined with the strength and expertise of our international network,PricewaterhouseCoopers is able to leverage its knowledge to respond to your integration related needs whether they are in appraisal process, succession planning, employee satisfaction surveys…

Facilitate the employee's integration to have him/her motivated since the very first day
Your HR challenges		Our solution approach
What are the other incentives than salary increase I could implement for the motivation and loyalty of my employees? How can I improve the individual performance and development? How can I align the individual with its specific development needs to the business needs?		Elaboration of a new joiner handbook Design of an “A la carte program” (cafeteria plan) including incentives schemes, wellness program,… Design of internal or external coaching process Individual, day-to-day or executive coaching (Development center) Design of different tailor-made methods including single or group assessments Personality test “Insights Discovery”
Employee satisfaction survey
Your HR challenges		Our solution approach
Are the expectations of my employees aligned to the company strategy? How can I measure the impact of a new strategy on the employees motivation? How can I cope with the complaints of my employees? How can I grasp the opinion of my employees about an evolving working environment?		Identification of the themes to be investigated Design of an employee satisfaction survey Analysis and presentation of the survey results Determination of actions for change
Competency management
Your HR challenges		Our solution approach
How can I make sure my job profile matches with the operational business needs? What are my strengths and my lacks in terms of competence? Do I have a mapping of my competences and is it updated and useful? How could I improve the effectiveness of my annual training plan?		Design of job and role profile Analysis of key technical and behavioural competences Design of competency framework Integration of competency management into a global integrated HR model.
Appraisal system
Your HR challenges		Our solution approach
How can I measure the performance of my employees? Do I have the right person at the right place?		Design and review of performance management system including set up of objectives, competency framework. Delivery of training on “how to deliver a constructive feedback?” (appraisal performance review techniques)
Internal mobility & Succession planning
Your HR challenges		Our solution approach
What are the key positions in my organisation? Who are the high performers in my organisation and what do I have to do for them? How can I anticipate the leaving of an employee at a key role within my organisation? How can I assess the adequacy between the individual competences of my employees and the ones required for the key positions identified? What is the best approach to ensure my succession planning?		Analysis of key technical and behavioural competences Design of job and role profile Performance evaluation through appraisal system, efficient assessment center identifying strengths and areas for development Personality test “Insights Discovery” Competences gap analysis Design of tailor-made development planning Design of internal or external coaching process Outline of personal compensation for executive positions
Workforce diagnostics
Your HR challenges		Our solution approach
What is the number of employees who leave the organisation within the first 100 days of employment? How can I manage attrition?		Definition of “key performance indicators” linked to Human Capital Conduct of a workforce diagnostic