Our HR Consultancy Model approach is both "Scientific and Practical"

Organization/customer initiate contact with the consultant/s by communicating the current business (human resource) obstacles, growth opportunities, or business sustainability plans. 

Consultant/s received the information or relevant human resource data from the organization/customer to start with preliminary organization/customer review.

Key human resource issues are Identified by the consultant through in-depth diagnosis and analysis of the current internal and external factors in the organization/customer. In the next stage, strategies or action plans are planned to tackle the addressed issues. 

Planned human resource strategies or action plans are communicated to the organization/customer by the consultant/s for final approval before the implementation stage. In the next stage, the relevant strategies or action plans are implemented and established as part of the organization/ customer's daily practice.  

The consultant/s and the organization/customer start to evaluate and monitor the human resource practices or outcomes to ensure the relevant issues are addressed, mitigated, or reduced. 

Consultant/s communicate, solve, and monitor the human resource issues or strategies through virtual interaction where such communication channel is proven to be very agile and efficient in producing the expected organizational/customer's outcomes.  

During the change and implementation stage, the consultant provides both human resource consultation and various support services to ensure the issues are tackled and lead to expected outcomes. This method gives advantages, flexibilities, and cost reductions to the organization where the same consultant/s able to give both consultancy and support services at the same time.  

Through our current and globally used HR consultancy model approach, organizations may expect faster business (human resource) outcomes through an increase in productivity, performance, and quality standard. 

The key feedback is primary feedback obtained through the organization/customer's input at the beginning or earlier stage where it may be used by the consultant/s to make any changes/adjustments to the input or human resource information collected. 

Concurrent feedback is the mid feedback received by our consultant from the system/processor after the implementation or establishment of the human resource action plan. This feedback is significant in ensuring the final output meets the expectations. 

The post feedback is obtained after the monitoring or evaluation stage by our consultant, whereby the human resource feedback from the organization/customer is used to reengineer or modify the current system for continuous improvement.