Workforce transformation

How can we ensure organizational compatibility between merging entities?

Mergers and acquisitions (M&A) are essential tools for organizations aiming to stay ahead in today’s complex and competitive global market. However, success depends not only on strategic market positioning but also on the talent of employees and the organizational structure shaped by HR.

Our primary goal is to minimize organizational friction arising during M&A processes. By assessing the current state and crafting tailored integration strategies, we help reduce the negative impacts of structural changes on employees while aligning organizational priorities.

Our Services Include:

• HR Due Diligence: A comprehensive assessment of the HR landscape, including workforce capabilities, structures, and alignment with organizational goals.
• Identification of Organizational Risks: Proactively addressing potential challenges that could disrupt operations or hinder integration.
• Resolution of Integration Challenges: Developing strategies to address compatibility issues and ensure smooth transitions.
• Design of Interim and Final Operational Models: Creating scalable and sustainable operational frameworks for post-merger success.

How can organizations develop a compensation strategy that aligns with rapidly evolving market demands and business objectives?

In today’s increasingly competitive labor market, designing an optimal compensation mix presents a constant challenge. Organizations must balance market trends, employee expectations, budget constraints, and, in some industries, regulatory requirements.

According to our domestic and international research, fewer than half of companies believe their compensation strategy aligns with organizational goals. Even among those employing advanced practices, many lack clarity in defining their compensation objectives.

Our mission is to help clients navigate the dynamic labor market by providing modern, business-aligned compensation packages and solutions. These are tailored to attract top talent and retain existing employees, all while ensuring cost-efficiency.

Our Expertise Includes:

• Developing and Enhancing Compensation Strategies: Crafting tailored strategies that align with organizational goals and market demands.
• Assessing Compensation System Maturity and Competitiveness: Identifying gaps and areas for improvement in your existing framework.
• Designing Role-Based and Salary Structures: Ensuring alignment with organizational objectives and market benchmarks.
• Revising Performance-Based Incentives: Evaluating and enhancing incentive programs to drive desired outcomes.
• Creating Long-Term Incentive Solutions: Structuring plans that support retention and sustained employee engagement.
• Building Effective Non-Monetary Benefit Systems: Designing comprehensive benefits that go beyond base pay to meet diverse workforce needs.

Deloitte’s custom-built, machine learning-based predictive analytics solution empowers clients to forecast workforce attrition trends and address them proactively with targeted interventions.

Modern HR strategies increasingly prioritize the adoption of data-driven digital solutions. In today’s rapidly changing and often uncertain business landscape, it is essential for management to not only access information about past and current states but also identify trends that may shape future scenarios.

Advanced analytics and machine learning capabilities enable organizations to analyze vast amounts of employee data and uncover potential outcomes related to workforce dynamics.

Our Offering:

The People Analytics Dashboard, Deloitte’s proprietary digital HR solution, leverages predictive analytics to identify:

• Employees at High Risk of Voluntary Attrition: Those most likely to leave the organization within the next 3-6 months.
• Key Organizational Drivers of Attrition: Factors within the company that significantly influence voluntary turnover.
• Using insights derived from the People Analytics Dashboard, we support clients in developing and implementing customized retention strategies to maintain their most valuable talent.

The next-generation HR approach has evolved beyond viewing technology as merely a functional tool for managing daily tasks. With the progression of business operations, enhancing the employee experience has taken center stage. Modern IT solutions not only enable task execution but also foster an intuitive environment where employees can achieve their goals and develop their skills efficiently, while simultaneously streamlining HR processes for greater ease and productivity.

The cloud-based SuccessFactors platform seamlessly integrates core HR functionalities with the additional capabilities offered by Talent modules, bringing previously isolated features and capabilities together on a single interface. Core components such as Employee Central and strategic HR elements like Recruitment, Onboarding, Performance Management, Compensation, Learning, and Succession Planning can work independently or in close integration, delivering value in a user-friendly environment.

The system empowers employees through various self-service options, such as managing their employee profiles, viewing interactive organizational charts, entering time and attendance data, and submitting leave requests. While enhancing the user experience and engaging employees in managing their own processes, SuccessFactors also alleviates the workload of managers and HR professionals by automating routine tasks, enabling them to focus on higher-priority objectives.

How We Can Help:

• Preparation: In this phase, we help identify opportunities where the implementation of SuccessFactors can create value for your organization.
• Planning: By analyzing and rethinking existing processes at an operational level, we don’t just adapt the system to fit current workflows—we optimize and streamline them to prepare for the implementation effectively.
• Implementation: SuccessFactors is implemented using an agile methodology, typically in three iterative cycles. Each iteration moves from designing strategically significant processes to fine-tuning smaller details for a fully polished final result.
• Support: After go-live, we provide operational support, guide users in confidently utilizing the system, and help identify inputs needed for continuous development and improvement.

How can organizations ensure they have the right workforce in the right place at the right time, even in the long term?

Strategic workforce planning focuses on enabling data-driven, fact-based decision-making to bridge the gap between workforce supply and demand. We model workforce demand and supply over a 2-5 year horizon, taking into account how internal organizational dynamics and external market forces will shape future needs for skills, roles, and employees.

Our Services Include:

• Defining the Foundations of Strategic Workforce Planning: Establishing the approach, infrastructure, and success criteria.
• Supporting the Development or Selection of Technological Solutions: Enabling long-term planning with appropriate tools and systems.
• Developing a Strategic Planning Model: Integrating qualitative and quantitative data on workforce demand and supply.
• Creating an Action Plan: Defining steps to achieve workforce planning objectives.

How can organizations attract and retain top talent in today’s demand-driven labor market?

Talent recruitment and management remain among the most critical business and HR challenges globally. Technology, globalization, and increasingly complex legal regulations are reshaping not only recruitment strategies but also internal talent management practices.

Innovative HR programs are essential for attracting and retaining critical talent in a labor market increasingly driven by demand. Both international and domestic research highlight that today’s employees are more flexible and unafraid to change jobs if it clearly serves their interests. As a result, organizations must adopt new initiatives to retain their workforce.

Faced with rapid changes, many organizations are reevaluating their past practices and exploring innovative solutions. Deloitte’s HR Advisory team provides support to ensure that your talent strategy aligns with your company’s business goals and actively contributes to its success.

Our Services Include:

• Recruitment and Selection Strategy Development and Process Optimization
• Employer Branding
• Defining the Vision for Talent Management
• Designing Career and Talent Development ProgramS
• Creating and Reforming Training and Development Programs
• Developing Competency Frameworks and Aligning Them with Career Pathways