Tauzeef Co. For Human Resources

HUMAN RESOURCE OUTSOURCING
The Human Resource Department facilitates some of the most important functions in an organisation. However, these are supportive functions and might not be the organization’s ‘primary concern’. Many organisations, large and small, are now realizing the tremendous pressure that the Human Resource Functions have on their resources. Because these functions need to be continuously resourced, the HR department generally achieve efficiency at the expense of the organization’s operation and strategic performance. This is so because as a supportive function, Human Resource, although integrated with other organisational functions, needs to be set aside from the primary functions of the organisation. Its close alliance with the organization’s task or tasks can be an enormous distraction from the enterprise’s primary goals. The outsourcing of the associated Human Resource Functions to a reputable organisation can free-up other valuable resources, making way for huge ‘efficiency gains’. This notion is supported by the fact that Human Resource Outsourcing Facilitators are specialists in their fields and are able to streamline the processes effectively. Outsourcing the Human Resource Function, does not make the process any less strategic than if it was to remain under the organisation’s control. In fact, it is better placed to be a more strategic function, when it is managed by an organisation, such as Tauzeef Human Resources, which is dedicated to this cause. While small organisations find that they reap immediate and on-going financial benefit from Human resource outsourcing, large organisations find that this strategy relieves them of an 'added responsibility', making their support functions slimmer, saving time-loss of internal co-ordination.

Tauzeef Human Resources facilitates the complete outsourcing of Human Resource, at the highest level of effectiveness but at highly competitive rates. This service incorporates:

ORGANIZATIONAL ENGINEERING AND REENGINEERING
It is generally accepted that at, or shortly after, the inception of an organisation, a structure emerges. However, this structure may change several times during the life of that system. These changes may be in whole or part, and some organisations make constant adaptation in an effort to determine the correct fit.

The concept of organisational engineeing may therefore be interpreted as the engineering and re-engineering of organisations in an effort to respond to internal and external environmental demands. This is suggestive of the fact that, since environments are far from being static, the process is continuous - particularly so because there is a constant tension between stability and change.

It may be appropriate to suggest that a desire to promote effectiveness is the chief motivating factor in organisational design. This assertion can be supported by the fact that the process has recently featured prominently in the work of managers, consultants and ‘pure’ organisational analysts.

Tauzeef has experience with several consultancy engagements in Organization Engineering & Reengineering, our HR Consultant can take personal interest in helping organisations to study and design & implement the structure which best fits their current and predicted future circumstances.

ORGANIZATION DEVELOPMENT
Organization Development may be defined as a Behavioural Science approach to the improvement of organisational effectiveness. It constitutes long-range effort to: improve the problem-solving capacity of the organisation; foster effective management of the organisation culture; improve the effectiveness of work groups/teams. It is specifically concerned with: the organisation climate; organisation culture –norms; values, power structure; worker commitment; structure of roles in organisation; inter-group collaboration; the combination of the authority based in roles with the authority based in knowledge and skills; the creation of an open system of communication –vertically, horizontally, diagonally; management development; the management of change; and the management of conflict. Organisational Development, wherever implemented, attempts to improve the overall effectiveness of the organisation. However, it might take on not necessarily a macro approach but approach the problem from a micro-organisational level.

Tauzeef HR Consult has the expertise and will lead and ensure that Organisational Development initiative works for your organisation – ensuring the development and motivation of workers, at micro and macro.

FUNCTIONS OF MANAGEMENT
Managers at different organisational levels are concerned with a number of functions - necessary for the effectiveness of the organisation. This suggests that regardless of the level of competence of managers they approach the act of management in a systematic way - even though this might not be apparent and appears haphazard at times. Since managers are developed, rather than being a product of nature, we might assume that some are more successful than others at achieving the best results from these functions. It is generally accepted that managers are concerned with the functions of Planning, Organising, Directing/Leading,, Co-ordinating, Controlling.

Tauzeef Human Resources has the expertise in developing functions of management which will be necessary for the effectiveness of the organisation and ensuring the development and motivation of workers.

CHANGE MANAGEMENT
Change is inevitable in organisations, irrespective of whether it is reactive or planned. This is a necessary function if the process of ‘entropy` is to be reversed. It is of strategic importance that organisations anticipate the need for change and take the necessary steps to manage the situation before it is imposed on them (planned or controlled change), rather than only to react the change when it occurs (reactive change).

Organisations, which concern themselves with only reactive change, might get into a state of panic whenever the speed of the change which is required cannot be accommodated or it does not have the necessary resources to cope with this demand for change. In other words, the organisation might be in a state of un-preparedness, the consequence of which might be ineffectiveness. A systematic operational review can signal the need for change when the organisation is in a flexible position and before it is ‘cornered` by the imminent need for change.

Tauzeef Human Resource has the necessary expertise that will ensure that organisations move from a low level of desirability to an aspired state, smoothly and effectively - achieving the necessary culture change. This represents the crucial aspect of change management, recognising that the process affects the organisations' vital human resources in a variety of ways.

ORGANIZATION STRUCTURE AND DESIGN
The purpose of this section is to establish the fundamentals needed to design organisations, paying attention to specific rules and construction guidelines. It also attempts to assist you in identifying organisational structures, which is one step towards being able to design them.

In designing organisations, it is important that you adhere to vertical and horizontal role relationships. Consequently, organisational structure– notably, "A system of roles and their relationships, authority, power, responsibility and communication channels". Vertical and horizontal relationships are important indications of the position that roles take in the hierarchy and, consequently, the communication, power and authority relationships that exist between them.

Tauzeef Human Resource being conversant with organisational structure and design which will help in driving the organisation forward towards effectiveness. Its consultancy in the area of organisational structure enables the organisation to permit system of roles and their relationships, authority, power, responsibility and communication channels.

PERFORMANCE MANAGEMENT
Facilitates the workflow of setting individual goals and objectives at the beginning of a project or designated cycle; defines and aligns these goals and objectives with corporate goals and objectives; provides for a mid-term validation, interim feedback or goal update; facilitates execution and an assessment resulting in quantitative measurement; Enhances organizational effectiveness through focused alignment of complementary objectives. It generally enhances employee engagement by aligning employee objectives with those of their superiors, department and corporation. It identifies high performers and flags poor performers.

Tauzeef Human Resources can help your organization in simplifing performance management by guiding the participants through the process and defines the objectives of similar workgroups through templates.