HR process consulting for Township Developers: making hiring, moves and exits work across departments
When a township firm has grown by adding departments, each often runs its own way of hiring, joining and leaving. A review of the main processes finds duplicates, gaps and delays and sets a shared pattern.
Not sure what you need? Tell us about your business in six short steps and we will come to the first meeting prepared.
Share your requirementsWhy HR process consulting matters in township developers
A construction head hires through his contacts. Sales uses agencies. Estate management sends a request to the founder. Offer letters differ, joining checklists differ, and moves between phases happen by phone. Nobody can say how long a hire takes or who approved the last one.
A process review is a short exercise. Take five processes: hiring, joining, moving between phases, performance review and exit. Draw each as it is today, with steps, people and time. Note where it breaks, then redesign with the heads who use it. The result is a few pages, not a manual.
How to set it up
1. Choose five processes to map
Hiring, joining, phase moves, review and exit. Add others later if needed.
2. Map each as it runs today
Interview people who actually do the steps. Note forms used, approvals and time taken.
3. Find the breaks
Mark where a request waits, where information is retyped, where approvals are asked twice and where two departments do the same step differently, with the time each wait adds.
4. Redesign with the heads
Agree one pattern with allowed variations. Keep steps few, name owners and set time limits. Use documentation for the forms.
5. Pilot in one department, then roll out
Try the new pattern for a quarter in the department most ready, gather the complaints and the savings in time, adjust the forms and then extend it to the others.
Check these first
Before changing anything, find out what is true today. These take an afternoon and use your own records.
- Ask three departments how long it takes from approval to joining.
- Compare two offer letters from different departments.
- Find the last phase move and see how it was recorded.
- Check whether exits follow the same steps everywhere.
GullyHR can do this with you. Read how we approach HR process consulting in general, or share your requirements and we will tell you where to start.
Questions owners ask
It helps to have someone outside who asks plain questions and has no stake in the old way. The heads still own the redesign.
A few weeks for mapping and a few more for redesign and pilot. Most of the time is in getting people to describe what really happens.
Done well, they speed it up by removing repeated steps and waiting. Allow departments to vary where the work really differs, such as site and sales.