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What we do
RWPS aligns people strategies with business imperatives through an integrated suite of human resource and labour relations services spanning the entire employee cycle.
Organisational design and restructuring | - Organisational design
- Organisational strategy and structure alignment
- Greenfields establishment
- Public Private Partnerships
- Mergers, including HR due diligence
- Acquisitions, including HR due diligence
- Large restructuring programme management
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General human resources services | - HR strategy development and implementation
- HR role & competency development
- HR structure design
- HR transformation
- HR Policy and procedure development
- HR business process reengineering
- HR capacity building
- HR metrics and benchmarking
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Labour relations services | - Transfer of employment
- Placement / migration of employees into new organisational structures
- Disciplinary advice
- Operational requirements consultations and terminations
- Incapacity
- Employment contracts
- Collective engagement strategy design
- Collective bargaining forum restructuring
- Strike management
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Talent management and Leadership development | |
Organisational culture | - Employer branding
- Culture and climate surveys
- Culture framework development
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Diversity management and transformation | - Employment equity strategy, planning and implementation
- Diversity management
- Change management
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When our clients use us
Clients call on us in the following situations:
Public sector reform
Organisational & HR strategy alignment
Organisational strategy & structure alignment
General performance improvement
Greenfields establishment
Mergers
Acquisitions
Industry reform
Legislative reform
Organisational change
New management and leadership
Our sectoral experience
RC has worked across a variety of different industries and recognises that all our clients have specific needs and interests.
We are committed to providing our clients with tailor made interventions – our team comprises of content and industry specialists to ensure that each client is provided with unique solutions specific to the client context.
We have undertaken assignments across the following industry sectors:
Energy sector
Financial services sector
Utilities sector
Manufacturing sector
Healthcare sector
Media sector
National government sector
Provincial government sector
Local government sector
State owned entities sector
NGO sector
Our experience
Organisational design and restructuring | RC has assisted organisations to design new organisational structures such that they optimise underlying functions and processes and reduce the costs of service delivery whilst enhancing the quality and levels of service output. Organisational design is the process through which the organisation organises itself, its resources and activities in order to deliver its strategic objectives. It determines the overall look / design of the organisation and its key functions. RC has undertaken organisation-wide organisational design and restructuring processes that have involved: Defining an organisational form (structure) that would best enable the organisation to deliver its strategic objectives; Mapping work processes and flows; Reviewing reporting lines, span of control and accountabilities; Identifying interdependencies between functions; Reviewing systems; Conducting an assessment of risks relating to the function as is; Understanding the cost drivers of processes; Developing measures to demonstrate the impact of the proposed restructuring and reorganisation; Creating organisational structures and allocating responsibilities to management units, including reporting relationships; Defining the process and mechanisms through which functions relate to each other, both for hierarchical reporting purposes and for collaboration between units; and Recommendations regarding sequenced actions, intervention and change management strategies for ensuring the smooth transition of employees and work outputs in the course of the transition.
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General human resources services | A holistic and comprehensive development effort is required to ensure that the HR community has sufficient skill and capacity to fulfil the proposed strategic delivery mandate. RC has assisted its clients to: Undertake business process reengineering exercises to identify opportunities for effiencies in HR Administration, as well as appropriate checks and balances. Possible solutions have included: Optical Character recognition for the handling of all leave applications; Shared Service centre for payroll and other administrative services; Employee and management ‘self service’ to reduce administration staff required;
Review and drafting all human resources and labour relations policies; Increase accessibility to policies for ALL employees using different media; and Implement some productivity benchmarks and reporting systems to track significant labour related costs.
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Labour relations services | RC has assisted a number of clients in: Developing and implementing supporting labour relations / change management strategies and plans on placement, transfers and retrenchments - for mergers, acquisitions, restructuring, non-core business disposals and business process reengineering projects Streamlining bargaining arrangements, including the review of bargaining units Development of engagement strategies for substantive negotiations as well as restructuring initiatives Determining roles and structures for the Employee Relations function within organisations Auditing the status quo in regards to legislative compliance and implement corrective measures Developing industrial action contingency plans Launching pro-integrity / anti-corruption campaign
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Talent management and Leadership development | Talent Management
In order to effectively attract, manage, develop and retain talent, a differentiated approach to people management is required. Whilst there is talent throughout any organisation, there are certain individuals and positions that must be elevated to reduce the risk of losing such ‘marketable mobiles’ and critical skills and to leverage their contribution and capability to business goals and solutions. RC’s talent management approach aims at taking advantage of the synergies across the organisation by way of identifying the best opportunities in the client for the key employees, and of allowing plans for their further developmental preparation, e.g. through assignments, projects, executive education, etc. Our approach gathers necessary data to link the future needs of the organisation at the level of the higher ranks, with the skills and capacities of employees, which must be well planned in advance. Many Human Resources initiatives stem from this update: ongoing performance review of our employees, career plans & promotions, training & education, special assignments, and ultimately, further High-Potential recruitment where gaps may be registered. This information enables the organisation and its HR division to evaluate actions in support of the business strategy. In times of high growth this is absolutely critical. |
| Leadership development
RC has assisted a variety of clients to harness their leadership potential by: Defining the requirements of leadership (competencies and behaviours) for success; Ensuring leaders are equipped to drive the organisation strategy; Holding leaders accountable for the performance, behaviour and culture of their teams through the measurement of performance and application of rewards; Equipping leaders to harness organisational culture to achieve strategic objectives; and Developing and delivering leadership development initiatives to enhance leadership skills and capability in the organisation.
Capacity building We have assisted our clients to: Define capacity building frameworks; Identify critical skills gaps; Develop critical skills; Assess and recommend role of training facilities including future role of existing training facilities; and Define Training Academy frameworks and governance structures.
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| Performance management RC has worked closely with public and private sector clients to develop comprehensive individual performance management systems. These assignments have included: Policy development - the development of the policy, and ensuring an appropriate link to reward and recognition. Implementation planning and execution - RC has played a role in preparing the performance contracts and agreements for the executive teams, developing training courses to equip managers with the skills required for implementation of the performance management system, training senior managers on the system, and then training a group of trainers within the client organisation to transfer the skills of planning, coaching, reviewing and rewarding performance to other managers within the City. Change and communication – change material and employee brochures have been developed, and made available to all managers to distribute and explain the system to their staff, so as to ensure that they too had a clear understanding of how it applied to them. Performance governance and review - RC have provided assistance in the establishment of performance review panels, including the training and briefing of the panel, the preparation of draft terms of reference and information packs required by the panel, so as to understand the system and make informed decisions. RWPS have also been directly involved in designing and populating the quarterly performance reports for executive reviews.
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| Remuneration and reward
RC has delivered a number of remuneration and reward solutions to our clients to: Ensure the design and implementation of an integrated reward system that directly supports the organisational strategy; Develop and implement a reward system that: Revise current job evaluation and grading business processes for greater efficiency, accuracy and greater line accountability for the end result; Design and implement new incentive scheme focused on strategic value drivers – executive and staff; Implement proper remuneration governance; Ensure that the performance management and reward cycles are an integral part of the executive agenda; Implement HRIS for performance management and reward; and Align all HR processes and initiatives with performance management and reward.
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Organisational culture, diversity management and change management | Organisational culture and diversity management RC has assisted leading South African organisations in Designing and analysing surveys, with a particular focus on Employment Equity, organisational culture and climate. This has included surveys regarding organisational practices and its impact on staff satisfaction and performance. Developing and implementing new employment equity strategies and plans aligned with organisational strategy.
Stakeholder Management Change readiness and change management Implement organisation wide change readiness assessment. Present findings of internal readiness assessment. Design interventions to impact gaps and feed into other areas. Conduct ongoing ‘temperature checks’. Identify change agent network to use during implementation. Run capacity building workshops with change agents to explain their role, gain buy in and support and provide them with tools for the journey. Prepare people for the change by mobilising them through understanding of planned actions. Identify organisational and individual competencies required to support the changes.
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Our Team
RC draws on a wide network of partners and consultants to ensure the right mix of substantive expertise, comparative experience and local knowledge. This assists our clients to craft solutions appropriate to their needs and circumstances. Our professionals hold extensive expertise in the following practice areas:
Project Management;
Strategy development, planning and institution building;
Organisational structure and role design;
Labour relations and collective engagement;
Human resources strategy;
Talent management and leadership development;
Diversity management and transformation;
Change management.
We prefer to adopt a consultative and partnership-based approach when undertaking any consulting assignment. Through structuring projects in this way, RC is able to ensure sound quality of work, ownership and accountability and progress against key deliverables may be tracked and monitored. In addition, this project structure facilitates the sharing of ideas between the client and project team, and within the RC team as well as facilitates skills growth and capacity building within each organisation.
Contact us
Monna Monnakgotla
Managing Director
Tel: +27 11 325-4556
Fax: +27 11 325-4607
Overview 
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