Whether you are a start-up or an established organization, you can expect a full complement of Human Capital consulting services from Just Talent. You will find that our solutions result in increased employee productivity, improved morale, and higher employee retention, all of which translate into cost savings, while protecting your business. We provide on-site or off-site consulting services or a combination that best meets your needs. Some organizations select us to supplement an existing human resource department, while others utilize our services in place of a formal human resource function. 

Our primary focus is to facilitate identified, necessary change within an organization to enhance the success of the company. Our management, human resource, and training services are intended to improve productivity, efficiency, communication, and employee morale. Whatever your industry, we will work to identify needs, develop an action plan, and assist with implementation.


  • Performance management is a system of different processes which combined can create an efficient workforce that can lead to the achievement of your business goals. There are many different aspects of performance management, but in most cases it can be broken down into a few simple steps. If you're adopting a performance management process for the first time or want to modify your current one to maximize its effectiveness, three key aspects that are the most important in your performance management system.

    1.    Planning – The first step in any good performance management process is likely also the most important. Planning begins by analyzing the exact goals you want your company to attain and to develop realistic ways to achieve them. It's vital that your goals are realistic; otherwise, your performance management plan will not be achievable. Take the time to create a real plan that can make you reach your goals.
    2.    Monitoring – If any performance management system is to succeed, it needs to involve a very rigorous monitoring process. Closely surveying your overall company, each department, and individuals are vital for performance management. Continue providing them with constant feedback whether it is in the form of praise and reward or constructive criticism. If areas seem to be lacking, you'll need to be able to take steps to improve them, such as providing training.
    3.    Rewards – While some experts place employee rewards lower in importance than other aspects of performance management, the truth is that your employees deserve rewards and that few things will influence the success of your performance management efforts, but also the success of your entire company, quite like appropriate rewards. Whether it is simple public recognition or actual monetary rewards, no performance management process will be complete or effective without the proper use of rewards. They can improve morale and employee satisfaction, boost productivity, and help you move closer to your goals. If you want your performance management to be successful, take the time to utilize rewards.

    Just Talent provides performance management tools that can help you formulate plans, monitor progress closely, and even track and manage rewards. Having software that allows you to implement performance management effectively, is important and almost as vital as the actual steps that you take in your performance management efforts.

  • A Key Performance Indicator is a value that demonstrates how effectively a company is achieving key business objectives. Organizations use KPIs at multiple levels to evaluate their success at reaching targets. High-level KPIs may focus on the overall performance of the enterprise while low-level KPIs can concentrate on processes in departments such as sales, marketing or a call center.

    Just Talent assist its clients in setting up measurable KPIs that meet the company’s business goals, using SMART criteria, specific, measurable, attainable, relevant, time-bound. In other words:

    •    Is your objective Specific?
    •    Can you Measure progress towards that goal?
    •    Is the goal realistically Attainable?
    •    How Relevant is this goal to your organization?
    •    What is the Timeframe for achieving this goal?

  • Simply put, employee productivity (often referred to as workforce productivity) is an assessment of the efficiency of a worker or group of workers. Productivity focuses on six complementary key drivers. The drivers emphasize the need to align everyone in the workplace towards better performance and are about working smarter not harder.  

    There is no one-size-fits-all solution to improving workplace productivity, but these drivers are a start for anyone looking to improving their workplace productivity. Just Talent evaluates each business and provides customized solutions based on the six key drivers.

    • Building leadership and management capability
    • Creating productive workplace cultures
    • Encouraging innovation and the use of technology
    • Investing in people and skills
    • Creating an organized workplace
    • Continuous measuring

  • Company strategies and goals should be explained so that people can align their individual objectives accordingly. Effective communication is when a clear message is delivered through the appropriate channels and tailored to the audience. In a company, this should result in employees knowing how their work contributes to achieving the company goals, which helps keep people motivated and engaged.

    Internal communication has been growing steadily in importance and sophistication, embracing the latest technologies, publishing trends and thinking around face-to-face communication.  

    Engaging employees through internal communication is about making sure the members of staff are well-informed, educated and inspired.  

    An engaged workforce feels valued, involved, and genuinely important. Higher levels of engagement improve morale, boost productivity and lead to a better working environment in general. Effective communication ensures that employees fully understand the company, its values, and purposes, what is expected of them, the knowledge of how to achieve the company goals and how to engage fully with their own roles.

    In short, there are benefits for employees and employers. But how do you deliver and sustain excellent internal communication?
    Just Talent and its partners will assist you to develop and deliver such strategies.

  • A Learning & Development (L&D) team supports the organization’s mission by enhancing the capability of managers and employees to build a motivated, engaged and high-performing workforce. L&D provides holistic learning and development opportunities and solutions at an individual, team, and organizational levels.

    Our learning solutions focus on developing the competencies and behaviors needed by individuals and groups to accomplish meaningful goals and create a positive work climate that encourages and values clarity, interaction, openness, diversity, community and results.
    L&D strives to influence and affect the quality and effectiveness of individuals and teams positively across the organization and to be a catalyst by motivating, encouraging and enabling others to act.
    Whether you are an individual or an organization, we offer a variety of courses that will assist individuals to develop the skills required to expand their career and our corporate clients to form highly effective teams.

    We also assist our clients in creating an in-house L&D department to manage the ongoing development needs and align performance with the organizational goals.

  • Hiring the right employees for your organization is time-consuming and costly. So retaining them should be a top priority. We assist our clients in developing strategies to help them achieve this.   

    Good retention starts from the time of hiring to the time the employee leaves your company. Modifying some of your employment practices can have a significant impact on employee retention.

    We review current strategies and practices, and we make recommendations. We undertake a detailed analysis, and we develop customized solutions. During this journey of discovering our client’s needs, we use a variety of tools to analyze the following areas:

    • Recruitment and hiring process
    • Orientation and onboarding practices
    • Company culture and treatment of employees
    • Learning and Development opportunities
    • Compensation and benefits structure
    • Performance evaluation and rewards
    • Internal Communication
    • Termination and Outplacement
    • Engagement of employees
    • Empowerment of employees
    • Leadership

  • Policies and Procedures are the strategic link between the company’s vision and its day-to-day operations. Simply put, well-written business policies and procedures allow employees to understand their roles and responsibilities better within predefined limits. Policies and procedures allow management to guide operations without constant management intervention. Constant intervention equates to increase operating expenses that ultimately detract from your company’s profitability.

    We assist our clients in identifying the gaps in their policies and procedures. We review current, if any, policies, and we help our clients develop new well-written and comprehensive ones.

  • Talent is a term used to define highly skilled workers. These individuals possess significant job experience in their functional areas and a strong knowledge of their industry. Talent management is a set of entrepreneurial human resources, processes, and practices ensuring the sustainable effectiveness of the most skilled workers within an organization.

    Talent management is highly strategic. It aims at maintaining the company's innovation and performances, relying on the long-term capacity of its human resources. An effective talent management is one of the highest valuable assets an organization can have. If talent management is performed professionally, it can become the organization’s backbone for economic success.

    Talent management comprises of three major pillars:

    • Talent Acquisition
    • Talent Development
    • Talent Retention

    We assist our clients in developing Talent Management strategies that will help them retain their most talented and valuable employees.   

  • Succession planning is the identification of job vacancies that can be expected in a particular period, and the strategic consideration of where and how internal candidates might fill those vacancies. It involves assessing job requirements and competencies of existing employees and then seeking to fill the gaps between needs and skills with targeted training and development activities.

    Through succession planning, we can identify employees who have the right skills--or the potential to develop skills--that can help them move up in an organization, or to other positions. In addition, the process of succession planning can contribute to identifying other areas of performance where employees may be weak and where training could help to manage and improve performance outcomes.

    Effective succession planning activities have a positive impact on performance management, not only in ensuring that key positions will remain filled with competent performers but also in saving money on external recruitment and training, which can be significantly more expensive than promoting from within.

  • Every business must have a policy in place. It is essential to create an employee handbook that communicates your workplace policies. The purpose of a clear, concise employee handbook in a business cannot be underestimated. A policies handbook can resolve disputes before they arise and protect both the employer and the employee from any misconception and the potential of litigation.

    Why produce an employee handbook for an organization? Because it:

    • sets forth expectations
    • protects employers
    • establishes information about the organization’s policies
    • presents the organization’s policies on using companies’ devices as well as personal gadgets and other equipment
    • conveys performance parameters and benefits
    • publishes companies’ policies on employee safety measures and procedures

    We assist companies’ in developing their manual, based on their policies, procedures, structure and culture.

  • Employees prefer to know what is expected of them and how they will be evaluated. Job descriptions can be of great value to employers as well. A job description typically outlines the necessary skills, training and education needed by a potential employee. It will list the duties and responsibilities of the job. Once a job description is prepared, it can serve as a basis for interviewing candidates, helping a new employee adapt and finally in evaluating performance. Using job descriptions is part of good management.

    Our experienced team and business partners can develop Job Descriptions for any industry using a variety of techniques and job analysis.  

  • Organizational structure aims to improve efficiency and effectiveness, by aligning the structure of an organization with its objectives.

    Organizational structure guides employees by laying out the official reporting relationships that govern the workflow of the company. A formal outline of a company's structure makes it easier to add new positions in the company, as well as providing a flexible and ready means for growth.

    Without a formal organizational structure, employees may find it difficult to know who they officially report to in different situations, and it may become unclear who has the final responsibility for what. Organizational structure improves operational efficiency by providing clarity to employees at all levels of a company. By considering the organizational structure, departments can work like well-oiled machines, focusing time and energy on productive tasks. A thoroughly outlined structure can also provide a roadmap for internal promotions, allowing companies to create stable employee advancement tracks for entry-level workers.

    The organizational structure becomes the primary driver for a well-defined Grading System and well-designed Compensations and Benefits strategies.  

  • Compensation & Benefits covers everything an employer offers an employee in return for their work. Although the term is commonly associated with money, employee compensation also includes nonmonetary benefits, such as health insurance and a pension plan. Employee compensation often plays a significant role in different areas of the workplace and may affect everything from turnover rate to workers' morale.

    Compensation, whether monetary or in the form of benefits, is a draw for talent and part of any recruitment strategy. However, compensation isn't one-size-fits-all. While competitive pay rates are important, some candidates may value non-cash compensation, such as extra vacation days, for personal reasons.
    Proper employee compensation keeps morale high and ensures workers will stay. Losing a good employee can be costly for the employer. It can have a negative impact on productivity due to the loss of knowledge and skills of the employee along with the time and expense of hiring and training another person. By providing a pay increase and ensuring employees have the non-monetary compensation they're looking for, such as retirement funding and health insurance, employers can keep turnover rates low.

    While many things, such as praise, may motivate an employee, compensation is usually a significant factor. Employees who can earn a higher salary or be promoted through good work will be motivated to work harder. For example, a person in sales who receives bonuses after selling a certain amount of products may work harder to hit that number. A profit-sharing plan might drive employees to perform better because if their employer does well, they'll get more money from the plan.

    We assist our clients in implementing such schemes to ensure that the company attracts and retains the right talent.