1 HR infrastructure

All1 HR infrastructure2 compensations and benefits3 performance mangment4 Talent Acquisition and mangment5 HR Audit

Human resource (HR) strategy aims to maximize an organization’s human capital potential in order to meet its larger business goals. Transitioning HR from a strictly transactional to a strategic function, on the other hand, can be difficult for some organizations. However, given the competitive advantages that talent-driven organizations enjoy, it’s a challenge worth overcoming.

What is HR strategy?

HR strategy is a road map for addressing an organization’s most challenging problems with people-centered solutions. HR input is required throughout policy development, and the importance of recruitment, talent management, compensation, succession planning, and company culture is emphasized.

We help companies transform their HR strategy and thrive in a business era and assist your organization to strengthen its strategic role and contribution of your HR function to ensure the execution of business strategy.

A system that defines how particular tasks are directed in order to fulfill an organization’s goals is known as an organizational structure. Rules, roles, and obligations are examples of these activities.

The flow of information between levels inside the corporation is also determined by the organizational structure. In a centralized structure, for example, decisions are made from the top down, but in a decentralized structure, decision-making power is distributed throughout the organization.

Companies can stay efficient and focused if they have an organizational structure in place.

Our team will help you develop the organization structure based on the Business needs and international best practice. We help align parts of an organization, so it can achieve its maximum performance. The structure chosen affects an organization’s success in carrying out its strategy and objectives.

organization restructure

An organization restructure is a change in a company’s business model, structure or processes. A restructuring can involve changes to the workforce, reorganization of company hierarchy or introducing new processes. Therefore, We at Professional Recruitment provide you with organizational restructuring that can help streamline processes and make it easier to achieve business goals.

If HR departments want to deliver excellence, they need to set up an effective HR operating model. The HR operating model is a simplified picture of how the HR department is organized and operated to deliver results to internal and external stakeholders.

More specifically, it outlines the organizational structure of the HR department, what the main roles do, technology, key processes, and the most important metrics. It’s the same idea as what is sometimes called an HR delivery model or HR architecture.

The goal of an HR operating model in organizations of any size is to help the HR department to operate efficiently and effectively.

We  Outline the organizational structure of the HR department, what the main roles do, technology, key processes, and the most important metrics. It operates to deliver outcomes to its various stakeholders inside and outside the organization.

Job Analysis is a detailed examination and evaluation of the job to determine the necessary information regarding the nature of the job. It includes thorough study, observation, and reporting of what the job involves, qualifications of the job holder, working conditions, abilities, skills, competencies, duties, responsibilities, etc. Job Description and Job Specification are the two products of Job Analysis.

 On the other hand, a job description is an important tool for eliminating unqualified candidates for a given position. Apart from that, it helps the organization in establishing standards for selecting the best candidate for the job by asking pertinent questions during the interview.

We conduct the job analysis to diagnose the current situation and identify the gaps to fill them by the right job descriptions. This in return helps to be a strong recruiting tool by increasing the quality of new hires and streamline the candidate selection process.

What is employer branding?

The reputation of a company as a place to work is referred to as the employer branding. To put it another way, the employer brand is how employees and customers view the company’s values and working environment. As a result, employer branding encompasses everything a firm does to promote its unique identity as an employer to existing and potential employees.


The benefits of having a strong employer brand:

  • Get job applications without having to spend too much
  • Reduce time to hire
  • Improve retention
  • Attract top talent

A company with a strong brand is usually an attractive place to work. On the other hand, a company that has a negative employer brand might discourage people (or other companies) from becoming customers. Therefore,We plan a strategic process that includes creating a one-of-a-kind workplace and an appealing organization that attracts talents with the knowledge and skills required to meet the organization’s goals and objectives.

Internal communication is important for building a culture of transparency between management and employees, and it can engage employees in the organization’s priorities. When a company communicates well with its employees – and people communicate effectively with leadership and one another – it has a significant impact as follows:

  • People are aware of the organization’s mission and how they can contribute to it.
  • They arrive at work eager to produce their best work and assist others in achieving their goals.
  • They stay with the company longer and desire to grow and advance.
  • They go above and above for their customers, enhancing the customer experience.

Professional Recruitment help companies in motivating and engaging employees by utilizing best effective communication practices and deliver messages and information that are congruent with the organization’s mission, vision and culture.

A Human Resource Manual  is a document that offers specific information about a company’s Human Resource Management.

The HR manual explains the organization’s representative administration techniques and the relationship between administration/chiefs and representatives or specialists. The HR manual gives direction and flexibility in the management of human resources. Each type of employee handbook or other internal document utilized by management has the same goal. It tries to cover day-to-day working practices and other general operations, as well as hiring and termination procedures, in the form of either an employee handbook or an internal document utilized by management.

We provide an HR manual to:

    1. Explain the policies, guidelines, tools, principles of a company.
    2. Explain the relation between employees and managers, the kind of relationship.
    3. Clarify workplace practices and compliances in a clear, concise, and easy to interpret format.
  •  Define recruitment procedures, and termination procedures.


Professional Recruitment
OUR LOCATIONSWhere to find us
GET IN TOUCHProfessional Recruitment Social links
About Us

Professional Recruitment is a Saudi leading Consulting & Recruitment firm that was established in 2015 in Riyadh, Saudi Arabia.
we’ve become a success partner in hiring the best talents and delivering unique consultation services to our partners

Professional Recruitment Social links

© Professional Recruitment , All rights reserved

Professional Recruitment
OUR LOCATIONSWhere to find us
GET IN TOUCHProfessional Recruitment Social links

© Professional Recruitment . All rights reserved.