Totally clear HR process mapping

Creating clarity is what it's all about! Clarify has already mastered that. This digital topper works daily with all kinds of companies to transform complicated information into visual gems. They're also big fans of clarity internally, but when you've emerged from three smaller companies AND have solid growth ambitions, your HR function could use a good car wash. So to get things in order, we started by mapping out all HR processes.
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How do you start HR process mapping?

Clarify has been growing considerably since the merger and they wanted a solid HR foundation to enable them to continue to grow stably. Who better than our great people partner Chaja to help them with that. During 9 months she supported them two days a week with all HR matters to realize that strong foundation. Like every collaboration, we started with our HR kick-off in which we mapped all HR processes. By doing so, we ensure focus and insight on what needs to be prioritized, both from the leadership team and the employees. In a number of steps, we created a clear picture of the organization:

1. We dove into everything black and white, from employee handbooks to HR procedures and employment contracts. In the process, we asked everyone involved in HR to complete a questionnaire based on the employee journey. 
2. We organized a session with the leadership team to find out how they felt things were going by asking questions like, "How many of your employees would you enthusiastically hire again today?" 
3. Last but not least, we asked people themselves how they viewed HR. We spoke to about 20% of the employees and asked their opinions about internal communication, personal development opportunities, what they are proud of and what they would like to address, among other things. 

That yielded mountains of data. So more than enough input to draw up a clear roadmap.
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All roads lead to the roadmap

Chaja sat down with the fresh eyes of a VIE colleague to comb through all the data and find the common thread. This resulted in a roadmap. In it we set long-term goals and also a few quick wins, things that produce quick results without too much effort. These included introducing Officevibe to get a better picture of how employees are in the game. In general, it appeared that the culture within Clarify was already good, with employees giving high marks for organizational satisfaction and personal development. For the aspects where gains could still be made, we rolled out four recommendations: 

1. Defining what talent means to Clarify and when a talent fits within the culture. To do this, we worked together to further develop the core values and hooked up a Recruitment Partner to find the additional talents that completed the team. 
2. Making recognition and compensation appropriate for the culture and people. To this end, among other things, we rolled out a new salary house. This makes the steps to the next role within the company and a corresponding higher salary open and transparent. 
3. The People&Culture role needed clarification so that everyone knows who has what responsibilities and thus where they can go with their questions. For this, we gave the new People&Culture manager tools to clarify the process descriptions. 
4. In a constantly growing company like Clarify, it is important to stay up-to-date. Therefore, HR processes need to be continuously evaluated and strengthened where necessary. To do this, we looked at standardization, with Clarify's core values in mind.
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HR is back in a bright light

Now that we have come to the end of (our part of) the roadmap, HR for Clarify is all clear again. A new People & Culture manager has been appointed who can now get to work with a solid foundation and has all the tools to grow HR with the company. All this was born from the simple beginning of mapping HR processes. So this was celebrated with a cake and a card full of beautiful thank yous. Thanks such as: 

"Many thanks for everything! I had the opportunity to learn from you and very pleasant collaboration. Am sure other scale-ups will go through the roof with your help!" - Paul Schilp, Managing Partner]

Are you one of those scale-ups that also wants to go through the roof? Let us help you and get in touch.