We help our clients and their people succeed together through workforce and HR transformation by assessing needs, designing, implementing, communicating, and administering solutions.

Total Rewards and Analytics

Hewitt's total compensation strategies and solutions help you measure results, performance, and competitive market practices for executives, sales forces, and the general workforce.

Our consultants provide a wide and timely array of data, information, and diagnostic measurement services that enable organizations to integrate strategic, operational, and competitive factors into all facets of compensation and rewards.

The total rewards team designs and implements diagnostic tools, employee surveys, and compensation and benefits studies for a variety of benchmarking and decision-making applications.

The focus is:

• Total rewards strategy consulting supported by competitive analysis
• Market pricing and analysis
• Custom survey development and implementation
• Audits of existing pay programs
• Compensation administration outsourcing
• Executive Compensation

By closely integrating data with strategic and diagnostic services, our consultants help clients transform information into measurable solutions, including:

• Definition of pay philosophy and objectives
• Development of short- and long-term reward systems
• Development of sales incentives
• Broadbanding or creation of salary structure/ranges
• Development of job descriptions
• Modeling salary planning scenarios taking into consideration budget restrictions
• Implementation of job evaluation systems to create organization hierarchies
• Cross border methodology

Talent

Attracting, retaining, and motivating talented employees are top priorities in business. If you are looking for more effective people management programs, policies, and processes, look no further than Hewitt.

More and more companies agree that their employees are the only source of lasting differentiation in the marketplace. Thus, it comes as no surprise that the attraction, retention, and motivation of talented employees rank among most CEO's top business priorities. This makes the practice of human resource management more critical to accomplishing business results than ever before.

For decades, Hewitt has worked with leading companies around the world to develop and implement people programs that focus, engage, and reinforce employees' contributions to organizational performance. Our talent and reward initiatives are focused on driving superior business results through people by:

• Attracting the right people to your organization
• Aligning HR programs, policies, and processes to business goals
• Motivating and rewarding employees' efforts in innovative ways
• Keeping employees fully engaged in their work
• Identifying and developing leaders

Our Expertise

Our consulting services can be applied to broad-based workforce needs, or targeted to key segments such as executives or the sales force.

High Performance Workforce

We work with you to pinpoint the priorities for action; develop the tool and steps that drive high performance; transfer what it takes to build critical manager capability; and measure gains in performance, climate, and business impact.

Quick action audit resulting in a fast, accurate picture of high performance strengths and weaknesses. The right solution for your organization means performance processes that work, strong managers, and a strategy for lasting impact. Great execution for real and sustained high performance essential for excellent business results.

Employee Engagement

It is nice to have satisfied employees, but would it not be better to have engaged employees who really contribute and make efforts to produce stronger business results? By matching employees' needs with business needs, it is possible to achieve this. The added value of engagement lies in the fact that engagement measures how much employees want and actually do to improve the business results, which reaches further than the "classic" satisfaction, because the focus is on behavior and not on the emotional state.

Through Hewitt’s engagement survey, you can identify how engaged your employees are and where to focus your actions in order to increase their engagement. We measure engagement based on three key employee behaviors (the extent to which employees say positive things about the company, have a desire to stay in the company and feel compelled to give the extra mile). Our engagement model also measures employee perceptions on different key factors, called engagement drivers, which influence the level of engagement.

By use of a questionnaire, the level of overall engagement and the scores on the engagement drivers are determined. Impact analyses and detail reports will give you information that can be used to develop targeted action plans, so engagement will increase and therefore you will attain better business results.

In addition, Hewitt has been a pioneer in the area of workforce segmentation—this means, applying market segmentation principles to employee research. This allows the organization to obtain an in-depth understanding of their different employee segments, beyond the traditional demographic profiles (such as age, years of service and organizational level). For instance, we can leverage the data gathered through the employee engagement survey to identify the key drivers of high potential employees, top performers and employees in critical positions in order to take targeted actions to increase the retention and engagement of these employees. We could also develop detailed profiles of your workforce, based on their preferences, attitudes and behaviors. This information would allow you to customize your efforts to better appeal to your particular workforce needs, and improve the effectiveness and return on investment of your people programs and initiatives.

Turning Employee Engagement Results to Action

Many companies struggle with taking action on their employee survey results. At Hewitt, we have the methodology and tools to facilitate this process, so you can see meaningful improvements. Our Results to Action process consists of three key steps: Build understanding and commitment: Starting with the senior leadership team and promoting understanding and ownership at the different levels of the organization. Develop and implement actions: Prepare action planning teams to understand areas of priority, identify root causes for issues, brainstorm potential solutions and develop targeted action plans.

Support and monitor change: Once action plans are defined and implemented, it is important to define a strategy to follow up on progress in order to sustain momentum and measure the impact of actions taken.

Leadership Development

More than ever, the success of today's organization relies on effective leadership. Does your company have the leadership talent necessary to drive your business results?

At Hewitt, we approach leadership strategically, drawing the critical link from business strategy to leadership strategy. We believe that an organization's leadership programs need to be align with and support its business strategy in order to maximize results. Our leadership consultants assist organizations with:

• Sourcing—Have the right executives been placed in the right roles?
• Aligning—How do leaders' goals connect with the business strategy?
• Developing—What skill sets are needed to drive the business and how will executives be coached?M
• Rewarding—How will leaders be rewarded and held accountable for results?

Our consulting services include succession planning, executive coaching, leadership assessment, leadership training, and leadership strategy development. We can apply our leadership acumen to a range of business situations—from intact leadership teams to organizational changes such as a merger, acquisition, reduction in workforce, or shift in business strategy. Whatever your business situation, Hewitt can help you increase the effectiveness of your leaders to drive results.

Our point of view, client examples, and recommendations for client’s leadership development and succession program are based upon knowledge derived from our consulting experiences, our extensive research and our published studies such as:

• Hewitt’s 2007 Top 20 Companies for Leaders research: 563 companies participated around the Globe
• Best in Class Succession Management research (2006)
• Talent Pulse: What High Potentials Want (2006)
• Passing the Torch of Leadership (Leader to Leader, 2006)
• Workforce Wake Up Call (2006)

Career Path

Hewitt gathers information about the current state of talent management for specific groups, processes and tools. We later complete a comprehensive analysis and career path for an organization adapting best practices of leading companies. Hewitt designs a preliminary model to be tested and modified during the following phases; validate definition of competencies; definition of proficiency levels; validation of employees and career management system. Hewitt consultants work together with you to develop a career management strategy that outlines the guiding principles and clear expectations of roles, promotion criteria and established guidelines. This will ensure accountability, sustain momentum and share progress.

Coaching

As part of our services in talent management, Hewitt provides coaching that can address any business area. Hewitt consultants provide business and executive coaching in areas that include: Executive, Leadership, Organizational and Performance. It is an effective means for achieving sustainable growth, change and development in the individual, group and organization. At Hewitt, our coaching techniques is a process of development, thru directing, instructing and training a person or group of people, with the aim to achieve goals, objectives or develop specific skills. The following are some benefits of coaching that have helped our clients and their talent:

• Better goal setting
• Better performance
• Getting on the track of achievements
• Confidence and courage
• Enhanced communication skills
• Productivity
• Quality
• Organizational strength
• Working relationships with direct reports
• Working relationships with immediate supervisors
• Teamwork
• Working relationships with peers
• Job satisfaction
• Conflict reduction
• Organizational commitment

Transition Management Services

Today’s changing business environment presents challenging situations to many organizations. Technological developments, globalization, mergers and acquisitions are some of the reasons that require organizations to be responsive to changes and make decisions about how it conducts business and manages its people.

Hewitt offers a variety of solutions for implementing transition and restructuring initiatives. Our transition management services are an option for companies that may need to change or reduce its workforce as a result of organizational and business changes. Besides protecting the company against legal complications and negative publicity, our service provides the departing employees with the necessary tools to move on, while assisting the company to plan and manage the transition process effectively.

Hewitt’s unique advantage lies in our experience and ability to help our client across the full spectrum of human resources activities. The goal of our Transition Management Services is to help and support our client before, during, and after, a downsizing process.

BluePrint Assessment Process

Companies are considering several strategies to increase, maintain or improve their market and financial position. Hewitt Associates has developed specific consulting services to support companies in their rightsizing needs. We have combined our industry leading expertise in human capital management with our expertise in corporate change in order to provide tailored and targeted solutions for our clients to achieve quick and sustainable performance improvements

Any restructuring event should be managed like a major change event. The ROI on the rightsizing effort will be substantially higher with an appropriate change management program in place. Hewitt’s BluePrint Assessment focuses on the "people" and "organizational" changes considering the following objectives:

• Analyze: current organizational structure to ensure it has appropriate resources to accomplish current and future business goals and needs
• Define: What is the most efficient organization required to sustain business performance and leadership in the marketplace
• Understand: Where the performance gaps are between the role and the work and function people do
• Measure: Financial impact of identified gaps of the current organizational structure versus ideal organizational structure
• Delineate: A game plan to maximize the use of its structure and look for effective ways to simplify its processes and functions

Our experts work closely with client teams to ensure that all of the above change management aspects are included in overall rightsizing and prioritization plan.

Communications

It’s all about how we say it. The Hewitt Communication Specialists know how to help their clients enhance their relationship with their employees and encourage the behaviors that build business success through the right communication tools.

We deliver business results for our clients—cost savings, regulatory compliance, improved participation in benefit plans, and better on-the-job performance. In addition, we can help you develop a unique employee value proposition for your employees through employer branding.

We Deliver Results Through Action

We can help clients communicate a particular program or initiative, such as: benefits, compensation, or performance management programs. We can develop communications that drive employee behavior aligned to improving job performance, increasing retention, or building effective working relationships before, during and after an organizational change.

Based on the specific results you want to improve—growth, productivity, quality, service, innovation, or return on investment—we can help you define and manage your internal communication processes.

We Have Breadth and Depth of Expertise

We work across all areas of employee communication. Our communication professionals are specialists in:

• Communication strategy, planning, and complex project management
• Focus groups, surveys and employee perception research
• Internal Branding and Employment Value Proposition
• Change and transition management
• Content development, writing, and editing
• Compliance communication
• Creative development and design across all media
• Production, materials management, fulfillment, and vendor management
• Internet, email, and social media communication strategy and execution
• Personalized communication
• Training and meeting facilitation (virtual and face-to-face)

HR Effectiveness

Once your company's HR strategy and business strategy are linked, you can add more value to your company by increasing efficiency, decreasing costs and allowing HR to be an effective business partner.

Delivering HR services is recognized as one of Hewitt's core competencies. We combine our thought leadership in organizational design with experience in world class delivery to help clients align HR with organizational strategies, accomplish their HR delivery targets, meet customer expectations, and realize return on investment.

Today's tighter budgets make it an ideal time to consider making changes to your HR services or operations. Hewitt consultants can help your organization redefine what HR does, and how it does it, to yield:

• Dramatic improvements in HR's performance (more cost-effective delivery of more or better services)
• Enhancements to the perceived role and contribution of the HR function to the organization
• A stronger and more engaged HR staff
• A more engaged employee population, established through proven employee relationship management techniques and tools

Corporate Restructuring and Change

Undertaking corporate change? Hewitt's merger and acquisition strategies and due diligence processes—including transition management—increase the efficiency and synergy between organizations and help manage overall organizational change. In Latin America, we can integrate corporate change support with our Outplacement Services and support our clients before, during, and after corporate change.

Hewitt consultants partner with clients to manage complex workforce issues in times of change, such as a downsizing, merger, acquisition, divestiture, joint venture, or bankruptcy.

Our record of success working with clients around the world is based on our underlying philosophy: You will achieve superior results when you align people strategies with the objectives of the change. Once that is established, our comprehensive and integrated approach ensures that every part of your workforce is ready for what lies ahead.

We work with you to:

• Due diligence / Cost estimations / Side by side analysis
• Identify your strategic business focus and the business objectives of the change
• Assess the effectiveness of your HR programs
• Identify gaps and priorities
• Design the ideal set of HR programs, aligned with your objectives
• Create an action plan to achieve short- and long-term results
• Communicate effectively
• Measure progress and monitor engagement
• Assist in any identified transition process which can include coaching, downsizing consulting, outplacement support

Hewitt TransAction Manager™ helps the HR professional manage the deal process.

Hewitt TransAction Manager

Hewitt TransAction Manager is a highly secure Web application that provides the following high-level capabilities:

• Expert Content and Tools—The Web-based solution contains a comprehensive set of tools and content to help companies manage the full M&A process, from target screening through due diligence. Tools are provided for each area within HR (benefits, compensation, organizational design and staffing, leadership, and culture assessment) and areas outside of HR (program management, communications, change management, and board material). For global organizations, we have also included a frequently updated library of information for more than 65 countries, including information on government structure and the labor environment.
• Collaboration and Project/Program/Deal Management Capabilities—We have integrated our platform with leading collaboration, project management, and program management capabilities. Project management functionality includes task, issue and scorecard tracking, cross-project reporting, and a project and user portal. In addition, capabilities are provided for filtered checklists, due diligence data requests, and related target document libraries.
• Flexible Customization Platform—We provide a customized company-branded site that includes your own processes and tools as well as other industry leading tools. Our flexible content delivery structure takes into account the different ways users expect to be able to access information (geographic, process, subject, and full-text search into file content).

We have worked closely with numerous HR organizations, as well as corporate development leaders and business developers, to design a flexible and easy-to-use system that can be leveraged among all teams during a transaction.