From planning, scheduling and controlling IS/IT projects...to managing critical interfaces with users and vendors...to balancing development needs with system maintenance.

• Initialisation and framing of the project.
• Putting a technical development platform in place.
• Putting a methodological environment and adapted approach in place:
  • Preparation of a project management plan.
  • Preparation of development charters (coding, ergonomics, graphs).
• Accompaniment in realising the pilot and project control.
• Validation of the initial objectives.

PeopleSoft: Recruiting solutions, Payroll, Learning management Systems, E-Performance, SAP, Cognos, Informatica, Business Object, QlikView, Talend

Project Management, Programming, Business Intelligence tools, Oracle, User Productivity Kit (UPK), Informatica, PeopleSoft

"Identifying and finding ways of improving your management of Human Resources." We will support you in restructuring your HR organization, processes and systems in order to establish your human capital as the focal point of your strategy. With our Human Resource Audit, you determine where you are, prioritize what you have to do, and know for certain you have looked at the right issues.

The Result? Your comfort level and professional contribution will be enhanced, and you will be confident about moving forward.

Evaluate and Improve Your HR Practices In:

• Staffing
• Compensation and Benefits
• Performance Management
• Employee Development
• Employee Relations
• Safety
• Reporting and Recordkeeping

How Does the Audit Process Work?

Serving as your professional partner, MSEC will:

• Interview key staff.
• Review relevant documentation.
• Help you complete a comprehensive questionnaire.
• Compile data a prepare and customized written report.
• Make specific recommendations to improve the efficiency and performance of your HR function.

Given the multitude of tools and partners available on the market, we ensure your selection of the best solution and best partner for your HRIS project. Your key elements:

• Should we go the ERP route or best-of-breed route?
• How detailed should the specification be?
• Which software vendors shall we meet? How shall we shortlist them?
• How do we ensure that the solution we chose will be sustained in the long run? And what about the vendor? What level of commitment should we request/expect?
• How do we get the buy-in from our end-users? And from our IS department?
• Where do we start? Software Request for Proposal? Or should we invite the integrators first?

Business intelligence (BI) can be used in HR to improve results across all aspects of the organization - candidate screening, performance appraisals, cost-containment, retention and productivity.

With BI HR can accelerate to:

• Acquire Talent: Key insights can help HR cost-effectively find the right people in the shortest time.
• Deploy Staff: To segment workforce and invest time in the key employees who make the biggest contribution.
• Segment Talent: To provide opportunities for growth such as training, on-the-job experience, and mentoring.
• Retain Top Talent: To identify the critical talent within the organization and ensure HR retains it.
• It's not enough for HR to simply manage administrative issues. Rather, value will lie in using a fact-based analytic approach to solve business problems and providing a longer-term viewpoint about how the organization should adjust to environmental changes.
• Aligning payroll and incentives with corporate goals.
• Monitoring key metrics like turnover, demographics, cost per employee, recruiting, and training effectiveness.
• Analyzing opportunities for improvement in areas such as recruitment, attrition, and retention.
• Minimizing the administrative burden of manual processes involved with spreadsheets.

"Identify, clarify and organise the journey to a better Human Resources and HRIS Management." Whilst the HR function is transforming to become a strategic business partner, it is being asked to conduct increasingly demanding tasks with limited resources. We can support you during the journey, helping you shaping your organization, processes and systems in order to fit into the HR strategic partner role.

In today's ever-changing employment environment, with many people having between three and five different careers in their lifetime, the concept of a career following a strictly linear path is as outdated as the idea of one job with one company for life.

Acknowledging that most people will change their careers at least once during their lifetime, at J.P.Bois we consider an individual's career to follow a lifecycle with various phases, much like the lifecycle of a butterfly; demonstrating a continuum of change and development. We offer you a range of personalized career services to guide you successfully through every step of your career change journey.

Our full range of career services and packages to assist you through your Career Management Lifecycle include:

Career Discovery - Self Evaluation & Career Identification

Career Planning & Transition - Once you have identified your ideal career, we work together with you to plan the next steps in your career, based on your goals and existing transferable skills.

Job Hunting - Once you know what you want to do and we have established your medium and long-term career goals, we then assist you with the immediate goal of obtaining your next career role.

Career Progression - Job satisfaction can be achieved through means other than changing jobs or careers. Many people leave their jobs before fully exploring alternative opportunities within their current organization.

Career Training - Career Training Courses: We run short group training courses to help you in all aspects of the Job Hunting Process, these can be taken individually or as a set and include:

• Career Discovery
• Job Searching Strategies
• Uncovering the Hidden Job Market
• CV Preparation
• Writing Effective Cover Letters
• Interview Technique Training