Development of an Integrated HR Operational Model for the Iraq Red Crescent Society
BACKGROUND & OBJECTIVE
The Iraq Red Crescent Society (IRCS) sought to enhance the efficiency and alignment of its HR department by optimizing its structure, processes, and roles,modernizing HR systems, and strengthening staff capabilities. The objective of this project was to conduct a comprehensive HR assessment, develop and optimized HR model, and establish policies, procedures, and performance evaluation systems to improve operational effectiveness and ensure alignment with organizational goals.
Key objectives included:
Implementing a phased roadmap for system and process improvements.
Assessing the current HR functions, processes, and workforce capabilities to identify key gaps.
Developing a streamlined HR organizational model with clear governance, roles, and accountability structures.
Establishing performance evaluation frameworks to improve HR effectiveness.
Enhancing HR staff capabilities through structured training and capacity-building programs.
PROJECT APPROACH
- HR Function Assessment & Benchmarking
- Conducted comprehensive HR process mapping and benchmarking against best practices.
- Identified structural inefficiencies and gaps in HR policies, governance, and workflows.
- HR Model Optimization & Governance Enhancement
- Developed an optimized HR operating model with clearly defined roles, responsibilities, and policies.
- Designed an HR governance framework to align with strategic organizational objectives.
- HR System Implementation & Performance Frameworks
- Designed a robust HR information system (HRIS) to improve data management, resource allocation, and process automation.
- Developed Key Performance Indicators (KPIs) to monitor HR effectiveness.
- Training & Capacity Building
- Created a targeted HR training roadmap to enhance staff competencies.
- Implemented employee assessment and evaluation programs to ensure continuous professional development.
OUR METHODOLOGY
- Benchmarking & Informative Interviews – Conducted regional and global HR policy comparisons to identify best practices.
- HR Operating Model Design – Developed a structured HR governance model tailored to IRCS’s operational needs.
- HR Digital Transformation – Recommended HRIS implementation to improve workforce management and process efficiency.
- Performance Evaluation & KPI Development – Introduced measurable performance indicators for HR effectiveness and accountability.
THE RESULTS
- Improved HR effectiveness by optimizing structure, policies, and processes to align with IRCS’s strategic objectives.
- Implemented a robust HR information system, enabling better data management, resource allocation, and streamlined operations.
- Strengthened HR staff capabilities through targeted training programs, ensuring continuous improvement and professional development.
- Developed a performance evaluation system, fostering a culture of accountability and excellence in HR operations.
