Consultation & Advisory
Consultation and Advisory
HR management systems built around your company
Precena designs grade, appraisal and remuneration as one connected system for small and mid sized companies in ASEAN. Pick advisory and we review the output your team produces. Pick consulting and we draft the output, then refine it with your feedback.
- Customised approach
- Experienced director leads the project
- Small to mid sized companies
- Delivered across ASEAN
Scope of work
What consultation and advisory covers
Three areas of work sit under advisory and consulting. Each one stands alone or runs as part of a full HR management system review.
HR System Design
Grade, appraisal and remuneration designed as one connected structure instead of three separate policies.
Competency Framework
Define the skills and behaviours each grade requires, then tie them to job descriptions, roles and responsibilities.
Appraisal Process
Build the cycle, the appraisal form and the promotion criteria your line managers apply every review period.
Two approaches
Advisory or consulting, you decide who holds the pen
Both routes reach the same HR management system. The difference sits in who drafts the deliverable.
Advisory
We give professional advice on the output created by your team. Precena does not produce the specific deliverables directly.
Consulting
Based on your directions and requirements, Precena drafts the output, collects your feedback, then finalises it with you.
Case: HR management system
Three connected parts, one outcome
Grade sets the structure. Appraisal measures performance against it. Remuneration pays against the result. All three feed people development.
Grade
- Competency framework
- Job description, role and responsibility
Appraisal
- Process
- Appraisal form
- Promotion criteria
Remuneration
- Pay scale and bonus
- Benefit
People Development
Reference projects
HR management projects in ASEAN
An extract from our project record, showing industry, company size and the brief we worked to.
| Industry | Number of employees | Context |
|---|---|---|
| Financial Service | ~300 | Transform the HR function from operational to strategic to achieve the ambitious mid term management plan. |
| Financial Service (Regional HQ) | ~20 | In light of the expansion of the function, build a structured, fair and transparent HR management system. |
| Investment / Asset Management | ~20 | Review the current appraisal process and remuneration package to respond to the feedback from HQ. |
| Ship Management | ~100 | Transform the company from operation oriented to KAIZEN oriented. Revise the company mission, vision and values. |
| Manufacturing | ~200 | Review the current appraisal process and remuneration package to improve talent retention. |
Comparison
Precena against global HR consulting firms
Six points of difference, set out plainly so you weigh the right partner for your company size.
| Precena | Global HR Consulting Firms | |
|---|---|---|
| Customisation | Customised approach, built on our own template | Template approach |
| Project team | An experienced director takes charge | Quality depends on the person in charge |
| Cost | Relatively lower | Tends to be higher |
| Main target | Small to mid sized companies | Large corporations |
| Global database | Draws on research from various companies | Holds its own global database |
| Brand | Known by loyal customers | Globally well known |
Questions and answers
Common questions about our consultation and advisory work
What is the difference between advisory and consulting at Precena?
Under advisory, Precena gives professional advice on the output created by your team and does not produce the deliverables directly. Under consulting, Precena drafts the output from your directions and requirements, then finalises it using your feedback.
What does a Precena HR management system cover?
It covers three connected parts. Grade holds the competency framework plus job descriptions, roles and responsibilities. Appraisal holds the process, the appraisal form and the promotion criteria. Remuneration holds the pay scale, bonus and benefit. All three support people development.
Which companies does Precena work with?
Small to mid sized companies. Reference projects in ASEAN range from roughly 20 employees at a regional headquarters up to around 300 employees in financial services.
Who leads the project?
An experienced director takes charge of the engagement. At global HR consulting firms, project quality tends to depend on the person in charge assigned to the account.
Does Precena use a fixed template?
No. Precena keeps its own template as a starting point and then customises the design for your company. Global firms more often apply a template approach as delivered.
Which industries has Precena supported in ASEAN?
Financial services, financial services regional headquarters, investment and asset management, ship management, and manufacturing.
How does Precena compare with a global HR consulting firm on cost?
Precena costs relatively lower. Global HR consulting firms tend to be higher, and they mainly target large corporations rather than small to mid sized companies.
What happens after the HR system is designed?
The grade, appraisal and remuneration structure feeds people development, so the framework carries into promotion decisions, training priorities and talent retention.
Tell us which part of your HR system needs work
Share your headcount, your current appraisal cycle and the outcome you want. We come back with a scoped approach and a clear recommendation on advisory or consulting.