Placement & Recruiting

We help clients shape talent strategies linked to business needs, understand workforce trends, develop great leaders, and build an excellent HR function.

A shortage of the right talent is a top concern for CEOs in all industries and geographies. Our deep experience, proprietary tools, and focus on business outcomes help clients meet this challenge and turn talent into a source of competitive advantage.

We work with clients to:

  • help develop talent strategies tied directly to business plans—including actionable and segmented insights into talent strengths, needs, and economics. We shape clear employer value propositions focused not just on compensation but also on other key factors that matter to talented employees, including professional development
  • help clients define a talent agenda to support their core competitive strengths, and shape talent practices—including development, rotation, reward and recognition—to deliver business outcomes. 
  • develop leaders to deliver and sustain performance and health
  • understand and strengthen workforce dynamics
  • clients shape an explicit workforce strategy that is cognizant of key socio-demographic, regulatory, and technology trends s, incorporating compensation, training, employee engagement, diversity, and regulatory compliance. 
  • clients turn the HR function into a highly credible business partner, driving strategic people initiatives while improving the cost, quality and speed of key services such as recruiting, training, and administration

Job Evaluation

A job evaluation is the process whereby the relative worth of positions within the organization is established.  The job description is the basis for a job evaluation.  The result consists of assigning jobs to salary grades.  The job evaluation methodology used to establish relative worth is a market pricing and slotting approach that focuses on the following components:

  •  External Value: HRS reviews and analyzes published competitive salary survey information, which has been gathered and prepared by internationally recognized consulting firms.  The analysis takes into consideration strength of job match, company size, industry, geography, and ownership.
  •  Internal Value: HRS reviews and analyzes the job documentation to determine the position scope, complexity, and potential impact to the University as well as specific factors such as skill, effort, responsibility and working conditions required to successfully perform the job.

When establishing the worth of a position, issues of internal equity are considered.  Internal equity is defined as fairness in the relationship of a job’s salary range when compared with the salary ranges of similar jobs within the organization. The salary range for a job is considered internally equitable if the salary is commensurate with responsibility level of the position. The salary range represents fair wage rates for the job compared to similar positions at the University.

Directors/Managers should not use an incumbent's base salary as a guide to slot a new position into a grade.  ATL Global must determine the grade assignment through the evaluation process.

HR System and Processes Evaluation

This is a process used to assess the performance of classified staff.  This is an important part of organizational life.  Taken seriously, it enhances organizational effectiveness and efficiency.  

Efficient and effective management of "human capital" has evolved to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. 

To reduce the manual workload of these administrative activities, ATL Global has created and perfected human resource management systems that electronically automate many of these processes.

Performance Evaluation

Performance Evaluation is a method by which the job performance of an employee is evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations.

Annual performance reviews are a key component of employee development.  The performance review is intended to be a fair and balanced assessment of an employee’s performance. ATL Global Performance Review standards specifies that the objective of the annual review is to provide all regular staff and their supervisors an opportunity to:

  • Discuss job performance
  • Set goals for professional development
  • Establish objectives for contributing to the department’s mission
  • Discuss expectations and accomplishments

To achive these end, ATL Global has several resources at its disposal to help prepary our organisation for the performance evaluation process, such as performance review shourt courses, in person training programmes