Consulting in Human Resources

Achieving excellence in managing human resources

Our skills and expertise cover a wide range of HR activities and initiatives. The consultancies we design are developed to meet specific organizational needs.
NBTS is committed to helping organizations increase their productivity through an optimal use of their human resources, thus achieving real competitive advantages.


NBTS will concentrate on the following programs and systems

  • Orientation

  • Training

  • Recruiting and Interviewing

  • Performance Appraisals

  • Benefits and compensations

  • Career Development

  • Rules, regulations and policies

  • Job Descriptions


Consulting in human resources Benefits

It is vital to understand and appreciate the concept of human resources management, because a firm’s success or failure is mostly the result of its human capacities and performance.

Human resources management (HRM) is a strategic approach to the management of an organization’s most valuable capital.

Our purpose is to ensure that the organization manages this capital in order to achieve sustainable success.


Scope of work:


1- Employee Recruitment

Firstly, we ensure that the organization hires the people it truly needs and employs them efficiently.

This is a key part of the strategic HRM, i.e. matching the right people to the strategic and operational needs of the organization and ensuring the full utilization of those resources. This is not only about finding and keeping the number and quality of staff required, but also about selecting and promoting people who fit the culture and strategic requirements of the organization.


2- Motivation

An organization should motivate employees to achieve goals and objectives. Our experts support organizations to improve their organizational climate, creating a motivational environment that encourages innovation, creativity and self-development

In addition, they assist top management in creating interesting and challenging jobs to increase employee satisfaction, developing a more flexible and efficient workforce.


3- Reward strategy

Our team helps managers to develop a reward strategy based on an understanding of the needs of the organization and its employees and how they can best be satisfied. We also develop the particular bases upon which the organization should reward its people. We then formulate the guiding principles for that purpose.

Our team will conducta detailed analysis of the organization’s existing reward system, and of its strengths and weaknesses. We would then come out with a gap analysis comparing that situation with the optimal reward system that the organization should follow and implement.


4- Wages and salaries

Our experts assist clients in reorganizing the wages and salary system by classifying jobs within the organization, studying the salaries’ contribution to the organization’s success, and comparing its pay levels to competitive organizations with a comparable job structure and similar conditions, and to other unrelated organizations.

Our job is to:

  • Improve salary systems

  • Link salaries with performance level

  • Develop salaries and wages that motivate employees

  • Provide ways to let the usage of bonuses and rewards be flexible.


5- Career development and succession planning

An organization without career planning is unlikely to maintain employees’ performance, and it will decrease their motivation, productivity and performance.

Our job is to establish a career development policy as a guidance for staff development and for motivating individual performance.


6- Performance appraisal

Analysis of the strengths and weaknesses of employees, and of their development and training needs:

Former General Electric Co. CEO Jack Welch is a most passionate advocate of people development. He believes that managers should assess their employees every year, and divide them into three categories: the top 20 percent, the middle 70 percent, and the bottom 10 percent.

The top 20 should be showered with praise, affection and various and generous financial rewards. “Sprinkling” financial rewards over a much larger group is a mistake, Mr. Welch argues.

The middle 70 should be given coaching, training, and thoughtful goal-setting, with an eye toward giving them an opportunity to move into the top. Keeping them motivated is the most difficult part of the manager’s task, he says. “You do not want to lose the vast majority of your middle 70 – you want to improve them,” Mr. Welch says in his 2005 book, ”Winning.”

As for the bottom 10 percent, “there is no sugarcoating this,” Mr. Welch says. “They have to go.”

We evaluate an employee or manager through an interview. The analysis is made according to a set of about 25 criteria, mainly related to communication skills, organization skills, leadership skills, entrepreneurship skills, or to learning and teaching skills. The criteria are determined in collaboration with the company’s top management. Each interview may last 60 to 90 minutes. An evaluation of each interviewee is made, in written form, according to the mentioned indicators, together with recommended actions to take for the development of the interviewee.


7- Training and People Development

As consultants, we ensure that the organization has the talented and skilled people it needs and that individuals are given the opportunity to enhance their knowledge, skills and competency levels.

Training and people development are concerned with developing a learning culture, promoting organization learning, thus establishing a learning organization.

We take a genuinely holistic approach to your people’s development needs rather than being an additional outsider bidding for consultancy projects or for training courses. This means that we can be your long term “Training and People Development Consultants” by collaborating actively with you on:

  • Thoroughly evaluating your staff.

  • Upgrading your training strategies.

  • Determining a state-of-the-art TNA methodology.

  • Specifically splitting between designing and managing GPTs (General Purpose Trainings) and CBTs (Competency Based Trainings).

  • Determining the needs for coaching

  • Determining ROIs for training and coaching strategies.

  • Determining follow up actions for trainees.

  • Developing a comprehensive training academy.

  • Continuously linking training and coaching with career path strategies.