{"id":1607,"date":"2025-11-17T13:15:11","date_gmt":"2025-11-17T12:15:11","guid":{"rendered":"https:\/\/www.profil-group.com\/organizacijska-in-kadrovska-analiza\/"},"modified":"2026-03-06T12:04:48","modified_gmt":"2026-03-06T11:04:48","slug":"organisational-and-hr-analysis","status":"publish","type":"page","link":"https:\/\/www.profil-group.com\/en\/areas-of-expertise\/strategic-transformation\/organisational-and-hr-analysis\/","title":{"rendered":"Organisational and HR Analysis"},"content":{"rendered":"

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Home<\/a><\/span><\/span><\/p>

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Organisational and HR Analysis<\/h1>\r\n <\/div>\r\n <\/div>\r\n [\/vc_column][\/vc_row][vc_row full_width=”stretch_row” el_class=”page-intro-pic-row”][vc_column width=”1\/2″][vc_column_text]<\/p>\n

The best decisions are grounded in facts, not assumptions.<\/b><\/h3>\n

Organisational and HR analysis is the first step towards developing a modern HR environment. It provides companies with a clear understanding of their current situation<\/b>, of what works and what doesn’t, and of the changes that will have the biggest impact <\/b>on people engagement, process efficiency, and culture. At Profil, we conduct a comprehensive and independent analysis of your HR department. The analysis produces a clear, objective and concrete image of how each organisation operates, enabling the client to adopt prudent, strategic decisions that can be implemented in practice.[\/vc_column_text]\t\r\n\t\t\r\n Request an offer<\/a>\r\n\r\n\t\t[\/vc_column][vc_column width=”1\/2″][vc_single_image image=”1395″][\/vc_column][\/vc_row][vc_row el_class=”inner-text-header-row”][vc_column][vc_column_text]<\/p>\n

Our approach: from the current situation to clear development guidelines<\/b><\/h3>\n

Organisational and HR analysis is conducted in structured steps combining data, business logic, and insights of the people working in the organisation.<\/p>\n

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1. Understanding context and objectives<\/h4>\r\n

At the outset of the project, we develop a clear picture of the company\u2019s strategic objectives, its current stage of development, the management\u2019s expectations, key risks and challenges, and the role of HR in achieving business objectives. We align expectations with the objectives of the analysis, the desired outcomes, and the criteria for a successful development.<\/p>\r\n <\/div>\r\n\r\n\r\n

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2. Administrative and data analytics<\/h4>\r\n

We conduct a systematic review of the existing documentation, HR processes, and organisational structure. We analyse available information on recruitment, onboarding, organisational climate, communication, and culture, as well as development programmes. The review also includes internal acts, strategic documents, and key operational risks., klimi, komunikaciji, kulturi in programih razvoja. Pregled vklju\u010duje tudi interne akte, strate\u0161ke dokumente ter klju\u010dna operativna tveganja.<\/p>\r\n <\/div>\r\n\r\n\r\n

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3. Qualitative analytics (interviews, focus groups)<\/h4>\r\n

We conduct structured interviews with management, the HR department, heads of units, and key members of staff. We also hold discussions with informal centres of influence and focus groups with different levels of managers. We understand culture, communication, cooperation, and perceived challenges in practice. The discussions focus on processes, structures, and the organisational reality.<\/p>\r\n <\/div>\r\n\r\n\r\n

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4. Analysis of the desired state and expectations<\/h4>\r\n

We explore strategic objectives, planned culture, the development of the HR function, and behavioural standards. We assess the organisation\u2019s capacity to implement the strategy in practice, as well as the changes required to do so. We align the expected future state with actual possibilities and HR processes. Strategic orientations are translated into the necessary roles, processes, and development priorities.<\/p>\r\n <\/div>\r\n\r\n\r\n

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5. Gap analysis and identifying key gaps<\/h4>\r\n

The synthesis of the data highlights the most significant discrepancies between the current situation and the strategic objectives. We assess the gaps in processes, structure, roles, culture, communication, and management style. We identify administrative risks and development requirements of the HR function. We identify opportunities for the optimisation of work, cooperation, and general efficiency.<\/p>\r\n <\/div>\r\n\r\n\r\n

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6. Recommendations and improvement suggestions<\/h4>\r\n

We develop clear, feasible and prioritised proposals for the development of the HR function, including improvements in processes, work organisation, culture, and collaboration. We also add guidelines for digitising HR processes in areas where such transformation would deliver the greatest value. Our recommendations are tailored to the organisation\u2019s culture, maturity, and realistic capacity.<\/p>\r\n <\/div>\r\n\r\n<\/div>\r\n \r\n <\/div>\r\n \r\n\r\n [vc_empty_space height=”60px”][\/vc_column][\/vc_row][vc_row full_width=”stretch_row” el_class=”blue-row top-padding”][vc_column][vc_column_text]<\/p>\n

Why choose Profil?<\/b><\/h3>\n

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Holistic and objective approach<\/b><\/h4>\n

We combine data, documentation, and insights from people across the organisation.<\/p>\n

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Strong HR expertise<\/b><\/h4>\n

We understand how the HR department supports strategy, culture, and business results.<\/p>\n

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Business focus, strategic implementation<\/b><\/h4>\n

Our recommendations are driven by business objectives, not generic solutions.<\/p>\n

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Proven methods<\/b><\/h4>\n

Analytical rigour and the high-quality facilitation of leadership-level discussions.<\/p>\n

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Connection with implementation<\/b><\/h4>\n

At the client\u2019s request, we can continue to provide support during the implementation of improvements.<\/p>\n

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What do you gain?<\/b><\/h3>\n

With us, you get a partner who:<\/p>\n