The CDC is a public institution with a special status that is invested with missions of general interest that contribute to economic and social development. It supports public development policies. Since its creation in 2006, the company has unfortunately not yet been able to fully exploit its enormous potential. The team newly installed by the government intends to implement, through the means and resources made available to the CDC, a strategy of restructuring and redeployment of the activities of the structure to more promising niches in order to grow the important financial windfall deposit and bond in his accounts. However, the implementation of this vision requires prior evaluation of the organizational management system and HR implemented since inception. The HR evaluation and the organizational diagnosis should eventually allow the institutional reinforcement of the fund, among others
To provide an answer to the order of the CDC, the firm Youmann carried out the following activities:
– Benchmarking good practices in the organization and management of Caisse and similar structures around the world
– Field visit to a Sister Trust Fund in Central Africa;
– organizational audit;
– Diagnosis of the environment and human resources;
– Organization of participative workshops (focus group) involving all staff in the analysis of the organization;
– Diagnosis of the structure and financial capabilities, financing method and fruiting strategies of the CDC;
– Assessment of the individual competencies of management and support staff;
– Proposal and development of an organizational and HR strategy;
– Proposal of a new target organization chart consistent with the new strategic vision;
– Proposal of a staffing action plan in the short, medium and long term;
– Proposal of a Human Resources policy focused on competence and management of individual and collective performances;
– Proposal and development of skills benchmarks and all job descriptions;
– Proposal and development of a compensation policy and system integrated with the new HR policy;
– Development of a new remuneration grid.
– Benchmarking similar institutions realized;
– Diagnosis and organizational audit and HR performed;
– New validated organization chart;
– New organizational strategy and HR implemented;
– Validated recruitment plan;
– Implementation of the new evaluation and performance reward system;
– Repositories of skills and job descriptions developed;
– New compensation system developed and integrated into the new HR policy;
– New remuneration grid elaborated.