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Insights Murad Salman Mirza

Study (S) Phase
The 'Stream' Framework for Enabling and
This refers to the deployment of suitable formal and informal Achieving Sustainable HR Agility
means for correctly assessing the issues. For example:

Formal Techniques
• Employee Surveys
• Focus Groups Study
• Exit Interviews
• Brainstorming Sessions
• Performance Appraisal Meetings Maintain Transcribe
• Management Review Meetings
• Union Grievance/Negotiation Meetings The
• HR Incidence/Disciplinary Reports 'STREAM'
• Industry/Competitor/Functional Benchmarking
• Relevant Academic Research Review Framework
• Applicable Law Review Achieve Relay
• Workplace Improvement Methodologies, e.g., Kaizen,
Quality Circles, 5S, Suggestion Schemes, etc.
• Individual Counseling Sessions Engage
• Key Stakeholder Formal Feedback (Customers, Suppliers,
Shareholders, Peers, Colleagues, Regulators, etc.)
• Psychometric Testing/Employee Profiling
• Sensitization Trainings Created & Developed by: Murad Salman Mirza
• Whistleblower Hotlines

• Change/Intervention/Transformation Impact Audits/
Studies, e.g., Staff Reduction, Technology Incorporation, It entails careful collection of authentic data and its meaningful
Employment Equity Studies, Organizational Justice conversion/compilation into viable information that can
Studies, Senior Leadership Changes, Industrial- facilitate thorough analysis for astute decision-making.
Organizational (I-O) Psychologist Reports, HR Audits, Transcribe (T) Phase
Organizational Restructuring Impact Studies, Merger &
Acquisition Studies, etc.
This refers to the prioritization of the highlighted issues and
Informal Techniques associated findings that have come out of the Study Phase.
• Mentor-Mentee Engagements It entails the formulation of desired goals and objectives
• Corporate Social Events coupled with the structuring of relevant information into a
• Lunch Chats
• Staff Bonding Excursions
• Social Media Monitoring HR Agility is an empowerment
• Random Networking manifestation that reflects the
• Active Grapevine Monitoring confidence of the corporate
• Employee Engagement Activities leadership in the ability of the
• Cyber monitoring HR Function to rise above the
• Corporate Activities Volunteering Monitoring ‘noise’ of conventionalism
• Support Network Informal Feedback (Family, Friends, and become a recognized
Acquaintances, etc.) strategic partner in
• Open Q&A forums with senior management organizational success.

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