[{"data":1,"prerenderedAt":191},["ShallowReactive",2],{"landing-consultancies":3,"landing-consultancy-en-hr-process-consulting":91},[4,15,26,37,48,58,69,80],{"id":5,"heroSection":6,"en":10},"c7d2a35d-a952-4b5a-bce4-4c763924f4ef",{"slug":7,"badge":8,"title":9},"ik-surec-danismanligi","İK Süreç Danışmanlığı","Organizasyonunuz, büyüme hızınıza yetişiyor mu?",{"heroSection":11},{"slug":12,"badge":13,"title":14},"hr-process-consulting","HR Process Consulting","Is your organization keeping pace with your growth?",{"id":16,"heroSection":17,"en":21},"fbfada29-ec86-4357-8211-c138812457f8",{"slug":18,"badge":19,"title":20},"mevzuat-bordro-danismanligi","Mevzuat ve Bordro Danışmanlığı","Denetime hazır, güvenli bordro yapısı kurun",{"heroSection":22},{"slug":23,"badge":24,"title":25},"payroll-and-compliance-consulting","Regulatory and Payroll Consulting","Build an audit-ready, secure payroll structure",{"id":27,"heroSection":28,"en":32},"2b216669-b9f5-47ed-bcaf-ebd661e3b6f5",{"slug":29,"badge":30,"title":31},"ise-alim-danismanligi","İşe Alım Süreç Danışmanlığı","İşe alım süreçlerinizi stratejik hale getirin",{"heroSection":33},{"slug":34,"badge":35,"title":36},"recruitment-consulting","Recruitment Process Consulting","Make your recruitment processes strategic",{"id":38,"heroSection":39,"en":43},"d018ef59-3b4a-4d13-9c71-7710052be1a5",{"slug":40,"badge":41,"title":42},"mevzuat-bordro-egitimleri","Mevzuat ve Bordro Eğitimleri","Mevzuatı sadece bilmek yetmez, doğru uygulamak gerekir",{"heroSection":44},{"slug":45,"badge":46,"title":47},"payroll-and-compliance-training","Regulatory and Payroll Training","Knowing the legislation isn't enough; you have to apply it correctly",{"id":49,"heroSection":50,"en":54},"3e7c2dd4-c8a1-4a8f-ac4e-cc4836b2c0ee",{"slug":51,"badge":52,"title":53},"hr-audit","HR Audit · Organizasyonel Sağlık Tanı Çalışması","Organizasyonunuzda neyin yanlış gittiğini biliyor musunuz?",{"heroSection":55},{"slug":51,"badge":56,"title":57},"HR Audit · Organizational Health Assessment","Do you know what's going wrong in your organization?",{"id":59,"heroSection":60,"en":64},"95d3a364-94cf-4d82-8e33-d5f5cb0fc053",{"slug":61,"badge":62,"title":63},"teknopark-arge-danismanligi","Teknopark ve Ar-Ge Danışmanlığı","Teknopark avantajlarını eksiksiz kullanıyor musunuz?",{"heroSection":65},{"slug":66,"badge":67,"title":68},"technopark-and-rnd-consulting","Technopark and R&D Consulting","Are you making full use of technopark advantages?",{"id":70,"heroSection":71,"en":75},"8b774835-4091-45bc-aa38-ab5f4e3aa41f",{"slug":72,"badge":73,"title":74},"bordro-outsource-hizmeti","Bordro Outsource Hizmeti","Aylık bordro sürecinizi uzman ekibimize devredin",{"heroSection":76},{"slug":77,"badge":78,"title":79},"payroll-outsourcing","Payroll Outsourcing Service","Hand off your monthly payroll to our expert team",{"id":81,"heroSection":82,"en":86},"90dcbf07-fdc4-4a52-a946-8ecca1742f44",{"slug":83,"badge":84,"title":85},"sgk-tesvik-danismanligi","SGK Teşvik ve Destek Yönetimi Danışmanlığı","Hak ettiğiniz SGK teşviklerinden doğru şekilde yararlanıyor musunuz?",{"heroSection":87},{"slug":88,"badge":89,"title":90},"sgk-incentive-consulting","SGK Incentive Management Consulting","Are you making full and correct use of the SGK incentives you're entitled to?",{"id":5,"alternates":92,"heroSection":95,"earningsSection":103,"periodSection":125,"whichModulesSection":154,"faqSection":164,"ctaSection":188},{"tr":93,"en":94},"/danismanlik/ik-surec-danismanligi","/en/consulting/hr-process-consulting",{"slug":12,"badge":13,"title":14,"subtitle":96,"description":97,"ctaText1":98,"ctaText2":96,"benefits":99},"","Using a Target Operating Model approach, we redesign your company's organizational structure, decision-making mechanisms and operational processes to support sustainable growth.","Schedule an Initial Consultation",[100,101,102],"A structure that extends from consulting into operations","Data-driven operations management","Technology-enabled transformation",{"title":104,"subtitle":96,"description":105,"items":106},"The Value It Brings to Your Organization","Together, we design every structure that makes your processes clearer, more sustainable and easier to manage.",[107,110,113,116,119,122],{"title":108,"description":109},"Clear Role and Responsibility Architecture","Positions, authority and areas of accountability are defined within a single architecture. The question “Whose job is this?” disappears; responsibility is assigned to roles, not to individuals.",{"title":111,"description":112},"Fast Decision Chain","Who decides what, with which approval and within what timeframe is clearly designed. Approvals shrink from days to hours, and dependency on individual managers decreases.",{"title":114,"description":115},"Talent Architecture with Built-in Backup","Succession plans, competency maps and career paths are built for critical positions. One person leaving does not shake the company; knowledge stays within the structure.",{"title":117,"description":118},"Strategy–Performance Alignment","A consistent KPI pyramid is built, cascading from Board-level targets down to the daily metrics of line supervisors. Every level of the company speaks the same language.",{"title":120,"description":121},"Lasting Operational Processes","Processes depend on the system, not on individuals. Knowledge and productivity are not lost when people change; the company rests on its structure rather than on individuals.",{"title":123,"description":124},"Digital and Compliance-Ready Infrastructure","Your business architecture is scaled with technology and aligned with labor law. Digitalization first fixes the structure, then accelerates it; compliance is not a layer added afterwards but a feature built into the architecture.",{"title":126,"subtitle":127,"description":128,"items":129},"How Does the Consulting Process Work?","Methodology","We run a systematic process that analyzes your current structure, clarifies your needs and moves forward with actionable solutions.",[130,134,138,142,146,150],{"title":131,"description":132,"badge":133},"HR Audit and Structural Diagnosis","The current structure is assessed in detail through an organizational health analysis of 500+ questions, management interviews and process reviews. Operational bottlenecks, decision blockages and performance breakdowns are identified to map how the organization actually works today.","Phase 1",{"title":135,"description":136,"badge":137},"Target Business Architecture Design","The organizational structure, role matrix and decision chain are redesigned to fit the company's growth targets. Competency maps, critical position structures and a strategic KPI architecture are created to build a more sustainable operating model.","Phase 2",{"title":139,"description":140,"badge":141},"Process and Operations Design","HR and operational processes are standardized, and workflows and approval mechanisms are restructured. Especially in manufacturing organizations, shift patterns, standard staffing levels and blue-collar operations are optimized to reduce the manual workload.","Phase 3",{"title":143,"description":144,"badge":145},"Digital and System Integration","A modular digital HR infrastructure is planned, and system integrations and data flows are configured. Management dashboards and reporting infrastructure increase operational visibility and strengthen data quality.","Phase 4",{"title":147,"description":148,"badge":149},"Talent and Compliance Management","As performance and development systems are rolled out, regulatory compliance, leadership development and succession plans are put in place. Employer branding and organizational culture initiatives are supported to build a sustainable talent structure.","Phase 5",{"title":151,"description":152,"badge":153},"Transition Management and Sustainability","The sustainability of the new processes is monitored in line with a 90-day quick-win plan and a 12-month transformation roadmap. The management team receives regular indicators, and a continuous improvement mechanism is put into operation.","Phase 6",{"title":155,"description":156,"items":157},"Which Teamso Modules Does It Integrate With?","The structure designed during the consulting process becomes sustainable and manageable together with Teamso modules.",[158,159,160,161,162,163],"Performance Review","Payroll","Timesheet Management","Shift Management","Request Management","Reporting",{"badge":165,"title":166,"description":167,"ctaText":168,"items":169},"Frequently Asked Questions","Everything you want to know about HR Process Consulting","We have answered the most frequently asked questions about our consulting services. If you can't find the answer you're looking for, feel free to contact us.","Contact Us",[170,173,176,179,182,185],{"title":171,"description":172},"How long does HR Process Consulting take?","It always starts with an HR Audit, a diagnostic assessment; we don't prescribe structural treatment without a diagnosis. A holistic transformation takes at least 6–8 months, because designing and embedding the organization's five layers (architecture, governance, competency, performance and process) at the same time takes time. Solutions that wrap up in three months usually revert to their old state by month six. Lasting results come from the right sequence, not from speed.",{"title":174,"description":175},"Can the consulting process be run online?","We run most of the design, interview, modeling and workshop work remotely; this speeds things up without disrupting your team's day-to-day work or pulling them away from their focus. However, for blue-collar organization, shift planning, production line efficiency, operational observations and critical implementation moments, we go on site. The true picture of an organization isn't captured on a slide; it's captured on the production line and in the field.",{"title":177,"description":178},"Can we get support for just one specific process?","Yes. We can work on a single layer of your business architecture, such as organizational architecture, the performance system, the talent model or governance. But before we start, we map out together how the other layers will be affected by this work, because designing one layer correctly and the others incorrectly is more dangerous than not designing them at all.",{"title":180,"description":181},"Do you provide support for digital transformation?","Yes. Digitalization is an integral layer of business architecture, but it is always the second step: first organizational architecture and process design, then technology integration. Otherwise, you get what we often see in the field: companies digitize broken processes and simply repeat their mistakes faster.",{"title":183,"description":184},"Do you set up performance and KPI systems?","Yes, but not as an isolated “performance system”. We build a consistent pyramid that cascades from strategic targets down to individual indicators. Your Board-level target, your department KPIs and your line supervisor's daily metric all speak the same language. You can't manage what you don't measure; and what you measure wrongly, you break faster.",{"title":186,"description":187},"What exactly is a TOM (Target Operating Model)?","A Target Operating Model is the architectural model that translates a company's business strategy into its day-to-day operations; it systematically connects “what it wants to do” with “how it actually does it”. The TOM People & Organization approach designs five layers at the same time: organizational architecture, decision chain, competency model, performance architecture and process infrastructure. Especially for growing manufacturing companies, it is the most holistic way to sustainably resolve staffing-level issues, slow decision-making and key-position risks.",{"title":189,"description":190,"buttonText":168},"Let's design your growth journey together","Discover a sustainable transformation model that brings people, processes and technology together in a single structure.",1791821938031]