Performance is built into structures, roles and rewards.
PRASOL helps boards and management teams build HR systems that attract, develop and retain the right people. We connect organization design, talent, performance and reward, so that every role serves the strategy and every employee knows what is expected.
Book an HR health check Take the free self-assessmentMost organizations do not have a people problem. They have a people-systems problem.
Structures grow by addition, not design. Job descriptions are outdated, grading is inconsistent and appraisals are a yearly formality. The result is unclear accountability, pay disputes, high turnover and exposure to labour claims.
People perform when roles are clearly defined, pay is fair and defensible, targets are linked to the strategy and policies comply with the law.
Civil society organizations
HR systems that pass funder due diligence, manage project-based staffing and retain talent on restricted budgets.
Public institutions and counties
Staff establishment reviews, career guidelines, performance contracting and appraisal systems within public service frameworks.
Corporates and SMEs
Scalable structures, competitive pay and performance systems that support growth.
From structure to performance
The PRASOL People Systems Cycle runs on five steps. Each step has an owner and a measurable output.
Structure
Align the organization structure, staff establishment and workload to the strategy.
Define
Analyse and describe every job, then evaluate and grade it.
Attract
Recruit and select against defined competencies, with fair and documented processes.
Perform and reward
Cascade targets to individuals, appraise fairly and pay competitively.
Develop and retain
Close skills gaps, build leaders and plan succession.
Each appraisal cycle feeds the next. Skills gaps inform training, and performance informs reward and succession.
People systems that work together
We don't just write policies. We build the structural connections between talent, performance, and rewards to ensure your people systems actually drive your institutional strategy.
Organization design
Structures, staff establishments, workload analysis and workforce planning.
Talent
Recruitment and selection, onboarding and competency frameworks.
Performance
Performance management systems, appraisal tools, 360-degree feedback and digital performance platforms.
Reward
Job evaluation, grading, salary surveys, pay structures and benefits.
Policy, compliance and relations
HR policies and manuals, HR audits, employee engagement and employee relations.
Services that match where you are
Start with a health check, fix the foundations, then sustain performance with ongoing advice.
HR health check and compliance audit
Review of HR policies, records, contracts and practices against Kenyan employment law and good practice, with a prioritized action plan.
Organization structure and staff establishment review
Structure options, workload analysis, optimal staffing levels and an establishment aligned to the strategy.
HR policies and procedures manual
A complete, compliant HR manual covering recruitment, conduct, leave, discipline, grievance, performance and exit.
Job analysis, evaluation and grading
Job descriptions, job evaluation using a recognized method and a grading structure.
Salary survey and pay structure
Market benchmarking, pay ranges per grade and an implementation and cost plan.
Performance management system
Cascaded targets, appraisal tools, rating and moderation guidelines, with an optional digital platform.
Recruitment and selection
Job profiling, advertising, shortlisting, competency-based interviews and reference checks for key and senior roles.
Training needs and skills gap assessment
Competency gap analysis and a costed training and development plan.
Leadership development and succession planning
Leadership competency framework, talent pool identification and succession plans for critical roles.
Employee engagement survey
Confidential survey, analysis by unit and an action plan for management.
Who we work with
Civil society
NGOs and networks building HR systems for growth, compliance and funder due diligence.
Public institutions
Ministries, county governments, state corporations and commissions reviewing structures, skills and performance systems.
Corporates and SMEs
Growing companies needing defensible pay, clear roles and a performance culture.
Track record
Selected HR and institutional assignments:
- Institutional and personnel skills gap assessment and capacity development strategy, Ministry of Public Service, The Gambia (World Bank-funded).
- Job evaluation and salary survey, Marie Stopes Kenya.
- Digital Performance Management System, County Government of Isiolo.
- Capacity assessment and learning needs identification for disaster management operations, Kenya Red Cross Society.
- HR, finance and operations policy manuals for Sustainable World Organization (Kenya) and member organizations of the Somali Women's Agenda (Somalia).
- Leadership training for management staff, TechnoServe Tanzania.
- Recruitment of project staff, IIDA Women's Development Organization, Somalia.
Why PRASOL
Strategy-led HR
We design HR systems from the strategy down, not from templates up.
Compliance assured
Policies and practices are aligned to the Employment Act, the Labour Relations Act, occupational safety and health law and the Data Protection Act.
Public and non-profit expertise
We understand public service frameworks, county structures and the funder rules that govern NGO staffing.
Implementable
Every system comes with tools, templates and management guidance ready for use.
How healthy are your HR systems? Find out in three minutes.
Answer ten questions to see where your HR systems stand and which step to take next. Your answers stay in your browser.
Start with an HR health check
Tell us about your organization and your people priorities. We will propose a scope, timeline and fixed fee within five working days.
Book an HR health check