HR STRUCTURE & WORKFORCE OPTIMIZATION
Right Person, Right Place, Right Number
A company's largest expense item is often human resources --- but the greatest potential is also there.
This service aims to increase the productivity, effectiveness, and sustainability of the workforce by analyzing your company's human resources structure in detail.
The goal is not just to reduce or increase the number of personnel;
it is to measure the real contribution of each role to the company and rebalance human resources according to this data.
APPROACH: LOOKING AT HUMAN RESOURCES WITH REALITIES, NOT NUMBERS
Efficiency loss in an organization usually starts with small imbalances that are overlooked:
Employees assigned to the wrong place, overlapping responsibilities, excessive reporting chains, or departments whose existence has become a habit...
This work was shaped by the accumulation of field management conducted in different countries over the years.
The same thing was repeated in every culture, in every market structure:
Wherever there is inefficiency, there is always a trace of misplaced person or undefined responsibility.
This analysis tracks those traces one by one --- and reorganizes the structure.
PROCESS: MEASURING EFFICIENCY, BALANCING THE SYSTEM
- Organization Analysis: Current department structure, job descriptions, reporting chains, and workflows are examined.
- Performance Mapping: Employees' individual contribution, target-achievement rates, and time usage are measured.
- Excess / Deficiency Workforce Detection: Unnecessary positions, overlapping tasks, or areas left incomplete are identified.
- Improvement Recommendations: Human resources balance is re-established; personnel recommendations are made in the right number and with the right competencies.
- Follow-up & Revision: Post-implementation performance tracking is done, results are measured, and the structure is optimized.
The result is an organization that produces more work with fewer people, balanced, motivated, and with clear responsibilities.
THE DIFFERENCE PROVIDED BY REAL EXPERIENCE
Thousands of people were interviewed in different countries, hundreds of teams were managed, dozens of organizations were restructured.
The most valuable skill gained in these processes is not just selecting personnel --- it is reading people.
Who can be motivated, who is now an obstacle in front of the system;
which team members can be won over, which ones need a change of direction ---
understanding these is possible not only with HR theory but with years of field experience.
An example:
A team with declining sales performance in some countries was not actually "lazy";
the task distribution was wrong, strong employees were assigned to the wrong regions.
When the structure was reorganized, the same staff doubled their sales within six months.
Workforce optimization is exactly this: putting the right person in the right place.
What You Get
- Comprehensive efficiency analysis of HR structure
- Department-based workforce balance and role definitions
- Excess / deficiency personnel detection and restructuring plan
- Performance measurement and development system
- Cost-contribution ratio and optimization report
Who Is It For
- Companies wanting to control human resources costs
- Organizations experiencing performance decline
- Companies growing rapidly but with inadequate HR structure
- Businesses in the process of restructuring or downsizing
Efficient Team, Solid System
Within every organization, there are redundancies, bottlenecks, and unused potentials.
We go through this structure, remove the excess, complete the missing, and place the right people in the right places.
Result: a more efficient, more profitable, more balanced human system.
Because a well-established structure relieves not only the employees but the entire company.
PROCESS: FROM ANALYSIS TO ACTION
- Performance Evaluation: Sales target, achievement rate, contribution percentage, and customer acquisition rate are analyzed on a team and individual basis.
- Behavior and Motivation Analysis: Personal tendencies, communication style, leadership impact, and team harmony are observed.
- Efficiency Measurement: Time spent, output produced, and revenue generated balance are examined.
- Action Plan: Personnel relocations, job description revisions, and performance monitoring system are established.
- Training and Development: Performance-enhancing coaching and training plans are prepared for individuals deemed necessary.
In this way, teams cease to be just "working groups" and become result-producing systems.
AN APPROACH SHAPED BY REAL EXPERIENCE
While managing sales and marketing teams in different cultures for years, I saw this:
Performance decline is usually not a problem of "unwillingness" but of misdirection.
Some people shine in sales, some in analysis; some have leadership potential but cannot find the right environment.
That's why I evaluate every team with "human-based analysis".
Who can develop, who can be corrected, who is an obstacle in front of the system --- these are understood by looking at experience, not tables.
And when those decisions are made, the entire balance in the team changes: motivation increases, results improve rapidly.
It has been seen in teams established and restructured in many countries that with the right interventions
30-40% performance increase is possible within the first 6 months.
This is the result of years of practice, not theory.
What You Get
- Sales and marketing team performance evaluation report
- Individual and team-based contribution analysis
- Role, region, and task optimization
- Performance measurement and monitoring system (KPI configuration)
- Coaching, feedback, and development plan
Who Is It For
- Companies whose sales teams cannot reach their targets
- Organizations experiencing a decline in team performance
- Companies in the process of restructuring or growth
- Managers wanting to update their performance management system
If the Team Is Well Managed, Every Market Is Won
Sales and marketing teams are the company's voice and power in the field.
For that voice to come out in the right tone, the team structure, motivation, and management system must be balanced.
We establish this balance:
who belongs where, who contributes how, how to proceed with whom --- we clarify these.
Result: a lively, motivated, goal-oriented team and measurable performance increase.