In the recent past, human resources department or personnel within an organization were limited to work that was mostly administrative in nature and industry would question their efficacy to improve overall business performance, to whether they are significant in playing a productive role in the operational side of an organization, apart from recruiting and on-boarding of employees. Nowadays, that is no longer the case. Companies and businesses maximize the potential of human resources departments in many other facets within the structural and operational framework, according to the changing needs and goals of such companies.

This has to with modern HR teams being agile – the functions of HR being adaptable and responsive in nature to changes in requirements of organization. Whether that has to do with external market environment, competitor-related adjustments, lack of employee technical aptitude or new areas of operation.


Arising out of this need, HR functions globally across the corporate world have evolved continuously. For example, this meant Human Resources departments started focusing on adopting IT tools and resources, and focusing on the best practices for information management systems to positively affect many areas of traditional HR disciplines.

The need for a robust and agile HR framework arose when the leadership of progressive organizations started to focus on utilizing the HR personnel to react quickly to meet employees’ expectations. In order to keep employees satisfied and performing at optimal productivity for the company, the HR teams were used to solve workplace issues or impart training tools in this regards to fulfill business requirements.

If we look in the past, we will know that this did not just happen in short period of time within organizations. Some of this innovative and broader application of HR personnel was led by companies such as ING bank and different member firms like SD learning Consortium, where focus on better people-management has resulted in producing remarkable changes. Along with increased profitability for the businesses, they also attained internal and external brand equity.

Think Hard Solutions have taken the HR Agility Framework to a much broader level, focusing on identifying outstanding aptitude and ability for relevant industry, to achieve skill maximization within one workforce. We also advise our clients to always actively encourage their staff or labor force so they push themselves to discover more of their useful skills and help train them in such skills for effective deployment within company operations.

This has involved creating a workplace environment to build a fitting professional culture reflecting the core values of the diverse workforce, creating employee engagement, as well value-driven initiatives for a productive and cohesive workplace. The prime framework focus has been to create a learning organization which will develop the skills and abilities of the employees making a solid foundation for enriching the knowledge bank.

Think Hard Solutions follows the “STREAM” framework to improve the pathway for achieving sustainable HR agility for our clients – to create positive and effective business solutions.

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