North African Institution of Technology ConsultingService offering
Advisory and support for workforce sizing and job evaluation
NAITECH Consult supports public and private organizations in optimizing their human capital through a rigorous approach to workforce sizing, objective job evaluation and strategic HR planning. Our work aligns human resources with the real needs of the business, anticipates how roles and skills will evolve, guarantees internal pay equity, and equips our clients with reliable, lasting management tools.
By combining methodological expertise, command of occupational frameworks and deep knowledge of Moroccan and African institutional contexts, we turn workforce management into a genuine lever of organizational performance and sustainable skills development.
Objective measurement of headcount needs per entity, calculation of Full-Time Equivalents (FTE) and identification of the gaps between available resources and real workload, supported by fit-for-purpose simulation tools.
Defining the right headcount against missions, processes and strategic objectives, with proposed target-organization scenarios and convergence paths.
Methodical evaluation of positions against weighted criteria (responsibility, technical difficulty, autonomy, interpersonal demands), producing a job map and a coherent classification grid — the guarantee of internal equity.
Building a multi-year, integrated vision of the HR function, connecting the organization’s strategic direction with the levers of recruitment, mobility, training and skills development.
Defining a multi-year skills-development path aligned with the organization’s current and future needs, prioritizing actions and sizing the resources to commit.
Anticipating quantitative and qualitative headcount needs, modeling flows (joiners, leavers, internal moves) and building target trajectories over the short, medium and long term.
Designing reallocation and internal-mobility schemes to close identified gaps (over- and under-staffing), make the most of existing skills and support professional transitions.
Identifying key positions, mapping internal talent pools and securing succession, so that operations continue and the risk of a strategic vacancy stays under control.
Translating headcount needs into structured, prioritized recruitment programs, tied to budget direction, target skills and the organization’s deadlines.
Cross-cutting lever — Skills transfer and tooling
Providing management instruments — FTE simulators, workload calculators, HR dashboards — and coaching internal teams so they own them for the long run and manage autonomously.
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