People and Organisation

79% of CEOs expect the level of complexity when managing their organization to rise over five years, but only 49% feel ready for it.

Getting the best from people at every level when there is constant change is the key to sustainable competitive advantage. Solid strategies, processes and technology alone do not deliver results.

Re-imagine your People Strategy

We help clients solve their most critical business issues through organisational transformation, improving the performance of their workforce, developing and moving talent around the world, and managing their human capital risks. 

The way organisations approach business strategy is changing from reactive deterministic approaches to proactive directional strategies that build on the capability within the organisation. This shift requires a rethinking of people strategies to deliver on strategic intent – and improved alignment of the internal capabilities and people infrastructure to achieve competitive advantage and deliver on the challenges that the next decade will bring.


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We help clients make the connection between their business strategy and the people activities needed to deliver it, ensuring agility to account for business need now and in the future through a framework that maps strategy into all of the aspects of the employee lifecycle.

People & Organisation, PwC

Areas of focus

Change Management

  • Major forces and trends are underway that will dramatically impact how workforces need to respond and adapt to achieve success. Our organisational change management, training and communications specialists help clients to get the best from their people at every level through a change, relating to: 

  • Digital Transformation

  • Organisational Culture Change

  • Change in Organisational Design and Structure

  • M&A

  • Employee Experience: The challenge? Research shows only parts of the workforce are feeling engaged in their work. Former as well as current employees carries his or hers experience of the company and makes them external – a channel you can’t control but influence through working with Employee Experience.  Our specialists take  a holistic approach on your employee experience as well as look at the different components to make improvements, it being job features (salary, benefits), personal development and career management, work environment or inter-personal qualities or relationships. We create a deep understanding of current and future employees dreams, hope and aspirations, and with a brand-centered approach we co-create the employee experience that is tailored for your employees and organisation. 
  • Employment Tax & Benefits  An employer’s remuneration expense is often its largest cost. It comprises wages and benefits paid to its employees, the employment taxes and other statutory on-costs paid to the authorities and the expense of administering the entire process. We take a proactive and global approach to the often ‘neglected’ costs and on-costs associated with remunerating a workforce. We identify ways to reduce an employer’s workforce liability without reducing the size of its workforce. We support employers with:
  • Administering their employment compliance obligations, including minimising costs and managing risk;
  • Optimising the efficiency of their payroll and administration functions;
  • Developing commercial and effective employee health care programmes;
  • Analysing employee remuneration and reimbursement data to identify inadvertent error or fraud;

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Employee Experience

The challenge? Research shows only parts of the workforce are feeling engaged in their work. Former as well as current employees carries his or hers experience of the company and makes them external – a channel you can’t control but influence through working with Employee Experience.


Our specialists take  a holistic approach on your employee experience as well as look at the different components to make improvements, it being job features (salary, benefits), personal development and career management, work environment or inter-personal qualities or relationships. We create a deep understanding of current and future employees dreams, hope and aspirations, and with a brand-centered approach we co-create the employee experience that is tailored for your employees and organisation.

 

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Employment Tax & Benefit

An employer’s remuneration expense is often its largest cost. It comprises wages and benefits paid to its employees, the employment taxes and other statutory on-costs paid to the authorities and the expense of administering the entire process. We take a proactive and global approach to the often ‘neglected’ costs and on-costs associated with remunerating a workforce. We identify ways to reduce an employer’s workforce liability without reducing the size of its workforce. We support employers with:

  • Administering their employment compliance obligations, including minimising costs and managing risk;

  • Optimising the efficiency of their payroll and administration functions;

  • Developing commercial and effective employee health care programmes;

  • Analysing employee remuneration and reimbursement data to identify inadvertent error or fraud;

  • Assisting in vendor management reviews.

 

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HR Transformation & Technology

Today, HR leaders are being challenged to mobilise and manage talent to help businesses grow. Fears that talent management shortfalls will constrain growth mean that organisations are looking to refocus efforts and investments on those employees who will be most valuable to their businesses in light of their growth ambitions. 

Many CEOs and Executive Boards are demanding a rethink of their entire people and HR strategies and plan to look again at HR organisation effectiveness. Many companies are making use of people software to take data-driven people decisions. We don’t just consider how to fix HR problems of today, we look ahead at how to prepare HR organisations for the challenges of the future.

 

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Organisational Culture

Because deeply embedded cultures change slowly, working with and within the culture is the best approach. Simply put, rather than attacking the heart of a company, it is possible to make the most of its positive forces as the culture evolves the right way. Our Culture specialists support clients in their culture evolution efforts by targeting the specific behaviour changes that have the most potential to drive desired business outcomes and impact through: 

  • Diagnosing the level of coherence between strategy, operating model and culture – and identifying gaps.

  • Assessing the existing culture and define future cultural aspirations.

  • Designing a culture evolution roadmap, focusing on a 'critical few' behaviours that spread from one employee to another, to drive performance and advance key business needs 

  • Implementing the culture roadmap, deploying informal and formal mechanisms to build emotional commitment and facilitate behaviour adoption 

  • Providing ways to monitor and measure culture evolution and behaviour change real time, over time 

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Organisational Design

Our organisation design capability comprises services that help clients design an organisation and set up of their people that is fit for purpose and addresses the internal, external, formal and informal factors that determine how well an organisation can put into practice its strategy. Our experts in Enterprise Agility, Organizational Design and Culture work with clients at all stages of their project from diagnosing and assessing their current organisation design, to building new conceptual models, through to detailed design and subsequently implementation.

 

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Pension

Employer-provided pensions and retirement benefits are an essential part of the reward package in many countries. It is important for employers to be aware of, and to manage, the associated costs and risks. Increasingly around the industrialised world, employers are rejecting the open-ended financial risks of defined benefit pension provision, but are unsure of what that means for their future role in providing retirement benefits.

Employers want to control their own costs and risks, but they also recognise that they have a critical role in helping their employees to make sound decisions. Retirement benefit obligations impact every facet of corporate life. PwC’s unparalleled industry expertise and insight, together with our global network of multidisciplinary consultants, ensures that clients receive highly commercial advice, tailored to region, industry and business circumstances, complemented by wide-ranging commercial acumen and business knowledge. PwC has approximately 2,500 retirement, pension and employee benefit specialists in 54 countries around the world, helping our clients to address and manage their retirement and pension issues, including: 

  • Retirement and pensions strategy – inventory, governance, investment strategy, implementation 

  • Plan design – alignment of pensions with HR and financial policies 

  • Plan transformation – risk analysis, de-risking, member options, scheme financing 

  • Deals – M&A due diligence, valuation, post-acquisition integration/implementation

  • Financial reporting – accounting and audit of pensions

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People Analytics & Insights

The power of data-led insight is transforming how organisations across all industries can make better informed decisions about harnessing the power of their people – spanning strategic workforce planning, productivity, talent management, employee engagement and retention, performance management, agility and mobility. 

We are a numbers organisation: everything we do at PwC is underpinned by analytics and data driven insight. Using sophisticated analytics techniques that draw on applications, data scientists, and psychologists combined with cutting edge technologies, we enable organisations to efficiently analyse data in numerous ways to provide superior and relevant insights. Our People Analytics and Insights capability is a full-service people analytics provider, with a thorough understanding of the specific workforce issues faced by companies in each industry. We offer a broad range of services, including SaratogaTM benchmarking, advanced analytics, comprehensive workforce surveying, and assisting organisations in building a people analytics function.

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People in Deals

Finding valuable talent is quickly becoming an important objective of M&A. The right kind of positions, incentives and environment are essential for the acquiring company to attract and retain those individuals – and for improving – the long term value of the deal. Our People in Deals specialists work with clients on a full range of transactions, including: acquisitions, divestitures, business recovery and capital events such as an IPO. We drive value for our clients across the entire transaction cycle.

 



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Reward and Risk Management

Reward is – very simply – one of the reasons why we work! Importantly, though, reward is not the only reason that we work. That is why our approach to reward is not to focus on reward in a vacuum, but to consider it as part of the broader management ecosystem – comprising pensions/benefits, leadership, performance management, global mobility, and business strategy. Our Reward practitioners can help our clients by: 

  • Advising boards and management teams on the appropriate structure and quantum of senior executive reward – with appropriate reference to both the external marketplace and the client’s specific objectives.

  • Assisting with the technical (tax/ regulatory) and administrative implementation challenges of global incentive plans and reward structures.

  • Analysing reward elements from a cost/benefit perspective to develop more efficient delivery of reward that is aligned with what is important to key talent.

  • Developing reward structures as part of a workforce transformation or corporate transaction.

  • Adapting reward and incentive programmes to regulatory changes.

 

PwC has a unique combination of technical capabilities, market intelligence, and analytics to help our clients with a broad range of emerging reward issues including:

  • Senior executive reward and governance.

  • Tax and regulatory compliance.

  • 'Total' reward strategy and analytics.

  • Competitive benchmarking and development of reward structures.

  • Incentive design and linkage to performance management

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Rebalancing skills for the digital age. 1 in 7 say they plan to cut headcount due to automation (up from 1 in 8 in 2017). Download PDF

Workforce of the future

74 % are ready to learn new skills or re-train to remain employable in the future

Read the full report


Insights

Change Management

With the right change management interventions and processes clients can achieve their vision and stay agile in an ever changing world.

75% of change initiatives fail to fulfil their promise. However with projects accompanied by systematic change management processes we see a 31% increase in rate of success.

83% of companies with a systematic change management approach are able to achieve their set goals. Companies without change management units only have a rate of 39%.

HR Function and Technology

After a period of cost cutting, hiring freezes and budget constraints, HR leaders are being challenged to mobilise and manage talent to help businesses grow.

HR Software as a Service (‘SaaS’) is providing HR leaders with a unique opportunity to rapidly deliver change and a renewed strategic focus. Organisations who recognise HR SaaS as the opportunity for transformational change are creating sustainable economic value in record time and shaping the industry.

People analytics and insights

The power of data-led insight is transforming how organisations across all industries can make better informed decisions about harnessing the power of their people.

Everything we do at PwC is underpinned by analytics and data driven insight.
In People and Organisation we can really differentiate our multi-competency transformation programmes through embedding analytics and insights.


Rebalancing skills for the digital age

1 in 7 say they plan to cut headcount due to automation (up from 1 in 8 in 2017).
Read the full report

Workforce of the future

74 % are ready to learn new skills or re-train to remain employable in the future.
37 % believe that automation will take their jobs. Curious about what the future world of work will look like? Read the full report

 

Preparing for tomorrow, today

How we work, the place of work within our lives, and even what we mean by work, are being transformed.  What are organisations doing to prepare? And where do they need to step up? Read more

 

Contact us

Gustav Engvall

Director, People and Organisation, PwC Sweden

Tel: 0723-53 06 49

Martin Lindqvist

Partner, PwC Sweden

Tel: 0709-29 35 57

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