Bull Curve’ philosophy is to define where the organization is in it “Evolutionary Development”,
which allows Bell Curve to figure out the current challenges that the organization is encountering
and the right strategies to overcome these challenges.

​

Each organization regardless of its age, passes through four development stages:

​

​

 

 

 

 

 

 

 

 

 

 

 

 

 

​

 

 

​

​

​

 

​

​

​

​

1. Introduction Phase:
At this phase, the organization relies on the high energy and creativity of its employees as the leadership attempts to focus on developing products or services.

In Introduction Phase, Bell Curve helps the Leadership to:

• Recruit a talented workforce.

• Establish basic employees policies

​

2. Growth Phase:

This phase is often accompanied by backlogs and scheduling problems while the organization adjusts to increased demand.

​

In the Growth Phase, Bell Curve helps the Leadership to:

• Analyze workloads and defines roles.

• Develop Organizational Chart and set a clear direction.

• Establish Payroll & wage protection system and generates reports.

• Recruit specialists and support staff.

• Formalize the company's Policy & Producers.
   

3.  Maturity Phase:

As an organization matures, scheduling problems are largely resolved, and staffing and organizational cultures begin to stabilize.

​

In the Maturity Phase, Bell Curve helps the Leadership to:

• Conduct Workforce Planning Analysis, and define staffing needs.

• Establish Performance Management System.

• Develop Training & Development policies & procedures.

• Establish Compensation & Benefits System.

 

​

4. Decline Phase:

In this phase, an organization usually becomes entrenched in rules and policies and the leadership generally grows resistant to change.
 

In the Decline Phase, Bell Curve helps the Leadership to:

• Optimize the Overhead & Payroll costs.

• Manage the Outplacement Activates.

• Conduct cross-functional training.

• Determine pay strategy.

• Re-evaluate the HR Strategic Plan.