Fidello: Helping Organizations Attain Holistic HR Development

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Fidello

Christopher L. Bjorling, CEO, FidelloChristopher L. Bjorling, CEO
In the present day market, it is rather imperative that organizations stay at par with the increasing demands for human resources. The key to staying abreast of the changing landscape is by creating the right strategy. But, how does a firm balance between focusing on the bottom line and investing time, money and resources on an HR strategy? Enter Fidello, an HR consulting firm that specializes in improving human performance by helping an organization identify strategic competencies and behaviors to drive results. Fidello’s CEO Christopher L. Bjorling hones the firm’s belief system of “one size does not fit all” while creating a strategy for an organization.

Fidello comprises of a team with strong consultation and HR experience. Bjorling’s team have created services that help clients design, develop and implement strategic, integrated talent management processes and systems. Among these processes are training and development, selection and recruitment, succession planning, performance management, career management, competency management, and learning management. In parallel, through appropriate front-end analysis and diagnostics, Bjorling designed the talent management solutions meeting the exact needs of his clients. Fidello believes that an organization without a strategy is like a ship without a rudder. The firm’s catalog of service ensures that there is a direct line-of-sight connection between employee behavior and company strategy. The strategies allow the clients to set strong roles and responsibilities, with a robust communication framework and placement that drives the overall performance.

Fidello integrates strategic performance management with other human resource systems, such as staffing, job design, training and development, and succession planning


Just as an organization without a strategy is like a ship without a rudder, strategy without a link to its people is like a rudder without a ship. Direct, line-of-sight connections between employee behaviors and company strategic goals are vital to the long-term success of any organization. Without these connections, organizations struggle with role and responsibility confusion, communication breakdowns, blame-placing, and overall poor performance. With the connections, the organization can have more efficient and focused use of time and resources, while lesser time and effort is devoted to unproductive or counterproductive activities. In addition, an improved initiative and innovation mind-frame can help increase the workforce’s risk-taking to achieve strategic goals. Subsequently, this propels greater accountability for the results of actions and initiatives. The employees understand their individual roles, goals, and expectations better and, as a result, the firm strives toward objectivity in measuring and rewarding individual contributions.

Team Fidello works on the principle that successful strategic performance management is a dynamic and ongoing process, which requires the right tools, training, and methods to be administered efficiently and effectively. To bring this to fruition, Fidello audits the firm’s existing system against strategic management principles and best practices. Based on this, the team implements a process for managing performance that is focused on the strategy. The team helps communicate strategy and strategic changes while understanding their effect on individual performance expectations. To top the process, Fidello integrates strategic performance management with other human resource systems, such as staffing, job design, training and development, and succession planning.

In addition, the job profiles service helps the firm hire the right resources. This ensures that the level of competence among the employees remains standard. Other services such as training and development, selection and recruitment, succession planning, career management, competency management, and learning management empower the client to scale their workforce better without compromising on the talents that they hire.

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