We architect HR systems the way a consulting firm architects a market-entry strategy, custom scope, defined deliverables, decisive handover. One engagement, one problem solved, end to end. For companies where the next HR decision is material enough to warrant outside expertise. 我们以战略咨询的方式设计 HR 系统，范围定制、交付物明确、节点清晰交接。一次合作，一个问题，从头到尾解决。专为面对重大 HR 决策、需要外部专业判断的企业而设。
Companies engage MICLOH in one of two ways. The retainer is a monthly partnership, continuous access to a senior HR advisor across everyday and complex matters. Customized HR Solutions is a project, a one-off, defined engagement to design, rebuild, or fix a specific HR system. 企业与 MICLOH 的合作可分为两种形式。顾问服务是月度合作，资深 HR 顾问持续陪伴，应对日常及复杂议题。定制化人力资源方案则是单项目合作，针对特定 HR 系统的设计、重建或修复，一次性完成。
Monthly engagement. Dedicated consultant on call for day-to-day questions, policy decisions, disciplinary matters, and ongoing HR capability building. Best when you need a senior HR voice always within reach. 月度合作。专属顾问随时为日常问题、政策决策、纪律事务与 HR 能力建设提供支援。适合需要随时可及的资深 HR 专业判断的企业。
Explore retainer →Fixed-scope project. One specific HR problem, designed and delivered end-to-end, a new performance system, a pay-structure redesign, an org restructure, a handbook overhaul. Clear start, clear deliverable, clear handover. 固定范围项目。针对一项具体 HR 议题，从设计到交付全程负责，新绩效系统、薪酬结构重构、组织重组、员工手册更新等。起点清晰、交付明确、移交干净。
See project types ↓Not every HR question needs a project. But some decisions are large enough, complex enough, or permanent enough that doing them once and doing them right matters.并非每个 HR 议题都需要专项合作。但某些决策的影响足够深远、结构足够复杂、后果足够持久，一次性做好便至关重要。
A merger, a new business unit, a leadership reshuffle, or a headcount rebaseline. The org chart needs rebuilding, not patched, with roles, reporting lines, spans of control, and grading aligned to where the business is going.合并、新设事业单位、领导层调整或人力重新规划。组织架构需要重建，非小修小补，岗位、汇报线、管控跨度与职级须与业务方向保持一致。
The handbook was written five years ago. Employment Act 2022 amendments aren't reflected. Disciplinary process is inconsistent. You need a full policy refresh, grounded in current Malaysian law and your operating reality.员工手册是五年前编写的，未反映 2022 年雇佣法修订，纪律处分流程也欠一致。需要一次全面政策更新，以现行马来西亚法律与公司实况为依据。
Before you hire a CHRO, buy an HRIS, or commit to a transformation budget, an independent read on where your HR function stands, and what's worth fixing first, saves money and arguments.在聘任 CHRO、采购 HRIS 或投入转型预算前，由外部独立判断 HR 职能现状与优先修复重点，可节省开支、减少内部争议。
Due diligence exposes HR exposure fast, undocumented policies, misclassified contracts, unresolved disciplinary cases. We tighten your HR posture before someone else opens the file.尽职调查极易暴露 HR 风险，政策未成文、合约归类错误、纪律案件悬而未决。我们协助企业在外部审阅前，先行修补漏洞。
Most customized engagements fall into one of these six shapes. Each can be run standalone or sequenced with others under a single transformation brief.大多数定制项目可归入以下六大类。每项可独立执行，亦可整合为整体转型方案分阶段推进。
An independent, evidence-based read on your HR function, maturity, risk exposure, and a prioritised 12–24 month roadmap.以证据为基础的 HR 独立评估，涵盖成熟度、风险暴露与 12–24 个月优先级路线图。
Target operating model, org structure, role architecture, reporting lines, and spans of control, aligned to strategy.目标运营模型、组织架构、岗位体系、汇报线与管控跨度，与战略一体化设计。
KPI framework, goal-setting cadence, calibration process, and rating architecture, built so managers actually use it.KPI 框架、目标节奏、校准流程与评级结构，以真正可落地执行为前提。
Job grading, salary bands, market benchmarking, and pay-mix architecture, internally coherent, externally competitive.职级评定、薪酬带宽、市场对标与薪酬组合架构，对内公平，对外具竞争力。
Full policy architecture, handbook, leave, benefits, conduct, grievance, aligned to Employment Act and your operating model.完整政策架构，手册、休假、福利、行为守则、申诉，依雇佣法与企业运营模式协同设计。
Due-process playbook, investigation protocol, show-cause and domestic-inquiry templates, defensible under Malaysian industrial law.正当程序操作指南、调查协议、解释信与内部调查模板，符合马来西亚劳资法要求、经得起检验。
Leadership and coaching engagements can be paired with the official MBTI® assessment, delivered by a Certified MBTI Practitioner, when type-aware self-knowledge will sharpen the work.领导力与高管辅导项目，可搭配由认证 MBTI 施测师交付的官方 MBTI® 评估；当类型觉察能锐化工作判断时，特别合适。
We agree on the problem, the deliverable, the timeline, and who decides what. Fixed fee, written brief, signed before we start.明确议题、交付物、时间表及决策归属。固定费用、书面建议书，于启动前签署。
Interviews, document review, data pull, and benchmarks. We surface what's actually happening, not what the org chart says.通过访谈、文件审阅、数据采集与对标，呈现组织实况，而非仅止于架构图所示。
We architect the solution, test it against your operating reality, and iterate with your leadership until it fits and convinces.设计方案、对照实际运营压力测试，与领导层反复迭代至契合可信、获得认同。
Documentation, rollout plan, HR-team enablement, and a clean exit. You own it after. Optional post-launch support on request.交付文件、推行计划、HR 团队赋能与干净移交。项目完成后归您拥有运作。推行期支援可按需续签。
A 30-minute conversation is enough to test fit. If the project makes sense, we'll scope a written proposal within one week, fixed fee, defined deliverable, named senior consultant. 三十分钟的初步对话便可评估匹配度。若项目适合，我们将于一周内提交书面方案，固定费用、明确交付物、指定资深顾问。
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