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Strategic HR Solutions  

Our Strategic HR Solutions are designed to help our clients maximize people performance and hence, their contribution to business on a continuous basis.

These are based on the following four principles to motivate people and derive their performance and contribution for business benefits.

  • Providing Systems and Processes or Technology to help them work effectively
  • Providing Development opportunities to meet their potential
  • Providing Opportunities to people to explore their newly acquired skill-sets
  • Providing sufficient Authority to help them do their work on a timely basis

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» Job Role Definition
Effectively designed job descriptions are communication tools that are significant in your organization's success. Poorly written job descriptions, on the other hand, add to workplace confusion, hurt communication, and make people feel as if they don't know what is expected from them. Well written job descriptions would also ensure that all work activities are incorporated while also balancing responsibilities amongst people as well as workflows and handover of work from one individual to another.

We draft detailed documents giving the job roles and descriptions for various positions in your organisation focussing and linking these jobs with your business requirements. This will help facilitate decisions in following areas in the organization:

  • Resourcing/Hiring
  • Performance Management
  • Training and Development
  • Career Progression
  • Reward and Compensation Administration

These documents will act as a benchmark of competencies and the mapping will be done for the current incumbents in those positions. Any development initiatives to bridge the gap will be identified using this data. They will act as a benchmark for the organization with the rating system during selection interviews, performance appraisals, training needs identification and subsequent training evaluation processes etc.

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» Competency Mapping & Assessment Centers
Competencies are the basic constituents of their personality which people utilize in performing their jobs. At a primary level this offering involves creating a comprehensive competency framework based on the business vision, values and growth plans of the business. To help organizations derive real-world benefits from competencies modeling, we map such competencies for various key personnel in the organization through assessment or development centers. Such centers help the organization in making decisions in following areas:

  • Recruitment decisions for new hires
  • Development Plans for existing personnel
  • Career Planning
  • Succession Planning for critical roles
  • Leadership Development within the organization
  • Attrition Control and Employee Retention Management

We have created a set of proprietary assessment exercises to facilitate such assessments. These include various cases for in-basket exercises, role plays, group exercise, presentations etc.

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» Organization Structure and Design
Organization (re)design is typically needed in following situations:

  • Starting a new business venture
  • Entering a new market/product segment
  • Reorganizing teams and/or reporting relationships
  • Reduce costs by modifying management/business structures mandated by changes in business conditions

Our solution…
We help our clients design the optimum organization structure keeping all functions and personnel required to help achievement of their business objectives. Combined with a proper manpower sizing and planning strategy, our clients will be able to manage people, structure, roles and responsibilities, and work-flows optimally leading to efficiency and effectiveness in business decisions. Our deliverables in organization design covers:

  • Defining the business structure
  • Mapping existing structure and job responsibilities with new structure
  • Defining job role documents in the changed scenario
  • Training concerned people on their job changes

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» Organization Development (OD) Intervention
In today’s competitive environment, one of the key differentiator that a successful business will have is a career or organization development strategy for its people. Organization Development is another focus area for us.

As part of this solution, based on the business plans, we would create the framework for OD interventions for all key personnel responsible for achievement of the business objectives. This covers all stages from assessing their performance levels and development needs to rolling out an integrated organization development plan for all people. We provide all support in implementation of the OD initiatives for the client to help derive its full impact.

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» Organization Diagnostics
Organization Diagnosis involves understanding the current state of the business from a people perspective. The primary objective in an organization diagnosis exercise is to understand what employees feel about the organization and its policies, practices etc and thereby identifying the pain areas affecting organization performance. Conducting a diagnostic exercise tells you whether your organization programs are relevant to the people that they are addressing.

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» HR Audits & Due Diligence
An HR Audit is intended to assess the current state of HR systems, processes and practices in an organization. It also helps an organization understand whether all necessary employee records are maintained the way they are supposed to be. This helps organizations protect itself in cases of lawsuits filed by employees for any reason.

With our experience in conducting such audits, we would be in a position to identify all such areas where your organization has strengths as well as identify improvement areas and suggest way forward in developing those. As part of our solution, we will identify 2-3 high-impact areas that the client should undertake to maximize benefits from their HR actions. HR Audits could cover from a base level documentation audit to a full-fledged capability assessment of all systems, their implementation and people responsible for the systems.

We also partner with private equity (PE) and venture capital (VC) firms to help them understand the maturity levels of HR systems in any potential investee companies and also identify strengths in the people function of their portfolio companies. These include a detailed study of the organization from a people perspective to help the clients in closing the due diligence checklist.

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