| Broad Areas |
Organizational needs our services meet |
| Vision- Mission |
- To arrive at/ review company’s Vision Mission & Values and ensure shared
understanding.
|
| Audit of HR
Systems |
- An audit of HR systems in general (including Business –HR alignment) or of
specific systems in particular- Training & development, Structures,
Performance management system, Culture & Work environment, Rewards &
recognition, Staffing & selection, Policies, Talent management.
|
| Restructuring |
- To arrive at/ review our organization structures, job definitions/descriptions;
grading and banding.
|
| Competency Systems |
- To develop a competency Model for the organization (including Strategic,
functional and level-based competencies) with clearly defined competencies.
- To define behavioral indicators at proficiency levels in each competency. To
develop positional competency maps for key positions & apt proficiency
levels.
- To assess competency levels of selected employees using a multi-rater,
multi-tool model. Bring out Competency gaps and provide individualized
feedback.
- To train internal competency assessors in design and delivery of
assessment/ development centers. To address competency gaps through
training, role modifications etc.
- To structure the organization better with competency needs- proficiency
analysis and to create project teams using the same. To do succession
planning on different time horizons using competency analysis.
|
| Performance Management Systems |
- To review current PMS or its application / deploy Balanced Score Card
based PMS.
- An external agency to complete/facilitate the performance target setting
process/ review process. (Review using from Manager ratings, 180/360-
degree feedbacks, assessment centers, business performance etc.).
- Performance/ potential reviews for promotions decisions.
- Train line managers in use of PMS (including target setting, Performance
review and feedback discussion)
- Measure potential of select employees for developing them into leaders. Or
Identify high potential (HiPo) employees.
|
Training & Leadership Dev. |
- To arrive at/ review our organizational system around T&D? Need to carry
out TNA for employees or to measure effectiveness of T&D efforts and set in
a system for the same. Provide development inputs to employees on
leadership skills.
|
Recruitment Systems |
- To arrive at/ review our organizational recruitment system.
- To carry out standardized Recruitment system (including recruitment
process, templates, Guides, competency based interview manuals) for select
positions. Train internal recruiters on the recruitment system and need to
measure effectiveness of Recruitment system. Create Induction program
and Induction manual for the organization.
|
| HR Policies |
- To arrive at/ review organizational Policies and procedures.
|
| Motivation & Retention |
- Measure employee satisfaction and employee engagement.
- To address specific retention and motivation issues.
|
| Compensation restructuring |
- To arrive at/ review working of variable compensation % and relative weightage on components- Company performance linked/ group / individual performance linked components across functions & levels.
|
| Change Management |
- To manage implications of a specific change in business delivery/ plan/ new
initiative/ technology/ M&A/ other triggers.
|
