Human Resource has become an integral part of any organization. People are the capital for an organization because no matter how good or successful you are or how clever or crafty, your business and its future are in the hands of people you hire. Strategic management of human capital deals with Talent Acquisition, Training and Development, HR Budgeting and Planning, Performance Management, and Retention of top talent.

Organizations have to survive in a dynamic environment which needs adoption of a strategic HRM approach. Development of Human Resource is a progressive notion linked with ever changing concepts and tools. We help organizations to manage human capital with innovative strategies. 

HR Strategy

We develop HR strategy that will not only meet your organizational goals but will also definitely make your organization a profitable entity.

• By making a flexible and adaptable process which can easily respond to change.
• By giving considerate attention to internal and external environments and functions of finance, marketing and other business operations.
• By making Coherent HR strategy that cannot be affected by negative consequences of business decisions.

Change Management

Effective application of change management increases the success rate of an organization. Engagement of human capital in the process of change is very critical and managing human side of change is a key to goal accomplishment.

We assist organizations by:

• Facilitating smooth functioning of HR operations during organizational changes of acquisitions, mergers and transformation.
• Assisting Human Resource Department of an organization in devising strategy for reorganizing planning and procedures, their implementation and change management.
• Provide career transition assistance to the employees and assisting in implementation of organizational realignment or restructuring.

HR Policies and Procedures

HR Policies and Procedures not only draw boundaries but they also recognize and address people’s needs in an organization. We draft HR Policies and Procedures:

• On the basis of employees’ needs and the culture of an organization.
• Policies and Procedures are designed to remove employees’ confusion, legally protect the organization and to keep in compliance with governmental policies and regulations.

Performance Management

Performance Management system is an important to identify, recognizes, reward and retain the top performers of an organization to achieve sustainable growth. We design a systematic and well-planned Performance Management System to increase productivity of your organization:

• Provide support in improvement of existing programs.
• Development of a new program in accordance with job description and in compliance with organizational goals that can also identify training needs of employees.

Department Profile/ Position Profile

Department and Position Profile are mandatory in successful development and implementation of many HR programs. Both are foundation of many processes like recruitment, compensation, training and performance management.

By complete evaluation of the job including all skills and competencies required for the position.

• Developing and keeping job description up to date that prevents duplication of work and fits your business needs.
• We design it as per the need of the organization considering organization mission and vision. 

Compensation, Benefits and Reward System

Compensation and reward system is the most important tool to retain and motivate employees of an organization. The compensation system is designed in a way that it will have positive impact on efficiency, productivity and commitment of employees. We design compensation system:

• Well defined and uniform and applicable to all levels of the organization.  That suits organizational culture, needs, pay policies, budget and have flexibility to change.
• Reward system will be simple and easy to implement and convey expected behaviors and outcomes.

Salary Survey

Salary surveys are done to determine average compensation paid to employees in one or more jobs. Salary survey is significant for both Employerss and employees because it helps organizations to design and manage their compensation structure at par with the industry standard. It also helpful in retaining key positions and improve employee turnover. We can do general and detailed Salary Surveys.

HR Audit  

Evaluation of HR functions is primary important in gauging effectiveness of HR at strategic and operational level. HR audit ensures transparency in HR operations and facilitates any improvement required. We audit HR functions by:

• By evaluating role of HR in organization.
• Analyzing impact of HR functions on business operations and on overall organizational performance.
• Assessment of application of HR processes and finally recommends solutions for improvement of the function.

Climate Survey, Employee Satisfaction and Internal Feedback Mechanism

Employees’ satisfaction is crucial for organizational performance and its success. Employees’ satisfaction is typically measured by employee satisfaction surveys. These surveys address topics like compensation, workload, flexibility, teamwork, resources and perceptions of management. We conduct employee’s satisfaction survey by:

• Emphasizing employee’s preferences and attitude towards the job, roles and responsibilities, workplace and their experiences with management and then identifying problem areas.
• Surveys are administered carefully to obtain unbiased information and with care and consideration of organization’s culture.
• Results are analyzed effectively and then strategies are designed to build integrity and trust among employees of organization.

Counseling/ Mentoring

Growth of employees is mandatory for organizational growth and to deal with employees’ fears, lack of confidence and depression counseling is the best idea. We provide counseling to help employees to overcome the challenges involved in everyday work environment and enhance their growth