Companies engage HR services providers to help their existing HR team for a particular subsystem we can cater to need based intervention in a focused area.
Creating Job Description
Building clarity in the organization is directly proportional to the efficiency of the organization. Job description bridges the gap of expectation between the employee and employer which is important.
- It’s important to document the process flow of the department/function
- Charting out the activity for each of the process
- Allocating personnel against each of the activity
- Defining the cluster of activity
- Articulating the responsibility
- Use of RACI chart
- Educating the respective functional head and employees
On Boarding
New Employee Onboarding is a critical aspect of the selection process as it decides the retention of an employee- it’s the first impression that has a lasting impact on the new joinee. The employee feeling that he is being valued and respected helps a smooth transition to the new place of work
- Decide the onboarding time period
- Chalk out the detailed onboarding plan for the employee
- Prepare the present employee by sending a mail introducing the new joinee
- Clarity of his place of work
- All the logistics to be arranged
- A buddy to be decided and thoroughly oriented
- Train the buddy
- Smooth transition to the new workplace
- Introducing the team
- A casual gathering with the team.
- Reduce new hire turnover
- Reduce attrition rate and the hiring cost.
- Decide Roles played by different functions.
Performance Management System
To back up the human systems and people’s performance in the system it is important to evaluate people’s contribution not only in terms of the final outcome but also the behavioral traits aligned to the culture of the organization.
- Understand future strategy/vision of the organization
- Breaking future strategy/vision into deliverables
- Set goals that is linked with Business Directions
- Set evaluation parameters for better transparency of the System
- Set parameters for drafting the goals
- Educate appraiser / appraisee to write the goals
- Build process for buying in by the appraiser and appraisee
- Linking performance to recognition
- Periodical reviews
- Documenting the process
- Hand holding implementation of the system
Competency Mapping
In the ever-changing business scenario, the need for competency keeps on changing in the organization. To have cutting edge results in these changing scenarios individuals and organizations should know the competency of the Individual as well as the Human Capital of the organization.
- To understand the present practice for competency mapping and taking stock of the available competency.
- Preparing a zero-base competency profiling
- Evolve measurable parameters – develop assessment Center
- Workshop with all the stakeholder
- Mapping potentials and area of concern of employees
- Mapping Training needs and developmental plans for individuals
- Charting out organizational human inventory
Total Employee Involvement
Empowering people keeps the work atmosphere quite motivated and more responsive in day-to-day work as well as challenges keep coming up in the workplace. A move towards a more trust-based organization.
- Groundwork for bringing the employee to the frame of openness and understand one’s own “sphere of influence”
- Facilitate the process of identifying and understanding the problem.
- Understand the process of solving the problem.
- Prepare the employee to take up the responsibility to solve the problem.
- Evolve the possible options for resolving the issues.
- Help identify the appropriate solutions.
- Identify employees to take up the responsibility.
- Decide on the Time Frames to resolve the issue.
- Decide on the action to be taken.
- Decide on the dates of review for the progress and explore any help or support needed for the position.
Employee Opinion Survey
Getting Feedback from the employee on a regular basis is important for retention of Competitive Staff as well as for them being in the right frame of mind to deliver at the Optimum.
- To understand the perception of the Employees related to the various aspect at the workplace
- To understand the perception of the Employees related to the organizational culture
- To measure the intensity of each of the aspect
- Satisfaction
- Employee Engagement
- Organizational Climate Survey
- To understand the contributing factor
- To understand the opinion about the possible solutions for each area of concern/issue
- To fulfill the requirement of best practices
- The data is shared as a whole and not in specifics to maintain the secrecy of the individual opinion.
- Questionnaire administered would be in the language understood by the respondents
HR Audit.
The ability of the organization to function efficiently comes from effective and productive Human Capital. It’s important that HR functions are apt to facilitate Human Capital to deliver effectively therefore an HRD Audit would help find out areas of concern and strength to take timely corrective action in the right direction as well as identify potential derailers.
- Understand present SOP (Standard Operating Procedure) or the HR manual
- Study Vision and Mission
- If not available facilitate preparation of the same
- Interact employees at the workplace
- Interact with the Leadership team
- Discuss with HR Department
- Check the HR records maintained
- Discuss with teams to understand their perception
