RECRUITMENT  AND  SELECTION

 

In the recruitment process we used to take following steps:

 

• Search CVs according to the requirement of the employer

• While initially interviewing the candidates, we try to find out:

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• Career objective

• Knowledge about the job

• Attitude/aptitude tests

• Interest on organization

• Qualities, qualifications

• Strengths & weaknesses

• Areas of interests, etc.

 

• Short-list the prospective candidates

• Submit a very short-listed selective candidates to the employer

• If required, final selection can be done in presence of the representative of the employer & experts from our side

 

    INTERVIEW  PROCESS

    

Interviews are being conducted through:

 

• Non-directive or free interview

• Group interview

• Board interview

• Stress interview

 

Please note that we never allow any candidate to sit for an interview with the employer without having pre interview with us.

 

HUMAN  RESOURCE  DEVELOPMENT (HRD)

 

HRD in a continuous process. A company can develop its human resources through effective training.

Our involvement in the areas of training:

 

• The basic aim is to enrich knowledge, capacities and capabilities of the employees

• Guidance to improve their levels of performance

• Creating self consciousness and greater awareness to recognize their responsibilities and contribute their very best to the organization they serve

 

TRAINING

 

Our training programs are tailor-made to the needs of the organization. 

 

We have designed and are in the final process to conduct several types of training programs, which include:

 

• Personal Development i.e. Presentation Skills, Communication Skills, Creativity, Managing People, Leadership Skills.

• Organization needs i.e. Change Management, Performance Management, Feedback and Counseling Skills, Change and Excellence.

• Business Skills i.e. Interviewing Skills, Selling Skills, Customer Care, Customer Relationship Management

• HR Technical Skills i.e. Compensation and Benefit, Job Evaluation, Effective HR techniques

• Personal Coaching i.e. increased effectiveness in leadership styles.

• Train the trainer, a skills transfer program to teach trainers how to plan, design and deliver effective training

 

Our emphasis has been to have highly interactive programs, video presentations, with case studies and learning through discussions.

 

ORGANIZATION  DESIGN  AND  RESTRUCTING

 

We have worked for quite a large number of organizations in restructuring & designing phase from inception to set organizations

      

Our work includes:

 

• Organization structure design (i.e. Organogram)

• Detailing of roles and responsibilities (i.e. Job description)

• Review & assess manpower requirement

• Definition of competencies

• Job Evaluation

• Based on market and current practice, benchmarking compensation levels, common compensation structure, benefits and policies.

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HR  POLICIES  AND  PROCESSES

 

      While designing HR policies, we usually look for:

 

• Whether Policies are aligned with organization philosophies and objectives

• Whether it has compatibility with recent market trends

• Whether it benefits the targeted employees

• Whether it follows the standard code of ethics, etc

• Whether it ensures long-term retention of staffs

• As a methodology we even take notes from the blue-collar staffs

  

      STAFF  HANDBOOK

    It broadly includes:

 

• Appointment procedures

• Service conditions, relocation and transfer policies

• Travel rules, leave rules and compensation policies such as allowances, housing, telephone, car, group insurance, end of service benefits, medical facilities, loans.

 PERFORMANCE MANAGEMENT SYSTEM

 

 Our range of work includes:

 

• Designing the entire performance management system including performance appraisal forms, process and measures and linkages to other systems such the development process.

• Defining performance parameters

• Defining a competency framework

• Assistance in implementation including facilitation of the appraisal process

• Individual counseling and coaching

• Facilitating goal setting through workshops

• Training and coaching appraisers and appraisees

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COMPENSATION  AND  BENEFITS

 

We see this area as the crucial for attraction & retention of desired staff members

We are covering the following areas while designing compensation & benefits

 

• Compensation and benefits surveys

• Set competitive benchmark

• Job evaluation

• Compensation strategy, design and structuring

• Design of specific programs such as car schemes, loans, etc.

• Design of variable pay loans

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EMPLOYEE  SATISFACTION  STUDIES

 

We assist organizations in tracking employee satisfaction through satisfaction surveys and leadership effectiveness surveys.  We have used a combination of methods including standard instrument based surveys, employee focus groups and one to one interviewing. 

  HR  AUDIT

 

We undertake HR audits to enable organizations to get a quick overview of the maturity levels of their various HR processes and get an assessment of key HR issues. This includes the following:

 

• Detailed audit of the operational aspects of HR such as systems, processes

• Detailed audit of the accuracy and efficiency of systems such as payroll, employee databases, etc.

• Evaluation of satisfaction levels and contribution of HR

• Evaluation of HR initiatives

 

  HR  OUTSOURCING

 

• Management of Contractual staff

• Payroll management

• Sales force management

• Management of entire training or HR department

• Any management services required by the company like: Event or promotion management