Depending on your requirements, we can provide specific and need-based HR interventions. The following are some of the major areas of our focus:

• Development & implementation of goal oriented and competency based Performance Management System : A Performance Management System provides structure and guidance to employees, enanbling them to better understand the types, amounts and quality of work expected from them by management. Such a system provides management with a way to control and monitor the performance and output of its employees, and to bring their efforts into alignment with the larger goals of the company, department and work team. The main components of a Performance Management System include processes, tools and forms for:
  • Performance Planning : Identifying functional/positional key result areas and setting individual performance objectives.
  • Periodic Reviews : Setting periodic review process that ensures efforts are proceeding according to planned objectives: to consider what changes in priorities may be needed; and to provide coaching and feedback to foster continuous improvement.
  • Performance Appraisal : Conducting a formal review of employee's performance for the period (e.g., annually or semi-annually) and holding performance appraisal meeting.
  • Follow up : Decisions about pay, developmental needs, and career planning.

  Our Approach :

  1. Assess the current and future needs of the organization, and the state of the present system, if any, for managing staff.
  2. Design procedures and forms collaboratively with key staff members providing feedback, input and approvals at key milestone points in the development process
  3. Train managers in understanding and implementing the system using highly interactive techniques and action learning principles (i.e., application to real work situations).
  4. Conduct a full-scale implementation, taking full account of change management principles to anticipate and avoide any resistance among staff members. These measures will also ensure the system is embraced by users because they will understand how it will make their job easier and more successful.

• Job Evaluation : Job Evaluation is a rigorous process that analyzes jobs with the express purpose of establishing equitable wage and salary rates. The most common approach is to evaluate jobs by breaking each into its elements and using a well defined point rating system.
  
  Our Approach :
  
  1. Write job purpose and ratify.
  2. Prepare a job description for each job.
  3. Choose and define the job evaluation factors to be used.
  4. Identifying and define the degrees of each job evaluation factor.
  5. Weigh each factor by assigning point values.
  6. Assign values/points to each benchmark job.
  7. Structure new compensation plan.
  

• 360⁰ Feedback System : 360⁰ Surveys typically entail feedback about an individual's behaviour, functioning and performance from several sources: the individual, the person's boss, direct reports, peers, and sometimes customers. These surveys may be used in organizations for a number of valuable purposes, such as providing data:

  • About an individual's strengths and developmental needs.
  • As imput for the creation of a personal development plan.
  • As a basis for executive coaching or leadership development.
  • To create a strengths and limitations profile for the managers in a department or a team.
  • For identification of key competencies in an organization

  Our Approach :
  We select the most appropriate instrument depending on individual's level in the organization, and the competencies being examined., ensure that it is administered properly and provide feedback to the target population that leads to a developmental plan and other constructive action steps

• Competency Mapping : Competencies are combinations of knowledge, skills and attitudes that directly impacts performance.
  
  Our Approach :
  1. Identify areas / positions (or job families).
  2. Gather organizational imformation to establish the context for the study.
  3. Conduct interview data to indentify key competencies reflecting the knowledge, skills and attitudes necessary for superior performance.

• Development of Personnel Policy Manual : A comprehensive policy manual enables the line managers to perform the role of HR manager. Further articulation of personnel policies ensures transparency and consistency across the organization thereby increasing employee marale, confidence and trust. With our extensive experience, we are uniquely placed to undertake such an assignment.

Note : The above mentioned are some of the major areas of our focus and interest. However, as an integrated HR consulting firm we are geared to work on any other HR requirement that the client may have and require our assistance.