Services

The Generic Flow Process to deal with the assignments: ( Saptapadi )

The Generic Flow Process as enumerated below is deployed, to assess and diagnose the health of the Organization/Business Centre and/or any particular area/s of concern needing improvements. This is done in conjunction with 4Ps (Philosophy, Policies, Procedures and Practices). The timeline and clear objectives of transformation are set with measurable objectives and changing orbit.

Step 1 : Diagnostics Study/Audit of HR and Business Excellence Module, deploying various methods, without disturbing the stakeholders, to understand the root cause/s.

Step 2: Assess/Evaluate the present status and upheld, through a battery of formal and informal instruments like observations, interviews, dialogue, checklists, Audits etc. and ratify reinforce the stable value adding processes in force.

Step 3 : Gap analysis of non-conformities, areas of concern, needing trouble shooting/ improvements are studied and prioritization is done basis “Urgent and Important Quadrant”.

Step 4 : Prioritized areas are focused for CAPA (corrective actions and preventive actions) and processed further, evolving proposed Way Forward for the suggestions/modifications and concurrence/approval of Top Management.

Step 5 : Way Forward, with calendaring providing the details of Process Owner, Deliverables, Time Lines is framed. The Executive briefing and sharing of ACTION PLAN with select stake holders is also done.

Step 6 : Execution Phase: WORK THE PLAN, with utmost care.

Step 7 : Check the RESULTS: Tangible and Intangible parameters. The learnings in the process are jotted as further Inputs for next level of Excellence.

The Services Canvas:

The Service Canvas encompasses all the TEN VERTICALS of HR. The brief detailing of each verticals providing specific and significant HR Areas addressed are enumerated below.

Besides facilitating Change Orientation amongst employees, we also facilitate the initiatives like: Business Process Re-Engineering (BPR), TQM, TPM, Visual Management, Work Study – Work Measurement, Time & Motion Study, 5S, Kaizen, Single Piece Flow, Quality Tools etc in order to improve productivity, positively impacting the Top and Bottom Line of the Company as a part of Business Excellence Module.

Vision, Mission & Leadership

Articulate Vision Statement.
Evolve Business Strategy with Time Frame.
Discuss and develop Execution Strategy.
Create culture of Learning and Team work.
Bring Synergy in all activities/initiatives, aligning with Business Goals.

Organization Structure/Design

Evolve/Re-visit the Organization Charts, Level, Designations and Grade Matrix.
Manpower Planning, Job Analysis, Job Evaluation.
Due diligence on acquisition and merger from HR perspective and advise on pre and post mergers.
Restructuring of Org Charts and Man Power.
Prepare HR Manual.

Competency Framework

Job Profiling, Recruitment & Selection across levels, functions, & locations.
Administer Psychometric Testing as part of the selection process.
Recruitment, Head Hunting is handled by our sister concern headed by Mr. Abhijeet Joshi. www.anchorhrconsultants.com
On-Boarding, Orientations, Buddy & Mentoring – critical aspects.
Our Unique feature: Dialogue with Employer and with newly recruited Employee and hand-holding for a reasonable period.
Learning/Training & Development. The complete process from identification of Training needs, devising training modules, conducting training programs and calculating the tangible and intangible return on investments. (ROI.) The training programs covering Attitude, Skills and Knowledge (ASK) builds competencies. E-learnings programs.

Performance Management System. (PMS)

Designing of PMS in line with Business Objectives. PMS involves: Designing of Appraisal Forms for different levels, Rolling out Calendar, Performance Appraisal, Potential Appraisal, MBO, KRAs, KPAs, BSC, BBSCs, 360-degree Appraisals, Performance Dialogue and usage of Assessment/Development Centre.
Reward & Recognition, Promotion/Upgradation Policy.
Setting Rupee Value: Profit linked Incentive, Variable Pay, ESOP, One-Off Payments.
Compensation & Benefits benchmarking: Market survey, Mapping of critical positions and advise on Employee Cost as % of Turnover.
PMS provides Individual Training needs which is input for Training/Learning Development process and part of Succession Planning.
Inputs on Rating Spread, Bell Curve and Employee Indexing/ranking methods.

Leadership & Capability Building

Function Heads, Plant Head/s, Department Heads capability as Leader is to be assessed separately than PMS. It is the Leadership which makes difference.
This sensitive vertical is to be handled with utmost care and concern by matured Consultant/s.
Succession planning, Leadership position Identification, assessment, grooming, hand holding, In chair training matters.

HRIS/MIS Instruments

Employee Life Cycle Management, Attendance, Pay-roll, Code of Conduct, Discipline, Employee Dash Boards, Queries/problem solving improves work life.
Identification of certain areas/Jobs and deployment of Temp Staffing on third party pay rolls, reduces hassles of Principal Employer.
The Employee engagement can still be maintained.

Employee Engagement

From the basket of Employee Engagement Initiatives/Activities, the Select Engagement initiatives are to be administered which has high impact, but low on expenses.
Organization Climate Surveys (OCS) can be a decisive tool to shortlist the EE Initiatives.
The periodical Reviews, Study of Attrition rate, Counseling sessions, Exit Interviews and HR survey, provides a window on Engagement.

Employee Relations, Industrial Relations

Audit of Industrial Relations Scenario. Profile mapping of Registered &/OR Recognized Trade Unions, Multiplicity of Trade Unions, Internal or External leadership/union.
Inputs on: Dealing with Bargainable category of Employees, Negotiating Long term Wage Agreements, bipartite or tripartite.
Labour Situations: Agitation, Litigations, Turbulent IR, Trade Union Leadership Training, Positive Disciplining, to deal with any form of work stoppage. Disciplinary Actions. Departmental/Domestic Enquiries etc.
Long term strategy and short-term tactics to deal with Trade Union/s more particularly on productivity improvement, work measurement, restrictive practices, multi-skilling, waste elimination, absenteeism issues.
LSIP: Large Scale Interactive Process like –Appreciative Discovery.

Employee/Labour related Statutory/Legislative Matters

The matters pertaining to Employees/Labour Laws are critical and non-compliances finds place in Financial Audit.
Statutory Compliances are of two types: Periodical, As & When required/Incidental.
Consultancy on complex litigation issues related with Labour Laws, and cases before Labour/Industrial Courts,HC.
Liasoning with Govt Officials. Briefing and Supporting appearance before Statutory Authorities.

EHS & CSR

General facilitation for Environment Health Safety (EHS) Areas.
End to end services: Corporate Social Responsibility (CSR) projects and facilitation thereof.

Special HR Services for Career Aspirants

Management Students and Professionals of any discipline/function – customized counselling, professional Guidance maintaining absolute confidentiality.

Various Psychometric Tests and Personality Analysis.
Management Students passing out from Institutes – interview techniques.
Coaching to HR Professionals at Staff/Officer level, to grow in the hierarchy – Certificate Course.
Professionals attending Development Circle (DC) / Promotion interview/s.
Special Executive Coaching/ preparation for Senior/ Top Management position.
Leadership Coaching.
Facilitating for acquiring Career Growth and chalking out Career Path, with timelines.
Front liners struggling to establish in new setup/teams.
Professional facing Mid-Career Crises. Valley of failure.
Professionals experiencing stressed out the scenario and executive burnout stage.
Professional and personal life imbalance.
Quality of Life. Stress Management. Happy Life Style.