HR function of any organization plays a major role in transformation initiatives. Therefore, assessment and alignment of HR function are vital for sustainable transformation. Our assessment and alignment are based on the famous Ulric Model, based on four generic HR outcomes: strategy execution, administrative efficiency, employee contributions, capacity for change. We provide a fresh perspective towards HR. We help our clients in fine tuning their HR priorities, practices and competence, eventually maximizing organizational effectiveness.
We will design customized training program for HR Leaders on the basis of new skills and competencies required for HR at your organization. Following are the global HR capabilities that would be our focus during the training. We would also help the company to prepare a road map for the targeted transformation as per the selected HR capabilities.
Accountability and responsibility are extremely important in a competitive environment, especially when the company is ready to take the next leap. An effective Performance Management System not only enhances a business performance but it is also a good talent management tool, where good performers yearn to achieve higher goals. It sets the right environment for high performing cultures and exerts pressure on non-performers. Dialogue and development based systems are considered to be a good engagement tool.
Based on world’s best prevailing systems, we develop, implement and refine systems. Having three main areas; objectives, development plans and success factors (behavioural aspect). Self-awareness, which is extremely important in competitive environment, is covered through self-assessment mechanism and couple of reviewers.
If periodic review of compensation and benefit structures of organizations is not done, disparities emerge. If not fixed, these disparities cause demotivation among employees and eventually they leave. To keep employees’ motivation intact and increase employee retention, organizations should review their Compensation and Benefit structures. Internal and external disparities should be minimized or justified with proper communication.
We conduct reviews and overhauling of Compensation Structures in line with globally renowned approaches. We can conduct the following:
We start our work from review of existing structures and identification of pay disparities. Depending on the scope of work, relative worth of each job is determined and external reference (if required) is made through Salary Surveys. New Grading and Salary Structures are proposed. A strategy is devised to transition from existing structure to new structure. Executive Compensation and Variable pay plans are directly linked with financials and strategic objectives.
Pays are determined in accordance with the relative worth of different jobs.
Salary structure is updated in accordance with market norms.
Internal and external parity of pays is a great source of motivation and employee engagement.