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.
Process
Design the HR organization to deliver solutions
- Redesigning HR with a focus on consulting and service delivery
- Training HR Business partners to have requisite skills to analyse, consult and resolve critical business issues
Create business-integrated “networks of excellence.”
- Coordination of HR Specialists by building a strong network of expertise.
- Recruitment, development, employee relations, and coaching must be locally implemented.
Make HR a talent and leadership magnet
- Development of policy related to making HR an attractive place for leaders
- Building a plan to create rigorous assignments for top HR performers and rotating the top performers from business in HR
Invest in HR Development in Skills
- Helping HR to have to high level of professional development along with a policy of continuous investment in professional development.
- We focus on capabilities such as business acumen, consulting and project management skills, organizational design and change.
Zephyr Training Programs for HR Leaders
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.
Objective of this transformation
- To inculcate the business’s acceptance of HR business partners as strategic partners for all people related avenues
- To ensure high quality service by bundling HR expertise
Foundational HR Learning
Redesign HR with a focus on new consulting and service delivery model
Organizational Capability: Leadership development & Talent Management
HR Communications, Technology, Social Media
Business acumen: to better understand and speak the language of business, economic value
Implementation of Dialogue and Development Drive Performance Management System
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.
APPROACH
CONTENT
PROCESS
IMPACT
APPROACH
We develop easy to administer, result oriented and dialogue based system.
We can also refine existing system (if any) for effectiveness and improvements.
CONTENT
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.
PROCESS
We recommend online system for easy administration and history retrieval. We partner with the client to understand the KPI’s, business dynamics, company’s Vision and Values and cultural aspects. Design and align the PMS system on agreed understanding and aptness. Success Factors can also be developed and linked with ingrained company values.
IMPACT
Regular dialogue between employee and manager to improve performance and achievement of the objectives. Organizational objectives are translated into departmental and individual goals for strategic alignment. Rating surprises, rating disagreements and biases are minimized.
Transformation of Compensation and Benefits
Approach
Content
Process
Impact
Approach
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.
Content
We conduct reviews and overhauling of Compensation Structures in line with globally renowned approaches. We can conduct the following:
- Job Analysis
- Job Evaluation
- Salary Surveys
- Grading Structures
- Salary Structures
- Transition Strategy
- Executive Compensation
- Variable Pay plans
Process
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.
Impact
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.