Robin Williams
 
   
  About Us  
  Training Solutions  
  HR Solutions  
  Case Studies  
  Clients  
  Download  
  Contact Us  
 
HR Solution

HR Policies Manual

Manpower Planning Initiatives

Performance Management System (PMS)

Training & Development

Career progression

Job role definition

HR initiatives as part of OD Intervention

Talent Management Initiatives

HR Audits

Dashboard for Talent Management
HR Policies Manual

The HR policy manual provides an organization and employees information on the broad philosophy, benefits and responsibilities that the organization offers with respect to people management and related processes and practices.

The HR policy manual is one of the key documents for a business of any size.

The main business benefit that this document provides is that it tells employees their responsibilities towards the organization and the benefits they will derive from an engagement with the organization. It should ideally be designed to take care of various business scenarios and have special provisions for the business expansion phase that each business undergoes.

Areas contained in HR policies primarily get covered more from a control perspective where the organization sets the standards of expectations amongst its employees.

We identify requisite policy areas for your business and formulate HR policies to meet specific needs of your business.

We try and detail the policy document to maximize objectivity and to help take decisions for any people related transactions.
Top

Manpower Planning Initiatives

In today’s high cost economy, it is very important for businesses to control its costs. Manpower becomes one of the cost items which not only is very expensive but the cost increases rapidly for the business in keeping pace with the industry standards and if it wishes to survive in the long term.

The basic premise in resourcing strategy is not only knowing who are the people required to run the business effectively but also when and how many.

Generally manpower requirements is a highly subjective decision for most managers and most managers are not able to provide quantitative reasons or benefits for the new requirements.

We will create manpower sizing and planning systems customized to your business requirements. our consultants will train you in using the system even after we close the assignment.
Top

Performance Management System (PMS)

Conceptual framework
Performance Management System (PMS) is a system where the manager and team members get an opportunity to share feedback with each other. It gives an organization data on how the employees have been performing and an opportunity to map the same against the business performance as a whole or partially as different functions/business divisions etc.

Benefits

 Ability to provide objective ratings to people’s performance

 Sharing of feedback on performance in an open manner without fear of retribution

 Availability of objective data to take various development related decisions like promotions,   training and development, salary increments and performance bonus payments etc.

Risks of not having a robust Performance Management System

 An ill-defined PMS which does not give an opportunity for objective assessment of personnel is   not accepted by people

 KRAs which are not properly defined nor tracked during the assessment period are not accepted   by people

 Not having a proper hand-holding process between the process owner and the practicing   personnel will defeat the purpose of the system

 Sharing feedback which is not objective or focusing on various non-job performance related   issues will not create acceptability for the process
Top

Training & Development

Conceptual Framework
This is one of the most important functions that HR plays in any organization. Training comes into focus primarily out of reasons of scarce availability of qualified resources. Requisitely qualified and experienced people are available at very high costs and people with limited competence are not equipped to provide necessary business contribution.

One way to bridge the gap between skills available and skills required is through training initiatives.

Benefits

 Ability to develop skills of personnel in the organization

 Motivating the employees and making them feel that the organization cares for their needs

 Giving a fillip to the organization by raising the tool to increase performance in the organization

 Increases the confidence level of personnel in the organization after they are equipped with   necessary skill sets

Challenges

 Creating an expectation that the organization will organize training programs for its employees   regularly (if expectations of training not handled well)

 Training programs need a proper follow-up and implementation tracking mechanism to be able to   maximize benefits for the organization

Current Industry Practices

Generally the practice followed by most organizations is to prepare a training calendar based on the training needs identified during performance appraisals discussions. A training budget may be prepared to provide for the training related expenses.

Atiitya philosophy is to promote training as a key tool to build and benefit the business. According to this philosophy, training will be provided primarily based on and to derive business benefits. At the same time the training provided will be generally of the kinds where multiple personnel have the same training requirements. This helps the organization in making the training initiatives very cost effective.
Top
Career progression

Meaning

Career progression generally is considered by most people as promotions received within an organization. However it can take various forms like increase in role and responsibilities, transfer to other functions to give a broad based exposure to the employees, other than a vertical growth in the organization hierarchy.

Benefits

 This is one of the most important motivator to all employees

 Career progression is considered as a clear indicator that the organization is looking after the   growth of its people and genuinely rewards people

 Employee retention – when people know that staying with the organization will lead to career   growth and meeting their growth aspirations

Disadvantages

 Subjective information or data used for promotion decisions is one of the biggest concerns   amongst employeesNot communicating the promotions across the organization reduces its   potential of motivating people
Top
Job role definition

Documented job role definitions helps an organization in decisions related to resourcing, performance management, training and development, compensation and other career progression and planning activities for employees. It also establishes clarity in the Organization to create a leadership pipeline.

It acts as a source document for the organization on specific expectations from various roles.

All concerned job roles shall be defined based on the Business requirement.

Value for the client

The job roles defined shall be distinct and integrated keeping work flows into account.

Report Coverage

Following contents shall be provided in the final report.

  Job title

  Role definition

  Job responsibilities

  Reporting relationships

Other details pertinent to the role are also provided as a matter of practice at Atiitya.
Top
HR initiatives as part of OD Intervention

 Our organization development initiatives cover the entire gamut of intervention strategies from diagnostic exercises to creating an organization wide strategy and action plan to meet business growth objectives.

We conduct detailed discussions with key personnel in the organization and identify various HR initiatives needed by the business. These are selected and rolled out based on their impact on business.
Top
Talent Management Initiatives

Competencies are a set of knowledge, skills or behavior used to deliver on the job. There is a common understanding that job skills and competencies are the same. However, skills may only be available with a person without any effect / relation to the job being performed.
E.g.: Painting is a skill that a person has. This does not convert into a competency if the job is not of a painter.

In case of a sales person, the ability to open sales call would be a competency because this ability helps the person in performing his/her job.

Inter-linkage of Competencies with business and HR processes

Competencies mapping exercise helps an organization in Resourcing, performance management, training and development, compensation and other career development decisions for employees. It acts as a benchmark for the organization with the rating system during selection interviews, performance appraisals, training needs identification and subsequent training evaluation processes etc.

Deliverables

Assessment report giving strengths, improvement areas, development action methods.

 Feedback to individual participants on their competency levels

 Suggestions on implementation of development action plans
Top
HR Audits

Typical HR initiatives in any organization generally start with an intent of doing “something” for the people.

HR Audits help businesses to get a base level for their HR function & also plan where they need to go.

We have the capability to conduct comprehensive HR audits for organizations of any size.
Top
Dashboard for Talent Management
Top
 
  Weaved by Shivaami Corporation