Our HR Solutions
People strategy & transformation
Formulation of People Strategy for organizations to ensure people function is aligned with overall business strategy and corporate objectives.
Organizational cultural interventions
Review and re-shaping organizational culture in alignment with its core values, mission and vision.
HR policies, Processes and planning
Designing HR policies, processes and process maps in line with business needs, industrial practices and legal framework.
Organizational design / Org Structures
Understanding organizational hierarchy, developing Target Operating Models (TOMs) in line with best practices to ensure Organizational design and hierarchy support the vision, mission, strategy and objectives
Workforce planning & budgeting
Understanding needs of workforce and developing a mechanism of workforce planning and budgeting with financials at functional level and position level for organizations.
Job analysis and job descriptions development
Conducting job analysis by personal interviews with incumbents and developing job descriptions in line with organizational structures and workforce plans.
Job Evaluation
Conducting Job Evaluation exercise by using Hay Guide Charts Methodology for key executive positions to measure the scope of position and define the market worth of job.
Job Grading System
Defining job grading system for organizations to standardize compensation and benefits practices linked with career progression system and succession planning.
Career Progression System
Career progression and promotions framework development in line with job grading system and job family models
Compensation Structure /
Pay-Mix
Defining pay-mix and compensation structure for organization including basic pay, fixed allowances, variable pay component for various levels / grade groups to best-fit with organizational needs.
Salary Scale Development
Structuring salary scale for each level with minimum, mid-point and maximum level of salary and total pay.
Benefits System
Devising benefits packages for each level in line with grading system, applicable policies and legislative requirements.
Succession Planning
Succession planning framework development for key positions for continuity of strategic and operational functions of organizations
Comp. & Ben. Market Benchmarking Surveys
Recommending pay-fix by conducting compensation and benefits market benchmarking surveys and producing analytics to find market-gaps for each grade group of organization
Performance Management System
Devising Performance Management Program (PMP) , linked with corporate HR functional goals.
Variable Pay / Performance Bonus Program
Designing Pay for Performance bonus payout program linked with performance management program to reward employees in structured way.
LTIPs / STIPs
Long Term Incentive Programs (LTIPs) and Short Term Incentive Programs (STIPs) development to retain key talent as per business needs
Customized Retention Programs
Devising custom-made retention programs along with budget and implementation guides as per business needs
Sales Incentive Programs
Developing Sales Incentive Program / Sales Commission Scheme for Sales & Business Development teams as per business needs
HR Digitalization
HR process optimization and automation in line with changing business needs to improve productivity by cutting cost and enhancing organization efficiency
IPO Preparation (HR Domain)
Pre & Post IPO related support (for HR domain) to make organizations ready related to IPO activities including HR re-structuring, HR policies & processes re-shaping by complying with regulatory requirements.
HR Data Governance and Compliance
Devising HR data governance model and due diligence mechanism to ensure confidentiality is maintained in compliance with internal audit frameworks.
HR Functional KPIs and Authority Matrix
Developing KPIs for function and cascaded to each sub-function of HR for HR operational efficiency
Developing HR Authority matrix for process optimization
HR Executive Dashboard / C suite reporting
Devising HR reporting tool to monitor real time performance of all HR functions / sub functions to have enhanced visibility at executive level.