People Management Strategic Consulting

Organizations have goals and people are common elements who help them achieve goals and make the organizations successful. People yes but the right people, this doesn’t mean there is anything like wrong people. When organizations are not clear with the parameters of what is right for their organization the hiring that is made is wrong as this creates a gap in skills and behavioral competence.

HR consultants are experts in job analysis, job description, skill matrix and competency mapping which gives in depth understanding of a job and clarity on expectations from that position. This further helps to ask right job interview questions as the job requirement parameters are explicitly mentioned.

At HRCI we have an in-depth understanding of the organization business domain / industry and the support function that the organization requires. We have successfully structured the organizations to align with business mission and growth objectives.

The Organisation structures for a startup organization could be flat in the beginning with support functions adding stores whereas at the corporate level it may be centralized or functional with or an hierarchy.

Vision :

Defining a Vision statement has always proven organizations stand out from the crowd and relentless competitions. The organization with a clear vision statement leaves their own mark and makes their own trails for others to follow.

Vision leads and motivates, it also shows the path and support in crucial decision making. An organization with a vision shows the clarity through which employees can trust and retain. During our vision discussions we have found many entrepreneurs and management teams sharing a feeling of realization. Realization of getting a direction where the company wants to head and grow this in itself seems like an accomplishment to them knowing their path.

At HRCI we have designed an exercise which helps us comprehend the organization’s vision.

Mission :

Mission statement further clearly stated how to go in the direction of your vision.

The mission exercise with management teams helps people synergies work together, the experience of stating the milestones and benchmarking them with the timeframe gives an explicit road map and confidence to achieve that. The HRCI team has the exact experience and approach to define the organization mission statements.

Values :

At HRCI we consider values as a high priority action item, they support the overall decision making and building organizational culture. A stepwise value defining process is followed to derive management values. The values are implemented in every process to develop a value based culture which makes a healthy workplace for the employees. Values plays an important role in management decisions.

Organization Design or Organization Structures :

AT HRCI our experts have in-depth knowledge of various industries and business segments. We have successfully designed sustainable and scalable structures for our retail, manufacturing, construction, IT, Service and Professional firms.

We understand the business segment and industry, business process and core functions. An organizations design/organization structure helps in strategic decisions.

The functional roles and accountabilities:

• It defines the decision making authority.
• It clearly specifies reporting structure.
• The employee growth hierarchy .
• It helps to formalize and govern employee behavior.

There are some common functions like Finance and Accounting, Marketing and Sales, Research and Development, Operations, Technical, Customer Support, Human resource and other Functions, specific to the business can be identified.

The type of organization structure whether functional, product, geographic or matrix depends on different parameter of the business, culture, the primary responsibilities, functional skills & competencies, business growth plan, employee growth and the best organization structure that will align with the functional.

Performance Management :

Performance Management have many methods and review mechanisms e.g. Bell Curve, Behaviorally anchored rating system, 360-Degree feedback but we at HRCI recommend and use Management by Objective (MBO). This method has a proven mechanism which is very transparent, growth oriented and helps evaluate performance without any prejudice. We have successfully designed and implemented a performance management system for retail, manufacturing, service, IT and many other business domains for which we have been appreciated by the management.

The MBO method helps identify and clearly define:

• Organizational Objectives
• Functional Objectives
• Resource Objectives
• Role specific Key result area (KRA) and Key performance indicators (KPI)

This method is very helpful to understand the resource competencies as per the role and defined KRA’s.

The reporting system and performance parameters have no subjectivity and this is the strength of this system.

The review mechanism that HRCI team sets is inline with the business and process requirement.

The HRMS systems also have  very supportive modules for managing the performance which is an advantage to the MBO method.

The people also feel comfortable to use this process as it gives them accountability, authority and a sense of belonging and involvement in overall organizational growth and development.

Compensation benchmarking :

In any organization compensation is an important factor which influences employee satisfaction and as we know Performance = Ability x Motivation.

Compensation Benchmarking which is also known as salary benchmarking  is important for every organization. This gives a clear understanding of the market trend which helps HR define and design a competitive compensation structure for the employees.

Benchmarking includes parameters like Base pay, Variable pay, Benefits, Challenging work,  Employee development,  Work / life balance Recognition,  Company affiliation,  Company culture  Environment, including job design and the physical workspace.

As a part of benchmarking we do the job evaluation exercise which is important

1. When deciding on a pay scale.
2. When ensuring that the current system is fair and equal for employees.
3. When deciding on benefits such as bonuses.
4. When comparing pay against other companies.
5. When reviewing all jobs after a major company pay change.

Job Evaluation & Pricing: There are various models

1. Job Ranking (job-to-job).
2. Job Classification (job-to-job).
3. Point Rating System (job-to-scale).
4. Factor Comparison (job-to-scale)

Organization HR / People Policies :

Every organization has a culture and a standard operating process for every function as per the business requirement. Human resource is an important function which directly is responsible and accountable for the talent /people in the organization. The HR policies for employees should be defined and communicated to have a transparent, standardized work ethics that develops employee trust, which ultimately 

• Builds a good working environment
• Increases retention of employees
• Develops employee engagement and trust.
• Reduces wrong hiring.
• Reduces hiring costs
• Increases productivity

At HRCI  the organizational HR policies are made keeping in mind and considering the overall business requirement, vision, mission and values.

The best part of HRCI is the policies are updated with market trends, sustainable, scalable, and measurable. They are simplified and the operation team will be trained through HRCI.

We structure and draft policies with the management for employee specific and HR SOPs.

These policies further prove very beneficial for HRMS integration.

Standard HR policies such as

• Recruitment Policy
• Orientation Policy
• Reward Recognition
• Separation Policy
• Training Policy
• Work from Home
• Performance Management