The growing market is demanding a broader, more comprehensive and strategic perspective on HR. There is a need for a long-term perspective on people management and for the consideration of people as potential assets. As a result, some companies will have to re-evaluate their business along with new HR model.

Human Capital Services provides a multi-disciplinary HR approach and embraces consultancy on all aspects of people management, helping our clients to create value for their businesses through market driven HR practices. It paves a way where HR support can be the source of organizational capabilities, that allow firms to learn and capitalize on new opportunities.

Human Capital Services can give the direction in the following areas:

• Accelerate decision making and execution
  
• Strengthen stakeholder confidence
  
  

• Simplify complex HR process.
  
• Apply Best Practices to improve work efficiency.
  
• Create superior Engagement of Employees.
  
• Transform HR as Business Partner.
  
• Align the Organisation goals with Employees Goals.
  
• Provide Innovative & Creative HR practices.

Staffing Solutions:

The Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organizations effectiveness. The Human Resources Planning plays a key role, to identify what the organization requires in terms of numbers of employees needed and their competency (knowledge, skills and abilities) in order to effectively meet job requirements.

Competencies Mapping:

Organizations take continuous efforts to achieve excellence in Human Resource Development practices and to map the competencies of key positions as a basis for Recruitment, Career Planning & Development & Performance Management.

The assignment involved mapping competencies and benchmark roles:

• Identification of “Measures of Performance” for benchmark roles
  Mapping of competencies.
  
• Description of behavioral indicators for identified competencies,
  
• Assigning relative importance and required level of mastery for each of the roles
  
  

We conduct; Work place audit/ Climate Survey /Engagement Survey /Moral Survey :

These surveys are conducted through the customized questionnaire. The customization is done around key issues articulated during the course of interviews with a cross functional team from the client organization.

• The aspects of work that were either satisfying or dissatisfying to employees.
  
• To identify of both visible and invisible problems of HR systems and processes
  
• Employees’ preferences, choices and perspectives as inputs to future decisions on planning and development.
  
  

Surveys are followed by a root cause analysis through a series of focus group initiatives. The objective is to develop a blue print for desirable changes in HR systems and processes and stimulate need and acceptance for beneficial organizational change.

Role Profiles:

Role Profiles that emphasize on clear delineation of responsibilities, accountabilities and interfaces with its various business units.

Identifying for these roles measures of performance on the balanced scorecard framework as a basis for performance management system.

Organisational Review:

Comprehensive organization review and using its findings to suggest a performance system and compensation strategy for attracting and retaining talent necessary to delivering offerings to a wide network of your organization. The deliverables from the assignment are:

Identification of current strengths and weaknesses in your organisation structure, culture, HR and processes through a questionnaire/interview based survey.

• Development of a new performance appraisal system.
  
• Mapping of generic competencies.
  
• Manual for users of the new performance appraisal system.
  
• Analysis of your organization current compensation vis-à-vis its comparator organizations on the basis of a compensation survey.
  
• A new rewards strategy including restructuring of compensation for executives as Comprehensive job descriptions for all the roles in the revised organization structure.
  
  

Performance Appraisal System:

Two main concerns with reference to the current Performance Appraisal System, namely the robustness of the appraisal process and the degree to which the process of goal setting, appraisal and feedback conformed to laid-down norms and procedures.

• Assessing the efficacy of the performance planning process
  
• Assessing the quality of interactive process and trends in target setting & performance
  
• Providing feedback on the extent to which the appraisal process promoted short and long-term developmental planning
  
• Evaluating the extent to which the appraisal aided in development of short and long capability development, and
  
• Suggesting measures for improving the current system.
  
  

Training strategy:

Training strategy and training need identification assignment is carried out under the areas includes:

• Developing a long term/short term training strategy for your organization.
  
• Carrying out a comprehensive identification of training needs.
  
• Develop the Training need form & feedback system.
  
• Competency base Training Programme.
  
  

Compensation and Benefits:

The Compensation and Benefits assignment is carried out of following areas

• Designing of salary structure
  
• Variable and Non Variable component
  
• Taxable and Non Taxable component