Vision and Mission, Values

  • Conduct a top management intervention to draft the same through a Visioning Workshop
  • Clarify the Vision, Mission and Values of the organization, and articulate it
  • Do a rollout of the same to all employees – Employee Communication

Organization Structuring

  • Conduct interventions for determining the structure of the organization for the future
  • Draw up the key reporting relationships for each position, and use this as the basis of manpower plan for recruitment

Employer Branding

  • Determine the Employee Positioning Strategy
  • Outline employee philosophy, policies and practices
  • Finalise the Media Strategy for recruitment campaigns, advertisements, online, website, applicant tracking and monitoring
  • Creation of Corporate AV for employment and PR

Legal and Statutory Compliances

  • PF, ESI and other statutory compliances
  • Employment contracts, confirmation process
  • Non disclosure agreements, confidentiality and non – compete
  • Creation of employment policies and guidelines
  • Sexual harassment, diversity, safety and other workplace issues

Compensation and Rewards Management

  • Write down Job Descriptions, identify unique positions
  • Determine the Job Weight in the organization using Job Evaluation
  • Use the Job Evaluation as the basis for Broad banding of Compensation
  • Compensation structuring
  • ESOP Advisory and rollout
  • Variable Pay and Incentive Structuring if any
  • Payroll Outsourcing

Recruitment Process Outsourcing

  • Estimation of Manpower requirements using Manpower Planning
  • Manage the entire process of on boarding of employees
  • Vendor Management for recruitment
  • Selection assessment and filtering
  • HRMS Implementation for transaction management
  • Drafting HR documents – Appointment Letters, confirmation, promotion, termination letters etc.
  • Exit Interviews & Feedback to the Management

Competency Design and Assessment

  • Creating competency framework for Sohum Spas with benchmark proficiency levels defined and behavioral descriptors
  • The competency framework will be elicited through:
    • Identifying critical ingredients of each HR job Job Analysis
    • Identifying elicit behaviour that differentiates performance levels on the job
  • Behavioral Anchors
    • Defining the scales for each descriptor in context Proficiency Level
    • Integrating each of these elements to arrive at a Competency Matrix for each competency
  • Proficiency Matrix for each position
    • Defining the factors for success in jobs (i.e., work) and work roles within the organizations
    • Assessing the current performance and future development needs of persons holding jobs and roles
    • Assigning compensation grades and levels to particular jobs and roles
    • Selecting applicants for open positions, using competency-based interviewing techniques
  • Methodology
  • One on one interactions with Key representatives in the function
  • Repertory Grid Construct: The repertory grid is a powerful instrument not only for the study of the individual in
  • idiographic detail, but also for the comparison of different respondents or of the same respondent on different
    occasions.Each individual can be ranked as against another team member based on performance and styles adopted.
  • Rank Sort process for key behaviors
  • Critical Incident: Sample testing the behaviors against selected number of good and poor performers on the roles

Assessments & Fitment

  • Understanding Jobs to be Assessed
  • Content Analysis of Job Responsibilities
  • Assessment Centre Design
  • Conducting the Centre
  • Output of Exercise
  • Action on the ‘Assessment Centre' reports

Performance Management System

  • Comprehensive performance management systems with room for customization
    • Business Alignment: Vision, Strategy, Core Capabilities, Scenarios
    • Rollout, Ongoing Performance Management: Communication, continuing assessment & development
    • Project Planning: Purpose, Application and tools, Steps, Information Systems
    • Model Development: Performance data, Benchmarks, behavioural descriptors, Validation
  • Defining Standards of Performance
  • Observation & Feedback
  • Performance Appraisal
  • Performance Development

Retention Strategy

  • Identification of drivers of attraction
  • Identification of drivers of retention
    • Employee Engagement Survey
    • Job equivalence exercise
    • Identification and creation of opportunities for lateral growth
    • Best practice benchmarking
    • Corporate reward strategy

Training & Development Framework

  • Induction training for each employee
  • Training Manual and policy
  • Online learning for technical skills or generic skills

Coaching & Mentoring

  • Coaching top layer in the organization to for enhancing the strategic thinking & decision making abilities
  • Coaching for mid layers to groom them into becoming better leaders than mere managers
  • Use of effective psychometric assessment tools like MBTI, FIRO-B, CPI 260 etc and generate individual coaching
  • reports which would help individuals to understand their strengths, target areas for development, set goals,and
    plan action steps to enhance their leadership styles.