Why there is a need of Strategic Human Resources Management?

 

Why we have come up with entire Human Resources solution under one roof?

We are a team of professional who does Strategic Management Consultancy for Companies. We also design and structure procedures and controls in an Organization.

We define the departments in an Organization and streamline and document their procedures. While structuring the HR department we realized the need of an experienced qualified HR professional in almost all organizations. An experienced qualified HR professional who can manage all HR functions which starts from Manpower planning, structuring the salary which is compliant with all statutory norms till the exit interview can be hired only at a higher cost. Most of the cases the cost of an experienced qualified HR professional will be higher than an existing experienced staff.

 

Our team of Professional provide all HR functions pertaining to any Organization at a reasonable cost thus acting like a Senior Qualified HR Person in an Organization.

EMPLOYMENT VERIFICATION

 

Our team will contact the employer to verify information provided to them by the applicant. The verification involves

•   eligibility

•   duration and dates of employment

•    last position and responsibilities handled

•    fictitious employer listing

 

ADDRESS VERIFICATION

 

We undertake address verification of your applicant’s current and permanent address in a cost-effective manner. Ensures that the information provided by the candidate with respect to his / her residential address is factually correct.

 

REFERENCE CHECK

 

To ascertain the candidate’s credentials, skills, strengths and weakness by speaking to the references provided to both

personal and professional reference. Ideally we insist on two references.

 

EMPLOYEE PERSONAL FILE

 

It is always advisable for an employer to maintain a personnel file for each employee. Documentation of employment history, records of contribution and achievement, disciplinary notices, promotions, performance development plans, and much more, belong in a personnel file. The employee personal file will be divided into three categories High Risk, Medium Risk and Low Risk. We structure and formulate the procedures for maintaining employee personal file.

 

PERFORMANCE APPRAISAL

 

Performance Appraisals is the assessment of individual’s performance in a systematic way. It is a developmental tool used for all round development of the employee and the organization. The performance is measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment and versatility. Assessment should be confined to past as well as potential performance also.

 

Performance appraisal systems are not generic or easily passed from one company to another; their design and administration must be tailor-made to match employee and organizational characteristics and qualities. The success of a performance appraisal system depends on understanding the organization needs and defining it as objectives and goals. If the employee appraisal process is streamlined and impactful it becomes simple for managers to agree upon goals and skills with the employee and then deliver constructive feedback on their progress. With clearly outlined goals, the process benefits BOTH the individual and the organization

 

Unsatisfactory performance needs to be conveyed in order to arrange for improvement. Indeed, if performance is satisfactory the supervisor wants to promote continued satisfactory performance. In either case, it helps to have a systematic framework to ensure that performance appraisal is “fair” and consistent.

 

Benefits  of Performance Appraisals

 

• Promotions

• Confirmations

• Training and Development

• Compensation reviews

• Competency building

• Improve communication

• Evaluation of HR Programs

• Feedback & Grievances

 

360-DEGREE FEEDBACK

 

We structure and design 360 Degree Feedback process for your organization. An appraisal made by top management, immediate superior, peers, subordinates, self and customers is called 360 Degree Appraisal. Here, the performance of the employee or manager is evaluated by six parties, including himself. So, he gets a feedback of his performance from everyone around him. This method is very reliable because evaluation is done by many different parties. These parties are in the best position to evaluate the employee or manager because they are continuously interacting and working with him.

 

EXIT INTERVIEW

 

Since employees are the most precious asset of a business, the hardest part of managing one is watching good employees exit the organization. Of course it’s important to know why your company is facing employee attrition. That is the very purpose of an exit interview. An exit interview is conducted to determine the reasons for an employee quitting the company. While it can be done by the employer himself, exiting employees are more likely to be frank and forthright with an external party.. Information gathered from the exit interview can help you improve working conditions and stem attrition. In his/ her exit interview the employee is gently persuaded to confide about his experience in the company. This is important so that he or she does not carry any negative emotions about the company into the next organization they will join. This also safeguards the reputation of your company.