The document provides an overview of TalentSeekers, a human capital management consulting firm. It outlines their service portfolio including performance management, executive search, organization design, job analysis, training, HR policies, compensation surveys, HR outsourcing, and change management. It also lists some of their key clients and introduces several senior consultants. TalentSeekers aims to be a full-service HR partner and emphasizes implementation support to ensure solutions are successfully adopted.
Elite Management Consultants is a recruitment firm that specializes in attracting top talent across industries to help clients focus on core business. They offer an array of HR consulting services including recruitment, payroll management, training, and HR strategy/policy development. As a full-service firm, they aim to understand clients' needs and provide cost-effective, high-quality solutions tailored to each organization.
Shaw Macons is a global coaching and consulting firm with a vision to help build global organizations and leaders. They provide customized strategic consulting, leadership development, assessments, and executive coaching. Their mission is to build leadership commitment to taking risks, courageous leadership, and achieving breakthrough results. They value clients, human potential, continuous learning, goal achievement, and breakthrough performance. They offer a wide range of services including organization structuring, workforce planning, talent acquisition, competency development, talent retention, performance management, and succession planning.
At an annual HR seminar hosted by InterSearch China and ZW HR Consulting, Alice Shi from United Overseas Bank (China) Ltd Co gave a presentation on HR business partner positioning. Her presentation covered UOB's introduction, HRBP positioning focusing on strategic vs operational roles, UOB's HR vision, talent acquisition processes, an e-recruitment system, staff retention planning, succession planning and talent management.
References:
Payos, Ranulfo P., LLB, FPM (2010). Human Resource Management. Manila, Philippines: Rex Bookstore Inc. ISBN 978-971-23-5643-8
Heneman III, Herbert.; Judge, Timothy A (2005). Staffing Organizations. USA: McGraw-Hill. ISBN 0072987227.
The document discusses the role of human resources within an organization. It outlines several key roles for HR, including supporting the business strategy through human capital strategy, service delivery strategy, and acting as business partners in areas like organizational effectiveness, workforce planning and development, employee champion, and change expert. It provides descriptions of the skills and responsibilities involved in each of these HR roles.
Collinson Grant has been helping clients with all aspects of HR for more than 40 years. We provide a fully outsourced human resources function that manages people more effectively at lower cost.
You can select which tasks you want to outsource fully and those you wish to retain in-house. Typically, we reduce the costs of running an HR function by 20%. Outsourcing also puts a wider range of specialist resources at your disposal.
Our clients include some of the UK's largest care home operators, the country's largest provider of off-street parking, and a distribution business with a turnover of more than £1.4bn. We also work for owner-managed businesses and charities with fewer than 100 employees.
This document describes how we do it.
Strategic role of Human Resource ManagementISAAC Jayant
Ìý
The document discusses the evolving role of human resource management from a traditional, administrative function to a more strategic role. It outlines some key differences between traditional and strategic HR, including a strategic HR's focus on integrating HR programs with organizational strategy and priorities. The document also discusses several frameworks for strategic HR roles, including Ulrich's model of HR as a strategic partner, change agent, employee champion and administrative expert. It notes barriers to implementing strategic HR and the need for HR strategies to be clearly defined and communicated.
Saksham Consulting provides management and HR consulting services including project outsourcing, HR audits, training, coaching, leadership development, assessments, and recruitment. They work with clients to understand goals and define success for the HR department. Services are customized and solutions are framed in collaboration with clients to address needs within budgets. The company is located in Thane, India and was founded in 2004.
The document discusses various aspects of human resources management including defining HRM, recruitment and selection processes, training and development, and organizational structures. It provides details on job analysis, different types of recruitment sources, orientation processes, and evaluating the impact of training. Additionally, it examines concepts like centralization vs decentralization, different levels of organizational culture, and factors that influence the choice of organizational structure.
functions and structure of human resourceastharajak
Ìý
The document summarizes the structure of human resource management and the roles and responsibilities of an HR manager. It discusses that HRM includes staffing, compensation, and defining work. It outlines the need for structure in organizations to reduce confusion and consumption of time. The structure of HRM includes line management, where managers direct employee work, and staff management, where managers support and advise line managers. The roles of an HR manager include both managerial functions like planning, organizing, and directing, as well as operative functions like recruitment, training, and employee compensation.
7 steps to strategic human resource managementShareyourhr
Ìý
Share Your HR offers HR Consulting Services in Mumbai for Corporates and Small Businesses. We help companies to set up best practices in HR. visit us @ https://shareyourhr.com/
what is human resource management. functions of human resource management.scope and importance of human resource management, process of recruitment. forecasting, planning personnel planning and succession planning, attracting, using selection tools,and finally hiring new candidates and all about recruitment process.
This document discusses the purpose and process of conducting an HR audit. It begins by defining an HR audit as an examination of HR policies, procedures, and practices to evaluate the effectiveness of personnel management. The objectives of an HR audit are to review all aspects of HR management to determine the effectiveness of programs and policies, seek explanations for successes and failures, and evaluate employee and HR staff performance. Key sections to review include hiring, benefits, compensation, performance evaluations, termination processes, and job descriptions. The document then outlines five common approaches to conducting an HR audits, including comparative, outside authority, statistical, compliance, and management by objectives approaches. It concludes by listing the typical steps in an HR audit process from determining objectives to gathering data
The document discusses the scope and objectives of an HR audit. It provides details on what an HR audit entails and examines areas like job analysis, recruitment, training, performance management, and compensation. The document outlines the benefits of an HR audit for an organization and explains that the purpose is to analyze and improve the HR function by identifying strengths and weaknesses. It also describes the audit process and categories that are reviewed during an HR audit.
Human resource management ppt @ bec doms hrmBabasab Patil
Ìý
The document discusses key aspects of human resource management including recruitment, selection, employment legislation, discipline, development, training, rewards systems, trade unions, and productivity. It describes the recruitment process of identifying job vacancies and notifying potential candidates. It also outlines the selection process of shortlisting candidates and assessing them through methods like interviews, testing, and exercises. The document emphasizes that employment legislation regulates many areas of human resource management and that organizations must comply with laws around discrimination, disability rights, and discipline procedures.
The document discusses conducting a strategic HR audit to assess alignment between the HR function and business strategy. It outlines the process, including understanding different types of audits, using audit findings to implement changes, and making a business case for recommendations. Key reasons for an audit include mergers, litigation, strategy changes, cost goals, and ensuring HR is meeting needs. The presentation provides examples of HR audit case studies and outlines the audit process and potential costs/benefits. It also includes a bonus guidebook on conducting HR audits.
Frequently, a wide hole exists between the HR procedure of an association and what precisely is required by the business methodology on the HR front. Since the ability of the right demeanor and responsibility is needed to execute the technique, misalignment doesn't allow this reality to occur. The individuals who can impact the arrangement, regularly come way in front of others. Absence of viable Skills and Development. Associations hiring professionals with inconsistent degrees of abilities and ability is seen as another significant hindrance in adjusting the business and HR vital goal. In this unique situation, improper determination, recruiting, and preparing methodology leads towards helpless human asset advancement
This document discusses human resource management. It covers recruitment, selection, employment legislation, development, trade unions, and productivity. Recruitment involves identifying job vacancies and notifying potential employees. Selection assesses candidates and appoints a post holder, often through interviews, testing, and exercises. Employment legislation regulates areas like race, gender, and disability to protect employees. Development adds to employees' skills through training. Trade unions are important for building relationships and negotiating change. Productivity measures workers' contributions through appraisal and performance reviews. Overall, effective HRM engages employees to build a competitive advantage through strategic leadership and two-way communication.
Human Resources Management is about attracting, selecting, interviewing, developing, monitoring and keeping record of human capital in the organization.
This document provides an overview of human resource management and performance management processes. It discusses human resource management, including acquiring, training, appraising, compensating, and supporting employees. It then covers performance management and appraisal steps like defining jobs, appraising performance, and providing feedback. Next, it details how to conduct performance appraisal interviews, including different types of interviews and how to handle defensive or critical subordinates. Finally, it gives examples of performance management for some sports entertainers and how their salaries are determined.
ABOUT INTEGRAL INTERFACE MANAGEMENT CONSULTANCY PVT. LTD.Shashi Nair
Ìý
Integral Interface Management Consultancy provides management consulting and business consolidation services including organization development, process development and reengineering, organization restructuring, HR operations and outsourcing, training, and more. Led by Chief Consultant Shashi Nair with over 18 years of experience, their services help organizations with strategic planning, manpower management, marketing, operations, technology implementation, organizational change, and training to achieve higher productivity, enhance employee skills, motivate retention, ensure effective monitoring and control, deliver superior customer service. They work with clients to define projects, analyze data, present recommendations, develop and implement strategic solutions, and monitor success.
The document summarizes the findings of an HR audit conducted for a financial services group in Pakistan. The audit reviewed the group's HR structure, policies, procedures and systems. Key recommendations included streamlining the HR function by adopting a new structure, revising outdated policies like medical benefits and training, improving compensation, and automating HR processes by upgrading the existing HR information system. The audit found that most current policies were aligned with market standards but some areas needed changes to remain competitive.
The document outlines the key functions of human resource management including planning, staffing, employee development, and employee maintenance. It discusses how these functions work towards effective utilization of human resources, desirable working relationships, and individual development. Some example functions are human resource planning, job analysis, staffing, orientation, training, performance appraisal, compensation, and benefits. The primary responsibilities of an HR manager are developing knowledge of corporate culture and policies, acting as an internal change agent, keeping communication lines open, identifying HR strategies, and evaluating the impact of HR interventions.
The document discusses human resource management (HRM) and related concepts. It defines HRM as a function of management concerned with hiring, motivating, and maintaining employees in an organization. It focuses on managing people within the organization. The document also discusses human resource planning, job analysis, recruitment, selection, and interviews as key aspects of HRM.
Performance Management Presentation March 2011 Finaljoannemelanson
Ìý
This document outlines key considerations for designing and implementing an effective performance management program for small businesses. It discusses setting organizational, team, and individual goals aligned with business strategy. It also covers benchmarking skills and tools for success, providing consistent feedback, and identifying top and poor performers. An effective program can improve employee engagement, performance, retention of top talent, and overall business success. The document compares development-driven and competitive assessment models and their benefits.
The document discusses competencies that HR professionals should demonstrate. It notes that the business environment, organization size, and changing HR role impact competency needs. An HR competency study identified credentials like being a credible activist, culture steward, talent manager, strategy architect, and business ally. Effective HR requires both technical skills like compensation and behavioral skills like communication, consultation, and relationship management. To be successful, HR professionals need a blend of HR expertise and leadership abilities.
The document provides information about Rayon HR Solutions Pvt. Ltd., a company that offers human resource services. It discusses the company's history, vision, mission, values, team, services and service methodology. Specifically, it details 6 services offered: S1 for organizational diagnosis, S2 for management system trainings, S3 for soft skills trainings, S4 for HR system consultancy, S5 for management system auditing, and S6 for merger and acquisition solutions. For each service, it outlines the objective, methodology, duration and deliverables. The document aims to provide information to potential clients on Rayon's integrated HR services.
If your company needs to submit a HR Outsourcing Proposal Template PowerPoint Presentation ºÝºÝߣs look no further. Our researchers have analyzed thousands of proposals on this topic for effectiveness and conversion. Just download our template, add your company data and submit to your client for a positive response. http://bit.ly/32IIKVU
Strategic role of Human Resource ManagementISAAC Jayant
Ìý
The document discusses the evolving role of human resource management from a traditional, administrative function to a more strategic role. It outlines some key differences between traditional and strategic HR, including a strategic HR's focus on integrating HR programs with organizational strategy and priorities. The document also discusses several frameworks for strategic HR roles, including Ulrich's model of HR as a strategic partner, change agent, employee champion and administrative expert. It notes barriers to implementing strategic HR and the need for HR strategies to be clearly defined and communicated.
Saksham Consulting provides management and HR consulting services including project outsourcing, HR audits, training, coaching, leadership development, assessments, and recruitment. They work with clients to understand goals and define success for the HR department. Services are customized and solutions are framed in collaboration with clients to address needs within budgets. The company is located in Thane, India and was founded in 2004.
The document discusses various aspects of human resources management including defining HRM, recruitment and selection processes, training and development, and organizational structures. It provides details on job analysis, different types of recruitment sources, orientation processes, and evaluating the impact of training. Additionally, it examines concepts like centralization vs decentralization, different levels of organizational culture, and factors that influence the choice of organizational structure.
functions and structure of human resourceastharajak
Ìý
The document summarizes the structure of human resource management and the roles and responsibilities of an HR manager. It discusses that HRM includes staffing, compensation, and defining work. It outlines the need for structure in organizations to reduce confusion and consumption of time. The structure of HRM includes line management, where managers direct employee work, and staff management, where managers support and advise line managers. The roles of an HR manager include both managerial functions like planning, organizing, and directing, as well as operative functions like recruitment, training, and employee compensation.
7 steps to strategic human resource managementShareyourhr
Ìý
Share Your HR offers HR Consulting Services in Mumbai for Corporates and Small Businesses. We help companies to set up best practices in HR. visit us @ https://shareyourhr.com/
what is human resource management. functions of human resource management.scope and importance of human resource management, process of recruitment. forecasting, planning personnel planning and succession planning, attracting, using selection tools,and finally hiring new candidates and all about recruitment process.
This document discusses the purpose and process of conducting an HR audit. It begins by defining an HR audit as an examination of HR policies, procedures, and practices to evaluate the effectiveness of personnel management. The objectives of an HR audit are to review all aspects of HR management to determine the effectiveness of programs and policies, seek explanations for successes and failures, and evaluate employee and HR staff performance. Key sections to review include hiring, benefits, compensation, performance evaluations, termination processes, and job descriptions. The document then outlines five common approaches to conducting an HR audits, including comparative, outside authority, statistical, compliance, and management by objectives approaches. It concludes by listing the typical steps in an HR audit process from determining objectives to gathering data
The document discusses the scope and objectives of an HR audit. It provides details on what an HR audit entails and examines areas like job analysis, recruitment, training, performance management, and compensation. The document outlines the benefits of an HR audit for an organization and explains that the purpose is to analyze and improve the HR function by identifying strengths and weaknesses. It also describes the audit process and categories that are reviewed during an HR audit.
Human resource management ppt @ bec doms hrmBabasab Patil
Ìý
The document discusses key aspects of human resource management including recruitment, selection, employment legislation, discipline, development, training, rewards systems, trade unions, and productivity. It describes the recruitment process of identifying job vacancies and notifying potential candidates. It also outlines the selection process of shortlisting candidates and assessing them through methods like interviews, testing, and exercises. The document emphasizes that employment legislation regulates many areas of human resource management and that organizations must comply with laws around discrimination, disability rights, and discipline procedures.
The document discusses conducting a strategic HR audit to assess alignment between the HR function and business strategy. It outlines the process, including understanding different types of audits, using audit findings to implement changes, and making a business case for recommendations. Key reasons for an audit include mergers, litigation, strategy changes, cost goals, and ensuring HR is meeting needs. The presentation provides examples of HR audit case studies and outlines the audit process and potential costs/benefits. It also includes a bonus guidebook on conducting HR audits.
Frequently, a wide hole exists between the HR procedure of an association and what precisely is required by the business methodology on the HR front. Since the ability of the right demeanor and responsibility is needed to execute the technique, misalignment doesn't allow this reality to occur. The individuals who can impact the arrangement, regularly come way in front of others. Absence of viable Skills and Development. Associations hiring professionals with inconsistent degrees of abilities and ability is seen as another significant hindrance in adjusting the business and HR vital goal. In this unique situation, improper determination, recruiting, and preparing methodology leads towards helpless human asset advancement
This document discusses human resource management. It covers recruitment, selection, employment legislation, development, trade unions, and productivity. Recruitment involves identifying job vacancies and notifying potential employees. Selection assesses candidates and appoints a post holder, often through interviews, testing, and exercises. Employment legislation regulates areas like race, gender, and disability to protect employees. Development adds to employees' skills through training. Trade unions are important for building relationships and negotiating change. Productivity measures workers' contributions through appraisal and performance reviews. Overall, effective HRM engages employees to build a competitive advantage through strategic leadership and two-way communication.
Human Resources Management is about attracting, selecting, interviewing, developing, monitoring and keeping record of human capital in the organization.
This document provides an overview of human resource management and performance management processes. It discusses human resource management, including acquiring, training, appraising, compensating, and supporting employees. It then covers performance management and appraisal steps like defining jobs, appraising performance, and providing feedback. Next, it details how to conduct performance appraisal interviews, including different types of interviews and how to handle defensive or critical subordinates. Finally, it gives examples of performance management for some sports entertainers and how their salaries are determined.
ABOUT INTEGRAL INTERFACE MANAGEMENT CONSULTANCY PVT. LTD.Shashi Nair
Ìý
Integral Interface Management Consultancy provides management consulting and business consolidation services including organization development, process development and reengineering, organization restructuring, HR operations and outsourcing, training, and more. Led by Chief Consultant Shashi Nair with over 18 years of experience, their services help organizations with strategic planning, manpower management, marketing, operations, technology implementation, organizational change, and training to achieve higher productivity, enhance employee skills, motivate retention, ensure effective monitoring and control, deliver superior customer service. They work with clients to define projects, analyze data, present recommendations, develop and implement strategic solutions, and monitor success.
The document summarizes the findings of an HR audit conducted for a financial services group in Pakistan. The audit reviewed the group's HR structure, policies, procedures and systems. Key recommendations included streamlining the HR function by adopting a new structure, revising outdated policies like medical benefits and training, improving compensation, and automating HR processes by upgrading the existing HR information system. The audit found that most current policies were aligned with market standards but some areas needed changes to remain competitive.
The document outlines the key functions of human resource management including planning, staffing, employee development, and employee maintenance. It discusses how these functions work towards effective utilization of human resources, desirable working relationships, and individual development. Some example functions are human resource planning, job analysis, staffing, orientation, training, performance appraisal, compensation, and benefits. The primary responsibilities of an HR manager are developing knowledge of corporate culture and policies, acting as an internal change agent, keeping communication lines open, identifying HR strategies, and evaluating the impact of HR interventions.
The document discusses human resource management (HRM) and related concepts. It defines HRM as a function of management concerned with hiring, motivating, and maintaining employees in an organization. It focuses on managing people within the organization. The document also discusses human resource planning, job analysis, recruitment, selection, and interviews as key aspects of HRM.
Performance Management Presentation March 2011 Finaljoannemelanson
Ìý
This document outlines key considerations for designing and implementing an effective performance management program for small businesses. It discusses setting organizational, team, and individual goals aligned with business strategy. It also covers benchmarking skills and tools for success, providing consistent feedback, and identifying top and poor performers. An effective program can improve employee engagement, performance, retention of top talent, and overall business success. The document compares development-driven and competitive assessment models and their benefits.
The document discusses competencies that HR professionals should demonstrate. It notes that the business environment, organization size, and changing HR role impact competency needs. An HR competency study identified credentials like being a credible activist, culture steward, talent manager, strategy architect, and business ally. Effective HR requires both technical skills like compensation and behavioral skills like communication, consultation, and relationship management. To be successful, HR professionals need a blend of HR expertise and leadership abilities.
The document provides information about Rayon HR Solutions Pvt. Ltd., a company that offers human resource services. It discusses the company's history, vision, mission, values, team, services and service methodology. Specifically, it details 6 services offered: S1 for organizational diagnosis, S2 for management system trainings, S3 for soft skills trainings, S4 for HR system consultancy, S5 for management system auditing, and S6 for merger and acquisition solutions. For each service, it outlines the objective, methodology, duration and deliverables. The document aims to provide information to potential clients on Rayon's integrated HR services.
If your company needs to submit a HR Outsourcing Proposal Template PowerPoint Presentation ºÝºÝߣs look no further. Our researchers have analyzed thousands of proposals on this topic for effectiveness and conversion. Just download our template, add your company data and submit to your client for a positive response. http://bit.ly/32IIKVU
The document provides an overview of various HR consulting services offered by Rayon HR Solutions Pvt. Ltd., including organizational diagnosis, management system trainings, soft skills trainings, HR system consultancy, management system auditing, and merger & acquisition solutions. For each service, the document outlines the objective, methodology, duration, and deliverables. The services range from assessing organizational issues and recommending improvements, to designing effective HR systems and providing training programs to support mergers and acquisitions.
Talent management aims to retain employees and develop their skills to achieve organizational goals. It includes processes like recruitment, performance management, and succession planning. Implementing talent management requires defining an organization's desired competencies and skills, assessing current competencies, and developing a strategy to close any gaps. A successful talent management strategy provides visibility of skills across an organization to help managers make better decisions regarding performance, career development, and planning.
Rayon Solutions Pvt. Ltd.
Source: www.rayonhrsolutions.com
Rayon is a global human resource outsourcing and consulting firm dedicated to providing companies with a complete range of integrated services to help them manage their human resource cost and functions, enhance quality of services and development of their workforce to get better results.
Rayon HR Solutions is a global human resources outsourcing and consulting firm that provides integrated HR services including recruitment, psychometric profiling, competency mapping, training and development, and organizational development interventions. It aims to help clients manage their total HR functions and costs while enhancing quality of HR services and developing their workforce. Rayon takes a strategic and consultative approach to partner with clients and understand their specific HR needs in order to provide customized solutions.
Millenna Professionals Pvt Ltd is a human resource outsourcing company that has been operating since 2014. They provide various HR solutions such as talent acquisition, learning and development, and managing entire HR departments for some clients. Their services are customized for each client and aimed at delivering quality and reliability. Millenna is led by a team of directors and managers with expertise in areas like compensation, strategy, and marketing. They aim to work as partners with clients to drive respective HR functions through solutions focused on performance, inclusion, and cost management.
The document discusses Coachieve Solutions, a leading staffing and recruitment company with over 20 years of experience. It provides specialized technical recruitment services and solutions to clients across various industries. Coachieve has a professional management team and leverages a proven methodology involving quality processes to ensure the best hiring outcomes for clients.
Workload analysis is conducted to determine staffing needs based on work demands. The document outlines an agenda for a workshop on workload analysis. It discusses defining workload analysis and the functions of workforce analysis. Methodologies covered include interviews, observation, questionnaires, and Jeff Bezos' "two pizza" team rule. The quantitative method of Full Time Equivalent is described to translate tasks into time needs. Categories of workload analysis results from Hay Group are presented. The process involves analyzing business goals, assessing roles, identifying effective time, calculating FTE ratios, and evaluating recommendations. Disclaimers note assumptions and that times should not be generalized.
LS Software is an IT services company that provides business solutions and outsourcing services including customized IT solutions, HR services, and BPO services. It has been providing 360 degree appraisal services for over 16 years, helping clients in various industries assess employee performance and potential through feedback from managers, peers, and others. The document outlines LS Software's 360 degree appraisal process and benefits it provides to individuals, teams, and organizations.
Optimize your executive director recruitment process with effective executive search strategies. Discover how to attract top talent and make successful hires for your organization.
The document discusses recruitment and sourcing. It begins with defining recruitment and its objectives such as attracting skilled candidates and developing an organizational culture that attracts talent. It then discusses the recruitment process which includes identifying vacancies, preparing job descriptions, sourcing candidates, screening and interviewing. It also discusses sourcing skills such as understanding requirements, translating them into search keywords, starting with a focused search string, and being patient. Maintaining ethics is important in recruitment.
Cognisis provides occupational psychology and outsourced HR solutions to help clients identify and acquire top talent. Their services include psychometric assessments, skills inventories, and job analysis to ensure clients have the right people in the right roles. This aligns individual talents with business objectives and drives competitive advantage through an optimized workforce.
This document provides a competency map for three managerial roles at a training company: HR Manager, Training Manager, and Administrative Manager. It includes job descriptions, analyses of required competencies and knowledge for each role, and Behaviorally Anchored Rating Scales (BARS) to evaluate employees' demonstration of competencies. The competency mapping aims to identify the right candidates for roles and development needs to help employees and the organization achieve their goals.
Mchils–ÌýA Search firmÌý to ensure the highest standards of professionalism in the practice of Executive Search and by that to give new perspectives to our clients as well as our candidates. When companies seek to hire senior-level management from outside their organization, we make sure they hire not just any qualified person, but the most qualified and appropriate person to meet the challenges of the position and by that the future of the company. As a retained Executive Search firm we work under an exclusive contract with the client organization dedicated to searches that succeed.
This document provides an overview of TalentSeekers, a human capital management consulting firm. It outlines their service portfolio which includes performance management, executive search, organization design, training and development, and HR outsourcing. It also lists some of their key clients in the banking, insurance, and automotive industries. The document highlights TalentSeekers' ability to structure tools and resources for client engagements and their focus on implementing solutions. It provides details on their HR audit process and approach to training and development. Brief profiles of key staff consultants are also included along with contact information for TalentSeekers' registered office in Ludhiana and branch office in Mumbai.
This document summarizes the services provided by Surefooting, a business growth consulting firm in Manitoba. They help businesses improve alignment and engagement to implement changes faster through strategic planning, capacity building, human capital management, executive coaching, and organizational, team, and individual assessments. Their services include developing HR policies and procedures, handling recruiting and benefits, and providing strategic advice and coaching to help businesses stay competitive and develop their employees.
Think HR - Think BuildHr. To Design - Build - Operate - Train & Transfer HR process and systems. Specialize in Family Managed Business & Small and Medium Business
2. Table of Contents
a. Key Highlights
b. TS Approach
c. Practice Areas
d. Resources - summary profile of key staff
e. Why TS could be a suitable HR partner for you?
3. Key Highlights
Our service portfolio
Our selected client
portfolio
› Performance Management Systems
› Executive Search & Selection Services
› Organization Design & Structuring
ï‚› Job Analysis
ï‚› Training and Development
› HR Policies and Procedures
› Salary and Benefits Survey / Design of
Compensation Structure
ï‚› Deutsche Bank
ï‚›ï€ HDFC Bank
ï‚› Fullerton India Ltd.
› HSBC Bank
› Kotak Securities Ltd
› Mahindra & Mahindra
› Religare Enterprises
› India Infoline Ltd.
› Aviva Life Insurance
› Bharati AXA Life Insurance
› HDFC Securities
› Motilal Oswal Securities
› ENAM Securities
› On-site HR Outsourcing /
Implementation Support
› Human Resources
Management and Information
System
› Manpower Transition and
Change Management
assistance
› Employee Perception Surveys
› Human Resource Audit
› Chola Mandalam Group
› Metlife India Insurance Ltd.
› JM Financial and Group
ï‚› Carnation Auto India Ltd.
› Sharekhan Ltd.
ï‚› Tata Capital Ltd.
› Netambit Group
› HDFC Standard Life Insurance
› HDFC AMC Ltd.
› Aditya Birla Money Limited
› Reliance Capital Ltd.
› Vodafone Essar South Ltd.
Tata Capital Limited
4. Key Highlights
› The quality of the work delivered by us has resulted in repeat business
from nearly 60-70% of our clients.
› We have structured tools and resources which are appropriately used
depending upon the specific scope of the engagement.
› We are particularly keen about engagements wherein we are required to
work with the organisations in implementing solutions.
6. Human Capital Development Practice
We are a full service HR Consulting Practice focusing on following areas:
› Performance Management Systems › On-site HR Outsourcing /
Implementation Support
› Competency Assessment and
Psychometric Testing › Human Resources Management and
Information System
› Leadership Assessment
› Outsourced staffing solutions
› Executive Search and Selection
Services › Manpower Transition and Change
Management assistance
› Organization Design & Structuring
› Employee Perception Surveys
› Job Analysis
› Management Development Programs
› HR Policies and Procedures
› Human Resource Audit - High level
› Salary and Benefits Survey / Design review
of Compensation Structure
› Human Resource Audit - Detailed
review
7. Competency Assessment & Psychometric
Performance Management Systems
¶ As competition intensifies in various industries,
organisation increasingly recognize value of
comprehensive Performance Management &
Compensation System (PMCS).
¶ Moving away from the conventional appraisal
forms/system, we assist companies in designing
a PMCS, which objectively & transparently
interlinks targets, competencies,
accountabilities, actual performance, variable
compensation and overall organisation
development.
¶ Development and implementation of PMCS
requires a comprehensive understanding of an
entity’s operations and business models. In all
such assignments, we initially spend substantive
time with our clients in developing this
understanding. During such discussions, we
also draw upon our cumulative experience with
similar entities.
Testing
¶ Determination of core competencies of middle
and senior management personnel is an
important aspect in long term plans for career
progression.
¶ Clients are assisted in undertaking a forward-
looking assessment of potential and
development needs of middle and junior
management personnel, and correlating such
potential and development needs with the future
plans of the organization.
¶ The assessment center method (comprising a
series of role playing sessions, group
discussions, individual exercises, presentations,
etc) is used focusing on each incumbent; we
also ensure that the individual report, submitted
subsequently, is objective and focused.
¶ Relevant Psychometric tests are also used as
part of the process. The results of these tests
are interpreted, analyzed and reported by our
associate and highly trained Clinical
Psychologists.
¶ A strategy for development of concerned
management personnel may also be included as
part of the engagement deliverable.
8. Leadership Assessment Search and Selection Service
¶ Assessment of true leadership potential of its ¶ We initiate the process by spending time with
senior management staff is a MUST for any clients to understand their recruitment goals,
organisation to define its future leaders, who position specifications, hiring processes and
could take up the role of CEO, Business Unit company culture. We pay emphasis on
Head, Regional Head, etc. understanding the personality of the organisation
and concerned personnel.
¶ Our Leadership Assessment Assistance is
positioned distinctly from Competency ¶ On an ongoing basis, we interview, pre-screen
Assessment & Development Center Assistance, and technically evaluate candidates to build a
in that the former focuses exclusively on senior ready database of suitable candidates.
management personnel and while the
methodology for the latter is oriented towards ¶ Our large resume databank is continually
junior and middle management staff. updated by sourcing CVs through advertisements
and referrals.
¶ Our approach starts off by developing a deep
understanding of the organisation’s vision and ¶ As a value added measure, we also offer the
objectives. The composition of actual option of carrying out various Psychometric
assessment workshop, being flexible to client’s assessment tests keeping in the mind the
requirements, could consists of a series of requirements of the position. This further
exercises including Advanced Personal reinforces the quality of the match.
Assessment questionnaire, Psychometric tests,
role playing sessions, group discussions,
individual exercises, etc.
¶ Upon completion, separate report is prepared on
each participant. Our staff also assist companies
in sharing the feedback with the concerned
employees.
9. Organization Design & Structuring
Organization Design engagements are aimed at
reviewing the adequacy of organizational structure vis-
a-vis long term objectives of the client and include
services for:
¶ Documentation and understanding of current
structure, reporting relationships and governance
process.
¶ Understanding of functional profiles of
departments.
¶ Understanding of employees’ demographics.
¶ Understanding external operating environment of
the client and practices of
competitors.
¶ Identification of areas of reform.
¶ Translation of long-term objectives into
organizational requirements.
¶ Development of recommended structures,
hierarchy, reporting relationships, committee and
manning levels.
Job Analysis
¶ Job analysis is a fundamental step towards
ensuring appropriate job assignment (PeopleFit)
and a seamless organisation
¶ Job Analysis involves developing position
descriptions defining the purposes, objectives,
roles, and responsibilities of various positions in
the organization together with the person
specifications for each position.
¶ Standard Operating Procedures for various
functional areas are reviewed. This review is
critical for creating a linkage between operational
requirements and job responsibilities as
understood and practised by employees.
¶ The resulting Job Descriptions and Person
Specifications are used to evaluate the jobs using
a point rating system to determine the relative
significance of various jobs in the organization.
10. HR Policies and Procedures
¶ Availability of documented human resources
policies and procedures facilitates the discharge
of HR function in an organization and is a key
component in ensuring the presence of an
effective HR culture.
¶ Clients are facilitated in determining their needs
in this regard and to formulate and compile
prescribed policy and procedures adapted to
their specific needs. During this interaction, we
draw upon our experience of HR practices, as
observed in different operating environments
and industries.
¶ Clients are also assisted in the effective
implementation of prescribed policies and
procedural guidelines to ensure that intended
objectives are achieved.
Salary and Benefits Survey /
Design of Compensation
Structure
Clients are assisted in evaluating and aligning their
existing compensation structures vis-a-vis market and
industry practices and enterprise’s own corporate
objectives and include services for:
¶ Identification of benchmark positions and
development of job summaries and list of
comparator organizations
¶ Solicitation of participation from comparator
organizations and circularization of Data
Collection Questionnaire.
¶ Evaluation of compensation data with market
statistics and identification of reasons for
deviation(s).
¶ Preparation of recommendations, highlighting
implication of probable deviations
¶ Development of proposed compensation
structure incorporating recommendations agreed
with the client
11. On site HR Outsourcing / Implementation
Support
On-site HR Outsourcing
¶ We work on-site with clients to provide
assistance with policy and program
development, compliance with relevance
statutes, recruitment, training and development,
performance management, compensation and
benefits administration, leave administration,
workforce administration, etc.
¶ Some of the visible benefits which accrue to
clients in such arrangements include cost
reduction, improved service delivery, ability to
focus on core business and an opportunity to
leverage expertise not available internally.
Implementation support
¶ We are particularly keen about providing
implementation assistance to clients. We work
with organisations in ensuring that the
recommended solutions are appropriately
implemented. The assistance, generally
provided on-site, takes the form of training,
coaching, guiding concerned staff on
implementation issues, resolving queries,
addressing unforeseen situations, etc.
Human Resources Management &
Information System
¶ We are in the process of strategic tie-up with a
comprehensive Open Source software for
facilitating Human Resource Management. The
software is being developed using cutting edge
Open Source technologies - Apache Tomcat,
MySQL, JAVA Server Pages, etc.
¶ Currently, the process is in advanced stage
Upon completion, it will have
the following modules:
- Recruitment Management
- Employee Record Management
- Benefits Management
- Leave Management
- Compensation Management (includes
complete payroll functionality)
- Time sheet Management
12. Outsourced Staffing Services
¶ Without having to hire a full-time permanent
employee for a short-term assignment, our clients
engage staff as per their requirements.
¶ From a client’s perspective, short-term
assignments work well for minimizing project
overload, reducing staff overtime, and meeting
deadlines, or they may wish to add long-term or
project oriented personnel to augment their core
staff and infuse new talents into their operations.
¶ We have a pool of qualified candidates from
which clients can choose the desired skills.
¶ Our staff can work on a project-to-project basis,
providing relevant skills without incurring the cost
of hiring a full-time permanent employees.
Manpower Transition & Change
Management Assistance
We assist companies in addressing HR related issues
arising out of major restructuring exercises including
privatization of state owned enterprises, merger of
corporations and other forms of corporate restructuring.
These include:
¶ harmonization of HR policies and compensation
structures;
¶ redundancy management;
¶ development of voluntary separation schemes;
¶ exit strategies for surplus manpower;
¶ communication strategies for employees;
¶ Induction of new talent;
¶ Synthesizing different work cultures;
¶ revised organizational structure; and
¶ manning schedules and other related issues.
13. Employee Perception Surveys
¶ Employee Perception Surveys [also known as
Climate Surveys] are widely used in organizations
allowing the management to develop an
understanding of employee perceptions on various
organizational matters. Employees in every
organization act on the basis of their perceptions;
hence it is appropriate that the management should
strive to be aware of employees' views on many
job-related subjects.
¶ The benefits of these employee perception surveys
are manifold including obtaining confidential input
from managers and employees, showing the
workforce that their opinions are important and
needed, identifying areas of concern which require
attention and offer the greatest opportunity for
improvement, and helping prioritize employee work
objectives to improve productivity and
performance.
¶ Our Core approach for this area starts from
understanding the clients’ concerns, articulating
issues to be addressed in the survey, designing &
finalizing the questionaire, conducting the actual
survey, tabulating results and report findings for
effective use by the management.
Management Development Programs
¶ In pursuit of providing end-to-end solutions to our
clients HR related issues, we are currently
developing a detailed Training Portfolio. Once
developed, it would cater to the current and
evolving requirements of the Corporate sector,
Government, Social sector institutions, etc.
¶ We would offer courses on various functional areas
covering Finance, Risk Management, Logistics,
Operations, Human Resource Management,
Leadership, etc.
¶ Our courses are designed to suit the requirements
of employees at different management levels.
Resultantly, our training roster consists of 1-day
seminars, 2-days , 3-days, 4-days, etc. programs.
14. Human Resource Audit - High level
review
¶ HR Audit is a structured tool used for identifying
areas relating to Organization and Human
resource development, which needs to reinforced.
Aspects relating to organization and human
resources are assessed through a series of
checklists and discussions.
¶ Once the checklists and discussions have been
completed, the implications of various findings are
analysed and evaluated in the context of current
and long-term objectives of the organisation.
¶ The primary perspective embedded in this
analysis is to ascertain the extent of synergies
between the Organization and HR policies and
practices of the organization and its long-term
objectives and strategies.
¶ The areas of reform, identified as a result of this
analysis, could then be addressed through well-
defined and developed programs.
¶ The areas, which are covered through the HR
Audit checklist, include the following:
- Organization Structure
- HR Policies and Procedures
- Compensation Management
- Training and Human resource development
17. Resources: Summary profile of Key staff
Amritpal Singh
Founder & Principal Consultant
A seasoned top management professional with expertise in steering operations ,providing HR Solutions ,
relationship management multifunctional leadership to conceptualize, plan , manage resources to provide
services in diversified industry and clients. he has dynamic relationship management skills with senior
and top management professionals in BFSI.
18. Resources: Summary profile of Key staff
Anmol Singh
Strategic Consultant
He is astute, enthusiastic & result oriented professional with over 14 years of extensive Automobile
experience, business development, brand promotion, dealer network management & after-market
service. Excellence in conceptualizing, planning, execution, monitoring and resource management skills.
He has rich experience to work with companies like Volvo , JCBL , Carnation , Toyota in senior
management level.
Mr Singh holds a degree of BE-Mechanical and MSc-Operations Management (UK)
19. Resources: Summary profile of Key staff
Moninder Singh
Amit Talwar
Mukesh Singla
An incisive professional with over 15 years of experience in Automobile Business Development,
Marketing, Service Support & CRM , Significant experience in tapping prospects, analyzing their
requirements, rendering guidance to the clients and negotiating business deals to accelerate the growth.
An effective communicator with excellent relationship building & interpersonal skills. Strong analytical &
problem solving abilities. Before Associating with Talent Seekers he worked with Sonalika Group ,
Carnation Auto s in management profiles .
He is dynamic & competent professional in Financial industry with over 15 years of extensive & fruitful
experience in business development, operations planning & management, process enhancement,
quality assurance, client servicing, team management. Before Associating with TalentSeekers his last
assignment with Motilal Oswal Securities Ltd as Associate Vice President in operation management.
An astute professional with More Then 10 Years of accomplished career track of delivering sustaining
results , proactive leader and planner with expertise in Sales, Marketing, Business Development and
Channel Management (Specially in HNI-Segment) in Banking, Financial Services, Insurance with skills in
planning and execution. Worked with some of leading financial companies in middle and top
managements like ICICI Prudential , Reliance Money , Kotak Bank . Before associating with TalentSeekers
his last assignment with Indusind Bank Ltd as Chief Manager .
20. Why TS could be a suitable HR partner for you?
What You Require ?
Good understanding of local
market dynamics
Good standing with the Clients
Compatibility between our skill
set and future market
requirements
Appropriate level of internal
management depth
Keen implementation support
Why Us ?
Our resources have substantive experience in diverse industries and various operating
environments. On a regular basis, we also interact with Industry and Business leaders
to remain up to date on current and likely developments.
We pay special importance to this factor. The quality of the work delivered by us has
resulted in repeat business from nearly 60-70% of our clients. Based on
information available till date, this is the highest ratio amongst all the management
consulting firms in India.
We currently have and continually strive for ensuring a high degree of match between
industry requirements and our internal skill set.
Our Partners have spent considerable time in the consulting profession before starting
TS. Resultantly, they have a good understanding of the internal dynamics of a
consulting firm, project execution, quality assurance, team development and knowledge
building.
We are particularly keen about engagements wherein we are required to work with the
organisations in implementing solutions. That is to say that we just do not deliver
‘manuals and reports’ only; we strive to deliver results.
22. Contacts
Head Office: Ludhiana (Punjab)
TalentSeekers
#Madhok Complex Suite 5 , Third Floor
Ferozepur Road , Ludhiana - 141001 , Punjab ( India )
Ph. 91- 078140-88899 , 098888-88126
,hr@talentseekers.org
Branch Office - Mumbai
TalentSeekers
32,1st Floor Radhakrishna Building
Parsi Panchayat Road Andheri(East) Mumbai-69
022-64407746,093223-80050,093227-79343
mumbai@talentseekers.org
Email: hr@talentseekers.org