Lets work with us!
AnD HR Solutions: Equipped to Safeguard Your Business Success!
Expert HR services ensuring stability and growth for your enterprise.
Process Assessment!
Process Assessment!
Audit - 4D Approach
We conduct thorough audits of people processes to assess their effectiveness and alignment with business goals, employing our 4D approach: Diagnose, Document, Design, Deliver.
Diagnose: We delve deep to identify root causes rather than just surface symptoms, using methods like BEIs, FGDs, and primary data collection.
Document: Our findings, insights, and recommendations are meticulously documented and shared to ensure alignment between the organization and our team.
Design: Proposed changes and frameworks are detailed here, including timelines, measurement criteria, and stakeholder dependencies.
Deliver: Implementation occurs in this stage, with milestone-based checkpoints to ensure progress aligns with objectives.
Diagnose: We delve deep to identify root causes rather than just surface symptoms, using methods like BEIs, FGDs, and primary data collection.
Document: Our findings, insights, and recommendations are meticulously documented and shared to ensure alignment between the organization and our team.
Design: Proposed changes and frameworks are detailed here, including timelines, measurement criteria, and stakeholder dependencies.
Deliver: Implementation occurs in this stage, with milestone-based checkpoints to ensure progress aligns with objectives.
HR Audit
A thorough HR audit to comprehend:
If the business needs are met by the existing procedures
If the present procedures are followed consistently
If the intended results are being produced by the present procedures
Data collection methods used in the evaluation process include secondary data analysis, observations, and interviews.
If the business needs are met by the existing procedures
If the present procedures are followed consistently
If the intended results are being produced by the present procedures
Data collection methods used in the evaluation process include secondary data analysis, observations, and interviews.
People Processes
Onboarding, Performance Management, Employee Manual, Salary Components, HR Maturity
Sales Processes
Sales Goal Setting, Commission/Incentive Structure
Process Development!
Process Development!
Competency Framework
A robust Competency Framework is essential for guiding development and career progression within organizations. Our approach ensures alignment with organizational values and beliefs, fostering employee engagement and growth. Key elements include:
Alignment with organizational values.
Clear differentiation of competencies and proficiencies across roles.
Identification of observable competencies with clearly defined Behavioral Indicators.
Systematic and regular communication to all stakeholders.
Integration of the framework into hiring, promotions, and assessments.
Alignment with organizational values.
Clear differentiation of competencies and proficiencies across roles.
Identification of observable competencies with clearly defined Behavioral Indicators.
Systematic and regular communication to all stakeholders.
Integration of the framework into hiring, promotions, and assessments.
Learning Framework
Understanding the importance of employee training and development is essential for organizational success. We've witnessed this firsthand over our decade and a half of experience. An effective learning program aligns with both short and long-term business goals, offering a mix of role-specific and core programs reflecting organizational values. Our approach involves collaboration with business and HR stakeholders to design:
Framework: Including program categories, frequency, eligibility, and tracking mechanisms.
Program Content: Tailored to meet learning objectives.
Pre-Post Assessment: Evaluating employee performance and growth.
Ready Reckoners: Supporting learning retention and implementation.
Framework: Including program categories, frequency, eligibility, and tracking mechanisms.
Program Content: Tailored to meet learning objectives.
Pre-Post Assessment: Evaluating employee performance and growth.
Ready Reckoners: Supporting learning retention and implementation.
Succession Planning
Succession Planning
GTE Program
Organizations that have robust GTE programs are the most competitive in the talent battle. Hiring GTEs is only the first step, though; the program's actual success will be determined by retention and career advancement. Working closely with the business, we create a program that tackles each of these components. Every company has something special to offer its GTEs. The secret is to identify the information, package it, and tell prospective workers of it.
Rewards and Recognition
Creating an effective Rewards and Recognition (R&R) program goes beyond a mere administrative task. We design R&R initiatives to inspire employees to consistently excel. Recognizing that each employee is unique, our programs are tailored to diverse motivators and preferences. Factors such as award types, frequency, selection criteria, and recognition platforms are meticulously considered. Contextualization is key, as what works for one organization may not for another. Our R&R programs prioritize practicality, sustainability, and employee encouragement.
Commission and Incentive
A crucial component of every sales function is commissions or incentives. Inadequately designed commission structures may indicate that individuals are not sufficiently motivated or that the organization is benefiting from them without achieving the intended outcomes. Additionally, we've noticed that if the function ignores factors related to overlapping teams, goods, or geographic areas, it may result in areas where no one is actively pursuing sales. Having a thorough understanding of the industry, its intricacies, and its offerings, we draft regulations that fulfill all the requirements for being "correct."