Human Resource | Hummingbirds

Human Resource

HR SYSTEMS AND STRATEGY

Present day organisations have acknowledged the role of HR as one of the most critical drivers of business. HR is expected to align itself with the overall organisational business goals and to make impactful contributions. An optimum business plan has to be supported by a robust organisational structure, the right-fit people, along with relevant policies, processes and systems. Our team comprises qualified and experienced consultants of a proven track record, who have gathered knowledge and experience over a sustained period of time by performing these roles and, thereafter, consulting to organisations of all sizes and business verticals. We seamlessly align with clients’ identified business goals, do a deep dive assessment of their current business realities and challenges in order to frame tailor-made solutions. We believe and endorse the position that the HR Function of any organisation must be equipped with a complete HR Systems portfolio to enable it to perform the ‘The Triple Task’ of Talent Acquisition, Talent Development & Talent Management with perfect equipoise irrespective of the turbulence in the environment and meet the expectations of all stakeholders on a continuum.

COMPENSATION & BENEFITS / REWARDS

Salary & Benefits Benchmarking Surveys | Compensation Structuring | Restructuring | Design of Variable Pay Systems |Incentive Plans / Profit Sharing Plan

Rewards and Compensations are an important tool in the hands of organisations to attract, develop, motivate and retain employees to the satisfaction of both sides. Compensations and Rewards, buttressed by wholesome training and realistic Succession Planning can lead to a happy and contented workforce who are prepared to engage themselves with the organisation in harmony over an extended period of time. Such an approach will substantially control unexpected attrition of the best skills.

We have the expertise to implement and design Compensation Packages inclusive of Variable Pay Schemes within the ambit of the capacity-to- pay of the organisation along with an inbuilt incentive scheme to garner appropriate employee behaviour. We have a Pan- India ‘hands- on’ exposure on the entire gambit of Retention Strategies tailor-made to meet the requirements of all or any organisations.

EMPLOYEE ENGAGEMENT SOLUTIONS

Salary Employee Engagement Studies | Exit Diagnostics | Exceptional Work Group Diagnostics

‘People’, the most valuable asset are equally the most dynamic entity of an organisation. Employee engagement is one of the key contributors to organisational growth and health. Based on empirical evidence, employee engagement has a direct impact on customer service, quality of work as well as retention of skilled employees. Employee engagement is one of the most important indicators in gauging work satisfaction even more than higher levels of productivity, and is a strategic business objective because engaged employees lead to long term employee retention and facilitates management to overcome temporary negative head wings in the market.

Case Study 1

Education

A global MNC with a presence in over 140 countries

Revisiting the Compensation Strategies and peoples’ policies in India; and their alignment to the global company structure.

A Compensation Survey report with pin-pointed recommendations

and the submission of a ‘Blueprint’.

Industry

Client

Challenges

Solutions

Education

The Solution

The Global Institution had undertaken an international restructuring of their Organisation bringing uniformity in levels and grades across their footprints. Post this exercise the Organisation wanted Compensation and Benefits as well as similar roles across the globe to realigned with each other. An additional concern for the company was the increasing rate of attrition due real or perceived role enhancement or restructuring.

The Intervention

A country specific Compensation and Benefits survey was conducted across multiple sectors and industry segments. This intervention was a primary and secondary position based Survey of a scatter of 20 organisations and 23 positions / unique roles, across 5 global bands. The data collected was analysed and presented along with gaps which the organisation needed to bridge for each of these positions. The softer aspects and other H.R. practices across the industry was presented to enable retention of key resources and facilitate hiring of the best talent in the market.

The Outcome

The organisation was provided implementation process tools for the short and medium term and a sneak view of long term trends. The client was provided complete handholding for the implementation in the same salary cycle with a manageable cost impact.

Case Study 2

Manufacturing

A leading

company

into building materials and

solutions

The Organisation had scored poorly in one of the critical drivers of

employees

engagement / satisfaction.

A well thought out Communication policy framework was established and thereafter implemented.

Industry

Client

Challenges

Solutions

Education

The Solution

The latest Employee Satisfaction Survey conducted by a global leader in consulting found a deep rooted flaw in the organisational communication framework. Employees across functions from entry level upto and including the middle level had rated the existing organisational communication framework as ‘poor’. They felt that the Organisation lacked communication clarity and critical information was not correctly or adequately disseminated downwards.The absence of a robust cross level communication framework had created more conflict and confusion than collaboration. The aspirational youngsters felt completely ignored when it came to information sharing with regard to the Company’s future plans, new initiatives and development etc etc.

The Intervention

We studied the said Employee Satisfaction Survey (ESS) and conducted a professional, detailed and time bound ‘Organisational Scanning’ with a view to gathering further information on the existing communication framework and clear understanding exactly as to why, how and where the said framework is negatively impinging performance and morale and the consequential expectations from Hummingbirds. We met a small size sample of cross functional and multi level employees for this purpose. In the next stage the Hummingbirds’ team started articulating a well rounded ‘Communication Policy and Framework’ defining the significance, applicability and operating procedures under the umbrella of a) Transactional Communication, b) Tactical Communication; and, c) Strategic Communication.

The Outcome

The implementation support and complete hand-holding was extended to the HR function for a smooth roll out of the newly framed ‘Communication Policy & Framework’. The client has seen a quantum jump in the engagement index in the course of the next / follow -up Employee Satisfaction Survey conducted by the earlier vendor.

THE ABOVE CASE STUDIES ARE MERELY ILLUSTRATIVE AND BY NO MEANS AN EXHAUSTIVE LIST OF OUR EXPERIENCES

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BUSINESS & STRATEGY

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