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Human Resources Consultancy.
People are the backbone of any organization, and no organization can ever hope to be successful in the long term if their people are not managed properly. Our consultants are specialized in various aspects of Human Resource Management and we provide clients with a variety of HR related services that are completely customized to their requirements. Our portfolio of Human Resources Consultancy solutions comprises:
Design of HR Management Systems –Organizations, especially those that are headquartered within the region or are in the SME segment often face challenges in setting up the right HR Management Systems. Even those companies that do have systems in place that there is a need to update the systems in tune with the organization’s growth. Our consultants provide solutions to address this challenge by helping clients in the definition of grades across positions, aligning compensation and benefits to grades, defining employee career paths, reward systems and employee retention plans. As part of this exercise, we also help to create or amend the HR policies.
Job Roles and Responsibilities – In most businesses, roles and responsibilities that are assigned to specific positions keep undergoing a change over time. Clients often are faced with the challenge of employees starting with a role and eventually moving to a completely different role, without the change being properly tracked or captured. When this change is across multiple positions in an organization, it could lead to a chaotic, or at times, a dysfunctional environment. Our team of experts have proven track records in assessing and defining roles and responsibilities of employees within an organization. We ensure that the job role is connected to business processes, with main responsibilities identified and separated from delegated responsibilities. A well-captured job role eliminates confusion and brings clarity to how the KPI of the job owner is measured.
Performance Management Systems – An effective Performance Management System helps to set clear objectives and helps employees to prioritize their tasks. For organizations that are unfamiliar with a structured Performance Management process, our consultants help to educate employees across the company about performance management. Even for those organizations that already have a system in place, we conduct a review of existing the performance management system and KPIs, ensure a proper matching of the PMS parameters to business processes and job descriptions of employees. Our consultants help to implement the Performance Management Systems by participating in employee reviews and this helps to avoid bias in ratings.
Workload Analysis and Employee Effectiveness Assessment – Organizations often face challenges of imbalances in workloads. While employees or operating managers feel that they are short-staffed and that the existing workload is unmanageable, the senior management (usually based on financial data), may feel that manpower deployment and costs in the company are high. This contradictory situation often leads to strained working environments, and at times incorrect HR decisions being taken by the organization. By conducting workload analysis, an organization can spot early signals of resource wastage, and introduce intervention plans to ensure proper Human Resource Utilization. Using a variety of tools such as Time and Motion studies, and related analytics, our consultants are able to capture and analyze the level of employee utilization at the workplace, and thereafter propose effective solutions.
Competency Assessments – We help our clients make assessments of employee competencies so that staff across the company are equipped with the requisite competencies for their positions. Assessments are done by defining competency requirements across different positions, interviewing or testing employees and identifying available gaps on the position competencies. Based on most significant and commonly identified gaps, a Training Need Analysis is prepared.
Rewards and Retention Programs –Retaining the best people is always a challenge for any organization, regardless of how big or small it may be. While there are various ways to offer employees an enriching work atmosphere, career paths and other benefits to motivate and retain them, today’s reality is that financial rewards eventually need to accompany these. Our consultants help clients to design the most effective Rewards and Retention programs, within a set budget. These programs ensure that clients can retain their best people and keep them motivated to keep performing consistently.
Case Study 1: Performance Management Systems.
A family owned business in the UAE was aiming to implement a Performance Management System as part of an initiative to transform themselves. However, the management was unable to implement it despite having very well defined internal systems and processes in place.
A Balanced Score Card initiative was launched with great expectation but did not take off.
Employees were lacking motivation due to a perceived bias in their appraisal ratings.
Work done and Impact:
As the client was one with whom HLB HAMT had a prior relationship, we had an in-depth knowledge of their structure, systems and processes.
This enabled us to create tangible linkages between various BSC parameters and their actual deliverables – this link was missing earlier.
Our in-depth involvement and understanding of their business and processes enabled us to define BSC parameters that were accepted by the team.
From a situation where performance pay was mostly done based on subjective criteria, it became far more objective and related to actual performance delivery.
Case Study 2: Human Resources Optimization
A client company who was into project sales across the region had approached us with the following concerns:
They were unsure if they were overstaffed (i.e., was HR cost as % to sales was too high?).
They were not clear how to downsize if business drops.
Were they paying the right salaries?
Work done and Impact:
Our consultants assessed manpower utilization, and determined optimal manpower based on current projects, planned handovers and the order pipeline.
We advised them to restructure their departments and realigned project cost calculations to get better cost estimates.
The team built business case scenarios for different situations to estimate the optimal head-count in each situation, thus enabling the company to take the correctly plan manpower.
Salaries were benchmarked across relevant competitors to correctly know in which positions corrections were needed, and subsequent corrective measures were taken.
Case Study 3: Workload Analysis
A company that was providing out large scale catering services was finding it difficult to assess their employee adequacy.
The senior management believed that there was excess manpower – yet, managers and employees on the ground perceived a manpower shortage.
Moreover, there were consistently high overtime payouts.
Work done and Impact:
Using primary and secondary sources, we obtained relevant industry data on Employee to Customer ratios across similar companies.
Based on an analysis of overtime costs and staff requests across departments, we found that major issues were in the Kitchen.
Our consultants carried out a Time and Motion study, covering all shifts of the kitchen for a period of several days. We assessed all internal processes in detail and specific activities that involved high staff utilization.
There were no major instances of slackness among employees. But, we were able to pin-point certain specific items in the menus offered that were very high on cooking / preparation time.
We checked the criticality of these menu items to customer requirements with the concerned operating teams. With their feedback, we concluded that by changing some specific menu items, we could reduce the cooking time and hence staff workload and overtime significantly.