Delivering BESPOKE SESSIONS on Human Resource

1. www.irismanagementconsultant.com Human Resource Delivering BESPOKE SESSIONS on Human Resource

2. www.irismanagementconsultant.com Human Resource – Delivering BESPOKE SESSIONS on Human Resource The Bespoke Sessions on human resources training revolved around the concept that impacts the revenue and profitability targets of a business. Let’s take a look at them.

3. www.irismanagementconsultant.com Performance Management Focus: Setting business objective. Interactive mechanism of giving and receiving feedback. Approach and process: • Target future performance. • Set annual objectives along with mechanism for quarterly review on what worked and what did not. • Devise a transparent measurement system and procedure. • Teach managers how to receive and give feedbacks, and write personal development plans. • Devise KRA templates for ready referrals through time-bound interactive process. • Identify talents on the basis of performance review. • Manage underperformers by recommending learning initiatives.

4. www.irismanagementconsultant.com Setting up HR Department Focus: Brand presence, type of business, objectives, operations and cost of operations. Approach and process: • Assessing the nature and size of your business. • Identify the role of HR department. • Setup objective setting mechanisms. • Make sure performance management system is effective. • Ensure resourcing and talent planning initiatives are in place. • Have effective and efficient reward policies. • Identify the change initiative for the HR department. • Identify the talent management initiative.

5. www.irismanagementconsultant.com HR Policies and Design Focus: Business objective. Demographic of workforce. Motivating factor. Approach and process: • Analyse and formulate reports on business drivers of the organization. • Doing SWOT for organization and devising the policies for the welfare of employer and employees. • Analysing the motivating factors for the workforce. • Designing of policies for the optimum use of resources and to achieve optimal level of cost of operations.

6. www.irismanagementconsultant.com HR Transformation Focus: Business objectives. Revenue and profitability targets. Expansion plans - Locally, regionally, globally. Approach and process: • Analysing the size, design and structure of the department. • Identifying the change initiatives. • Allocating resources within the department as per the business objectives. • Identifying additional responsibilities to be taken over by the department.

7. www.irismanagementconsultant.com Change Management Focus: Business objectives. Revenue and profitability targets. Expansion plans - Locally, regionally, globally. Disruptions in the business Approach and process: • Forming the grounds for the need of change. • Time bound communication for awareness related to change and implementing it. • Reviewing the change and ensure it is maintained and upheld in varied situations.

8. www.irismanagementconsultant.com Aligning the HR Department with the Business Objective Focus: Business objectives. Resources and processes of the department. Approach and process: • Analysing revenue & profitability targets. • Analysing workforce within the department. • Competency mapping & psychometric assessments. • Design and structure KRAs of the HR dept. and resources within the department with a buy- in from all the internal stakeholders.

9. www.irismanagementconsultant.com Reward Management & Reward Designs Focus: Business model Demographics of the workforce Products and services of organization and the sector in which the company operates Brand presence – Locally, regionally, globally Approach and process: • Revenue & profitability targets for business. • Analysis of business model and its strategic objectives. • Workforce analysis. • Job evaluation. • Revenue and profitability targets of business and total rewards cost. • Analysis of importance of total rewards as against financial rewards in the workforce. • Design of reward pays with equity fairness & transparency.

10. www.irismanagementconsultant.com Implementation of reward policy initiatives & practices – 11 steps Align the reward policy with strategic objective. Formulate broad framework of reward policy and extend the proposed benefits of implementing it to management and key stakeholders. Propose a time-frame in which the policy will be implemented. Management buy-in and buy-in from key internal stakeholders. HR policy and procedure to support reward strategy A clear performance management process in place. A clear framework in place for determining pay decisions. Employee communication to ensure understanding & engagement with reward strategy via team meetings, emails, posters handbook. Capability and desire of line managers to drive process. Measures to monitor equity fairness, transparency and consistency Measures in place to evaluate effective reward strategies.

11. www.irismanagementconsultant.com Compensation & Benefits - Design & Restructuring Focus: Business model. Demographics of the workforce. Products and services of organization and the sector in which the company operates. Brand presence - Locally, regionally, globally. Approach and process: • Revenue & profitability targets for business. • Revenue and profitability targets of business and total compensation cost of organisation. • Analysis of business model of organization & its strategic objectives • Workforce analysis • Job evaluation • Analysis of importance of total rewards as against financial rewards in the workforce. • Defining total compensation and ratio of fixed pay and incentive. • Devising incentive structure of organization. • Design of reward pays with equity fairness & transparency. .

12. www.irismanagementconsultant.com Talent Management & Talent Planning Focus: Business model. Demographics of the workforce. Products and services of organization and the sector in which the company operates. Brand presence - Locally, regionally, globally. Plans for expansions – operationally. Approach and process: • Analysis of business model of organization & its strategic objectives. • Assessing the revenue & profitability targets against the Total Manpower cost. • Competency mapping & psychometric assessments of leadership/ teams/ employees. • Identification of talent for progression. • Designing of Manpower plan to accommodate talent demand of organization. • Recommendation of learning & development initiatives to organization. .

13. www.irismanagementconsultant.com Resourcing Strategies Focus: Business model/ Diversification Demographics of the workforce Products and services of organization and the sector or market in which the company operates Brand Presence - Locally, regionally, globally. Plans for expansions - operationally. Approach and process: • Assessing the labour market in which business operates. • Analysis of business model of organization & its strategic objectives. • Assessing the revenue & profitability targets against the total manpower cost. • Identify talent for progression. • Designing of resourcing strategy that fits the organization’s cost, operations. • Identification of factors within the existing business that can be proposed as high employee value proposition. • Designing a plan for high employee retention. • Advise on plan for lawful separation of an employee from the organization. .

14. www.irismanagementconsultant.com Competency Mapping and Competency Framework Focus: Existing talent, employee, leadership. Nature of business. Revenue & profitability. Approach and process: • Formulation of JDs. • Identification of competencies and design of competency document. • Psychometric assessments & identification of personality styles • Linking the business with the existing talent within the organization. • Identifying the competency GAPs in management- Leadership- teams. • Recommending and advising on the learning and development initiatives. .

15. www.irismanagementconsultant.com Succession Planning Focus: Existing talent - employee - leadership – teams. Nature of Business. Revenue & Profitability. Workforce demographics. Approach and process: • Devising the succession planning policy for organization. • Review of existing succession planning policy, if any and devising recommendations for improvement. • Identification of key roles and positions • Identification of talent for promotion to senior roles and for role diversifications. • Recommendation of L&D initiatives for grooming the talent for senior roles. .

16. www.irismanagementconsultant.com Career Planning Focus: Existing talent - employee - leadership – teams. Nature of business. Revenue & profitability. Workforce demographics. Approach and process: • Devising the career planning policy for organization. • Review of existing career planning policy, if any and devising recommendations for improvement. • Devising of employee bands. Review of Existing employee band, if any. • Devising career trajectory of employee on the basis of employee bands or roles and responsibilities • Devising of interactive mechanism with employee for designing of individual development plans. • Devising of individual development plan - Interactive mechanism of feedback from identified employee. • Recommendation of L&D initiatives for grooming the talent for senior roles. .

17. www.irismanagementconsultant.com Now that you know have covered the concepts, human resources training will no longer be difficult. And you will be able to achieve the business objective.

18. www.irismanagementconsultant.com IRIS MANAGEMENT CONSULTANT Al Jazirah Al Hamra RAKEZ Business Zone-FZ, Ras AI Khaimah United Arab Emirates +971528023399 ankita@irismanagementconsultant.com www.irismanagementconsultant.com THANKS