Nature

HR Advisory & Strategic HR Consulting Services:


In today’s world, capital and technology do not provide a competitive edge. The need of competitive advantage is Talent and People. Therefore, SKD helps organisations to develop and re-design HR systems and processes. SKD Consulting & Advisory services help clients for effective HR processes, programs and practices for their operations. In addition, the role of the services is to maximize the client’s performance. Furthermore, to provide periodic feedback to clients regarding their performance.

Consulting & Advisory services also provide strategic thinking and advice to improve your business effectiveness. Furthermore, the most common consulting & advisory services include:

  • Consulting- Services help to apply changes within your company as a result, this achieves goals by analyzing your needs, managing development, implementation and also training.
  • Business Advisory- . Services that help you and your company to establish long-term objectives and strategies in addition to be a ideal guide. As a result, to evaluate and implement current operations. Therefore, developing recommendations for the future
  • Risk- Services that help you identify and manage business risks as well as minimize risk while improving efficiency in addition, to reducing costs. Consequently, measuring and monitoring the effectiveness of risk management strategies
  • Human Resources Consulting-4.  Especially relevant services, that focus on the process of effectively using your company’s human resources. Hence, to obtain organisational goals. This Includes:


  • Human Resources Planning

    Human Resources Planning is the first and foremost process that is carried out in understanding an organization’s workforce requirements. This includes :-

    Organizational Objectives and Strategies This is a critical step where one has to be clear with the purpose of making a workforce plan. The identification of the purpose and scope of the total project has to be fulfilled with utmost perception. Scanning of external environment for changes in affecting workforce supply and analyze internal inventory of HR capabilities and Forecasting. External and internal assessments of HR needs and supply sources are done and defined. Following that, forecasts are developed to lay out the differences between the HR supply and HR demand (Manpower gap).

    Internal Forecasting

  • Staffing Tables
  • Management Inventories
  • Management Inventories
  • Replacement charts
  • Succession planning
  • External Forecasting

  • Demographic changes
  • Education of workforce
  • Labor mobility
  • Government policies
  • Unemployment rate


  • Design of Organization Structure


    Following an extensive and effective HR planning of organization size, various positions and the forecasting, the time comes when they are to be implemented. The definition of roles and responsibilities, authority, accountability matrix and finally job description comprises of organization structure.

  • Reporting relationship – Defining the relationship of the role
  • Position Summary – Summarizing the key purpose of the role. It aims at capturing “why the role exists” rather than “what the role does”.
  • Job Responsibilities – This captures main responsibility areas of the role to attain the key deliverables.
  • People Management – Responsibility for leading, motivating and developing staff, excludes supervisory responsibilities.
  • Key Interactions – Identifying both internal (within the Organization but outside the department/function) and External (outside the Organization) are necessary as part of the job to perform the role successfully and effectively.
  • Decision Making – Specifying the type of decisions made independently and with or without company procedures, policies or guidelines.
  • Job description – Job analysis is an attempt to identify the more significant features of a job. The facts developed by a job analyst are summarised in a written document, typically a job description. Job descriptions in turn provide the necessary information about the relative worth of different jobs within the organization. Therefore, there is a close inter relationship between job analysis and job description. It is done step by step as dictated below.
  • Identification – This includes the identification of Job title, grade, department and other related stuff.
  • Job summary
  • Duties and responsibilities
  • Work Environment
  • Skills and Knowledge
  • Relationships to other jobs
  • Succession Planning


    Succession planning refers to “Getting the right number of people with the right skills,experiences, and competencies in the right jobs at the right time”. We put right people at the right place with the right talent. Leading organizations understand that effectively managing employees or human capital essentially helps in achieving organization objectives. Only with proper training, tools, structures, incentives and accountability to work effectively brings organizational success.

  • Succession planning includes, 
  • Assessment of key positions
  • Identification of key talent
  • Assessment of Key talent
  • Generation of development plans
  • Development monitoring and review
  • Why Succession planning 
  • Engages senior management in a disciplined review of organizational talent
  • Guides development activities of staff
  • Brings HR systems into alignment
  • Assures continuity of key positions / Avoids transition problems
  • Assures new managers are prepared for their jobs
  • Focus on Organizational Effectiveness
  • Compensation Management


  • Design of compensation structure 
  • Design of incentive schemes 
  • Direct compensation/indirect compensation 
  • Wage and salary administration 
  • Long term Settlements 
  • Performance Management Process Outsourcing


  • Design of Performance Management System
  • Linking the Human Resources objectives with Organization objectives 
  • Design, implementation and execution of 360⁰ appraisal system
  • Succession Planning
  • Promotions/rewards
  • Role clarity/Compensation and rewards 
  • Recruitment


    Job Evaluation:
    Job Evaluation is a technique to rank jobs in an organization on the basis of the duties and responsibilities assigned to the job. Jobs are representations of the manner in which an organization is resourcing itself in order to achieve its strategy or mission.

    Job Evaluation:
    Jobs are the building blocks of an organization and the link between an employee and the employer and are designed independent of the person doing the job. While evaluating a job, the purpose accountabilities of a job are to be well understood. In other words, job evaluation is not the analysis of strengths and weaknesses of a person but the value contribution of the job to the organization, as if it is being performed at the normal level. They are about the facts not judgment, analysis not just lists, jobs and not the people and jobs as they are now. The elements of job evaluation and description includes

  • Job Purpose
  • Job Context & Major Challenges
  • Principal Accountabilities
  • Organizational Relationships
  • Other factors that influence the evaluation process are


  • Skill 
  • Education
  • Experience
  • Communication
  • Complexity
  • Effort 
  • Mental Effort
  • Problem Solving
  • Concentration
  • Soft skills
  • Working Conditions 
  • Mental Demand
  • Physical Effort
  • Visual Demand
  • Equipments
  • Responsibility 
  • Financial Responsibility
  • Supervision
  • Freedom to Act
  • Decision-making
  • li>
  • Contacts with others
  • Operational Latitude
  • Relationship factors 
  • Relationship to other jobs The final step is to benchmark jobs from the jobs that have been evaluated. The benchmark jobs are those jobs that are commonly included in salary surveys. They connect the internal pay structure with the external labor market.

    Selection


    Selection is the process of discovering the qualifications & characteristics of the job applicant in order to establish their likely suitability for the job position. A good selection requires a methodical approach to the problem of finding the best matched person for the job. The selection process is based on many parameters in the organization.

    Announcement of the job position:When there is a position vacant in the organization, the announcements are done through print media or electronic media that includes Television, Radio or Internet and or by any other means applicable to the position and the location where it is to be advertised.

    Acceptance of the application forms The application forms that are received from various sources are accepted that which are found suitable as per the job experience, address and so on. They get selected when they match all the criteria set by the company. When any of the resume is not matching some minimum requirements of the position, they are screened as per the minimum qualification, knowledge, experience and so on.

    Screening process of the candidates After the acceptance of the applications, the candidates are invited for various screening tests. They are communicated through telephone or emails to brief the candidates with all the necessary details and the position details as well. The candidates are also selected for written tests as per their knowledge and the number of position available to judge the candidate’s suitability and candidate’s stability in the organization.

    HR rounds / Employment face to face interview The candidates who clear the written tests become eligible for HR rounds of face to face interview. This is basically the final round to get to 70 % clarity in the candidate’s selection process. However, on the basis of the level of confidence, patience, mental fitness this round of selection is cleared. The employees’ mentality, attitude and personality are understood very closely to help take the decision of promoting the candidate to the next level. Medical process Finally after the above said processes, medical tests are carried out pertaining to the nature of the job for the candidates who have passed in all the previous tests. Letter of appointment After clearance of all the tests, the candidate who passes successfully with all the tests, with all the criteria gets an offer letter and known as the employee now rather than candidate.

    Placement


    Placement is the determination of the job to which an accepted candidate is to be assigned, and his assignment to that job. It is a matching of what the supervisor has reason to think he can do with the job demands. It is a matching of what he imposes in strain, working condition and what offering in the form of payroll, companionship with others etc. This involves assigning a specific rank and responsibility that is matching the requirements of a job with the qualifications, experience and other related criteria of the candidate. Proper placement ensures a healthy minded employee that in turn contributes to organization productivity. The employee is able to show good results, get along with people easily, keep the spirits high, report regularly and avoid mistakes and accidents at the most.