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Human Resource - Bespoke Sessions

uman Resource – Delivering BESPOKE SESSIONS on ‘Human Resource’

The BESPOKE SESSIONS on ‘Human Resource’ focus and revolve around the concepts that directly impact the revenue and profitability targets of business aka organization, it’s entire pool of talent referred to as “HUMAN RESOURCE” :

FOCUS on Besopoke Sessions of 'HR'
The POSITIVE IMPACT ON …

FOCUS on Besopoke Sessions of 'HR'

 

Profitability of Business
Employee and Employer welfare
Effective and efficient Employee Perfromance Management Systems
Effective and Efficient Organization Performance Management Systems
Core of Bespoke Sessions on 'HR'
The POSITIVE IMPACT ON …
Core of Bespoke Sessions on 'HR' Business -Revenue & Profitability - POSITIVE IMPACT ON REVENUE AND PROFITABILITY OF BUSINESS THROUGH HR PRACTICES
Driving Growth THROUGH HR PRACTICES
Aligning HR practices with OVERALL BUSINESS OBJECTIVES
Improved Efficiency in people & overall organziation's performance
Diversity & Inclusion
Higher Engagement Levels of Employees

Bespoke Sessions on ‘HR’ cover the following concepts:

  • Performance Management
  • Setting up of HR dept.
  • HR Policies – Strategy & Design
  • HR Transformation
  • Change Management
  • Aligning the HR dept with the Business Objectives and objectives of other departments.
  • Reward Management & Reward Designs - Design of Rewards and Recognition Programs
  • Compensation & Benefits- Design & Restructuring
  • Talent Management & Talent Planning -Workforce Planning -Manpower Planning / Budgeting – Revenue & Profitability Targets
  • Resourcing Strategies
  • Competency Mapping and Competency Framework
  • Succession Planning
  • Career Planning

Performance Management

Besopoke Sessions By Iris Management Consultant On ...
Performance Management through …
Focus on Buisness Objectives
Interactive Mechanism of Giving & Receiving Feedback
The Approach , Process & tools Performance Management - By Iris Management Consultant
Performance Management Settiing of Obectives for Organization- Department- Leadership-teams-Employees through Interactive Mechanism
Target Future Perfromance
Setting Annual Objectives alongwith Mechanism for Quartertly Reviews on Objective Setting on What worked - What did not work - Future Plan of ACTION
Devising of Trasparent Performance Measurement System and Procedure
Coaching of Managers and Leadership for giving and receiving Feedback and writing Personal Development Plans of the reportees
Perfromance Appraisals - Devising the KRA templates for ready referrals through time-bound interactive process
360 degree feedbacks for overview of performance of employees from peers subordinates and managers
Identifying Talent on the basis of Performance Review
Manage Underperfromance by recommending on Learning Initiatives -Change Initiatives by organization , department and Leadership

Setting up of HR dept.

Besopoke Sessions By Iris Management Consultant On ...
Setting up of HR dept. through …
Focus on Brand presence / Business Presence - Local Or Regional Or Global
Tyoe of Business
Buisness Objectives
Industry of operations
Cost of Operations
The Approach , Process for Setting up of HR dept. - By Iris Management Consultant
Setting up HR Dept . Assessing the nature and Size of Business
Identifying the role of HR dept. as a People's function within the organization
Effective and Effiecint Objective Setting mechanisms
Effective and Effiecint erformance Management
Effective and Efficient Resourcing and Talent Planning Initiatives
Effective and Effiecint Reward Policies
Identifying the Change Initiatives for the HR dept.
Identifying the Talent Management initiatives

HR Policies – Strategy & Design

Besopoke Sessions By Iris Management Consultant On ...
Setting up of HR Policies – Strategy & Design through …
Focus on Busienss Objectives
Demographics of Workforce
Motivating Factor for the workforce
The Approach , Process for Setting HR Policies – Strategy & Design - By Iris Management Consultant
Setting up of HR Policies – Strategy & Design Analyzing & formulation of report on the Business Drivers for the Organization
SWOT for organzaiton and devising the policies for the welfare of employer and employee
Analyzing the Motivating Factors for the Workforce of organization
Designing of policies intending the Optimum utilization of availabe resources
Design of Policies to achieve Optimal level of cost of operations

HR Transformation

Besopoke Sessions By Iris Management Consultant On ...
Setting up of HR Policies – Strategy & Design through …
Focus on Busienss Objectives
Revenue and Profitability targets
Expansion Plans - Locally , Regionally , Globally
The Approach , Process for HR Transformation - By Iris Management Consultant
HR Transformation Analyzing the size , design & structure of the department
Identifying the Change inittiatives for the Department keeping in view of Business Objectives
Resource Allocation within the department as per the Business Objectives
Identifying additional responsibilities to be takenover by the department for wellbeing of overall business & Cost Optimization

Change Management

Besopoke Sessions By Iris Management Consultant On ...
Change Management through …
Focus on Busienss Objectives
Revenue and Profitability targets
Expansion Plans - Locally , Regionally , Globally
Disruptions in the Business
The Approach , Process for Change Management - By Iris Management Consultant
Change Management - 3 Stage Process Forming the Grounds for the NEED OF CHANGE
Time Bound Communication for Awareness related to Change. Implementing the Change .
Reviewing the change and ensure the change is maintained and upheld in varied situations

Aligning the HR dept with the Business Objectives and objectives of other departments

Besopoke Sessions By Iris Management Consultant On ...
Aligning the HR dept with the Business Objectives and objectives of other departments through …
Focus on Business
Resources within the department
Processes of the department
The Approach , Process for Aligning the HR dept with the Business Objectives and objectives of other departments - By Iris Management Consultant
Aligning the HR dept with the Business Objectives and objectives of other departments. Analysis of Revenue & Profitability targets
Workforce Analysis within the department
Competency Mapping & Psychometric asessments
Design and structure of KRAs of the HR dept. & resources within the department with a BUY-IN from all the internal stakeholders

Reward Management & Reward Designs - Design of Rewards and Recognition Programs

Besopoke Sessions By Iris Management Consultant On ...
Reward Management & Reward Designs - Design of Rewards and Recognition Programs through …
Focus on Business -Business Model
Demographics of the Workforce
Products and services of organization and the sector or market in which the company operates
Brand Presence - Local , Regional , Global
The Approach , Process for Reward Management & Reward Designs - Design of Rewards and Recognition Programs - By Iris Management Consultant
Reward Management & Reward Designs - Design of Rewards and Recognition Programs Revenue & Profitability targets for Business
Analysis of Business Model of Organziation & its strategic objectives
Workforce Analysis of organization
Job Evaluation
REVENUE & PROFITABILITY TARGETS OF BUSINESS & TOTAL REWARDS COST OF ORGANIZATION
ANALYSIS OF IMPORTANCE OF TOTAL REWARDS AS AGAINST FINANCIAL REWARDS IN THE WORKFORCE
Design of Rward Pays with Equity fairness & transparency

 

Implementation of Reward policy initiatives & practices in 11 steps :

  • Alignment of reward policy with strategic objective. Sharing the Need for a new Policy reward initiative. The Solution which will be provided by New Policy & Reward initiative to Management and key stakeholders.
  • Formulate broad framework of reward policy and extending the proposed benefits of implementing new reward policy to Management and key stakeholders.
  • Proposing a time-frame in which the policy will be implemented, the process followed for implementation of policy.
  • Management Buy-in and Buy-in from Key internal stakeholders.
  • HR Policy and procedure to support reward strategy
  • Clear performance management process in place.
  • 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.

Compensation & Benefits- Design & Restructuring:

Besopoke Sessions By Iris Management Consultant On ...
Compensation & Benefits- Design & Restructuring through …
Focus on Business -Business Model
Demographics of the Workforce
Products and services of organization and the sector or market in which the company operates
Brand Presence - Local , Regional , Global
The Approach , Process for Compensation & Benefits- Design & Restructuring - By Iris Management Consultant
Compensation & Benefits- Design & Restructuring Revenue & Profitability targets for Business
REVENUE & PROFITABILITY TARGETS OF BUSINESS & TOTAL COMPENSATION COST OF ORGANIZATION
Analysis of Business Model of Organziation & its strategic objectives
Workforce Analysis of organization
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

Talent Management & Talent Planning -Workforce Planning -Manpower Planning / Budgeting – Revenue & Profitability Targets

Besopoke Sessions By Iris Management Consultant On ...
Talent Management & Talent Planning -Workforce Planning -Manpower Planning / Budgeting – Revenue & Profitability Targets through …
Focus on Business -Business Model / Diversification
Demographics of the Workforce
Products and services of organization and the sector or market in which the company operates
Brand Presence - Local , Regional , Global
Plans for Expansions -Operationally
The Approach , Process for Talent Management & Talent Planning -Workforce Planning - Manpower Planning / Budgeting – Revenue & Profitability Targets - By Iris Management
Talent Management & Talent Planning -Workforce Planning - Manpower Planning / Budgeting – Revenue & Profitability Targets Analysis of Business Model of Organziation & its strategic objectives
Asessing the Revenue & Profitability targets against the Total Manpower COST
Competency Mapping & Psychometric Asessments 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 organziation

Resourcing Strategies

Besopoke Sessions By Iris Management Consultant On ...
Resourcing Strategies through …
Focus on Business -Business Model / Diversification
Demographics of the Workforce
Products and services of organization and the sector or market in which the company operates
Brand Presence - Local , Regional , Global
Plans for Expansions -Operationally
The Approach , Process for Resourcing Strategies - By Iris Management Consultant
Resourcing Strategies Asessing the Labor Market in which Business Operates
Analysis of Business Model of Organziation & its strategic objectives
Asessing the Revenue & Profitability targets against the Total Manpower COST
Identify of 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

Competency Mapping and Competency Framework

Besopoke Sessions By Iris Management Consultant On ...
Competency Mapping and Competency Framework through …
Focus on Existing Talent - Employee - Leadership
Business- nature of Business
Business - Revenue & Profitability
The Approach ,for Competency Mapping and Competency Frameworks - By Iris Management Consultant
Competency Mapping and Competency Framework Formulatiuon of JDs
Identification of Comepetencies and Design of Competency Document
Psychometric asessments & Identification of Personality styles - Management-Leadership-teams. Design of Personality style inventory document for organization
Linking the Business with the Exisiting Talent within the organziation .
Idenifying the Competency GAPs in Management- Leadership-teams
Recommending and advising on the Learning and Development initiatives

Succession Planning

Besopoke Sessions By Iris Management Consultant On ...
Succession Planning through …
Focus on Existing Talent - Employee - Leadership - teams
Business- nature of Business
Business - Revenue & Profitability
Workforce demographics
The Approach for Succession Planning - By Iris Management Consultant
Succession Planning Devising the Succession Planning policy for organziation .
Review of exisiting 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 through Competency mapping and psychometric asessments
Recommendation of L&D initiatives for grooming the talent for senior roles .

Career Planning

Besopoke Sessions By Iris Management Consultant On ...
Career Planning through …
Focus on Existing Talent - Employee - Leadership - teams
Business- nature of Business
Business - Revenue & Profitability
Workforce demographics
The Approach for Career Planning - By Iris Management Consultant
Career Planning Devising the Career Planning policy for organziation .
Review of exisiting Career Planning Policy , if any and devising recommendations for improvement.
Devising of Employee bands . Review of Exisitng 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 Desining 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 .

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