human capital

Competency and skill set mapping

  • For all existing roles.
  • Match the above with existing team members.
  • Identify gaps if any.
  • Methods / procedures to fix the gaps or otherwise.

Clear job description, Key Result Areas (KRA) and Key Performance Indicators (KPI)

  • For all existing team members.
  • Written and accepted by every one.
  • Informed way of measuring every one’s performance.

Devising a recruitment flow and process

  • Need of recruitment - process.
  • Sourcing based on urgency and position.
  • Identification of profiles.
  • Interview – process.
  • Offer – process and formats.
  • Induction – Fixed and variable induction schedules.
  • Employee initial documentation and filing.

Compensation fixation

  • Fixed pay – Minimize.
  • Variable pay on clear deliverables periodically – Maximize.
  • Incentives on clear achievements.
  • Periodic payments.

Devising a performance appraisal format and evaluation with ratings based on defined KRA’s.
This is to generate half-yearly reports on:

  • Idle time management.
  • Decision on confirmation of an employee or extending probation.
  • Decision on promotions.
  • Decision on increments.
  • To identify the strengths and weaknesses of employees at their work in order to increase or decrease the roles and responsibilities.
  • To plan for employee training programs.