Elite Management Consultant


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Elite Management Consultant

  2. 2. About Us <ul><li>ELITE MANAGEMENT CONSULTANTS have a multifaceted team of consultants who are highly experienced and specialize in the industry/sectors they serve. Our ability to attract the best talent has enabled us in achieving great heights. In a short Span of time we have been able to establish ourselves as one of the most result oriented and efficient recruiters. We are continuously inventing in & developing niche skills in recruitment solutions.                                                                            </li></ul><ul><li>We are a group of young and energetic professionals engaged in the process to locate & select the personnel for placement in different positions to the best of our clients satisfaction . We are fully equipped to help organizations focus on their core areas of business and aim to multiply their growth of production, thereby profit through efficient handling of employee resources to the most possible extent. Each requirement requires great understanding of human behavior, job related skills and demands discipline and judgment. A large number of leading industrial and corporate houses, national & multinationals companies are our clients and we are helping them in their placements in every description and discipline. </li></ul><ul><li>Elite has adapted to the fast-changing business environment and customer expectations Whether you need to recruit an entire team of specialists or have a vacancy in the upper echelons of the company, we have the aptitude to talent scout by industry, vertical, skill set, experience and location. </li></ul>
  3. 3. <ul><li>The HRI Services in HR Consulting </li></ul>Consulting Solutions Survey & Studies and diagnostics HR Policy, strategy and business solutions HR Services Outsourcing Recruitment Suite Payroll Suite HR Initiatives Services Training & Development Services
  4. 4. Why Elite Management Consultant? <ul><li>Result oriented. </li></ul><ul><li>Cost effective. </li></ul><ul><li>Confidential. </li></ul><ul><li>In-tune with trends. </li></ul><ul><li>National network. </li></ul><ul><li>Trained manpower. </li></ul><ul><li>Building competencies within the organisation. </li></ul><ul><li>High bias for implement ability in all our solutions. </li></ul><ul><li>Buy-in of key employee and opinion groups. </li></ul>
  5. 5. HR Solutions Our services in HR solutions are aimed at providing tangible benefit perception to our clients: HR Audit & Systems Review Job Evaluation Competency Mapping PMS Employee Handbook & Induction Manual Strategic HRM
  6. 6. Recruitment Suite <ul><li>Contingency Search </li></ul><ul><li>Generic in nature, non-exclusive </li></ul><ul><li>Payment on basis of candidate joining </li></ul><ul><li>Assessment Centre </li></ul><ul><li>Non-Assigned Role Group Discussions. </li></ul><ul><li>Assigned Role Group Discussions. </li></ul><ul><li>Interview Simulations </li></ul><ul><li>Fact Find Exercises. </li></ul><ul><li>Oral Presentations. </li></ul><ul><li>In-Basket Exercises </li></ul><ul><li>Analysis Exercises. </li></ul><ul><li>Scheduling Exercises. </li></ul><ul><li>Generic Services </li></ul><ul><li>Greenfield Projects </li></ul><ul><li>Job Analysis </li></ul><ul><li>Competency mapping </li></ul><ul><li>Compensation design </li></ul><ul><li>Reference checking </li></ul><ul><li>Retained Search </li></ul><ul><li>Mandated assignment for sensitive </li></ul><ul><li>positions </li></ul><ul><li>Discrete and focused by department </li></ul><ul><li>and function </li></ul>
  7. 7. Payroll Suite <ul><li>Complete end to end process with options of our/Client’s software in: </li></ul>Processing of pay slips Generation of Reports Filing Returns
  8. 8. Why HR Initiatives? Exclusive Clients <ul><ul><li>Quality and cultural match </li></ul></ul><ul><ul><li>Quality and cost awareness </li></ul></ul><ul><ul><li>Focused attention </li></ul></ul>Wealth Of Experience <ul><ul><li>Across Industries </li></ul></ul><ul><ul><li>Educational Backgrounds </li></ul></ul>Geographic Presence Suits Of Products <ul><ul><li>PAN India </li></ul></ul><ul><ul><li>Full service or specified on Client’s requirement </li></ul></ul><ul><ul><li>Enhanced Value based Capability </li></ul></ul>
  9. 9. <ul><li>In step with our name, the Elite Management methodology followed by us in our engagements and </li></ul><ul><li>illustrated in the box, follows a solution oriented approach of </li></ul><ul><li>a nalyzing the existing situations for problems and issues; </li></ul><ul><li>c ommunicating issues and recommendations to the client; and </li></ul><ul><li>adding value through e xecution support. </li></ul>Elite Management Approach Communicate The continuous loop of analysis, communication and execution support facilitates our clients to achieve the objectives of the assignments efficiently. Execute Analysis
  10. 10. Key Highlights <ul><li>Our Service Portfolio </li></ul><ul><li>On-site HR Outsourcing / Implementation Support </li></ul><ul><li>Human Resources Management and Information System </li></ul><ul><li>Manpower Transition and Change Management assistance </li></ul><ul><li>Employee Perception Surveys </li></ul><ul><li>Human Resource Audit </li></ul><ul><li>Performance Management Systems </li></ul><ul><li>Competency Assessment and Psychometric Testing </li></ul><ul><li>Leadership Assessment </li></ul><ul><li>Executive Search & Selection Services </li></ul><ul><li>Organization Design & Structuring </li></ul><ul><li>Job Analysis </li></ul><ul><li>HR Policies and Procedures </li></ul><ul><li>Salary and Benefits Survey / Design of Compensation Structure </li></ul>
  11. 11. Human Capital Development Practice We are a full service HR Consulting Practice focusing on following areas: <ul><li>Performance Management Systems </li></ul><ul><li>Competency Assessment and Psychometric Testing </li></ul><ul><li>Leadership Assessment </li></ul><ul><li>Executive Search and Selection Services </li></ul><ul><li>Organization Design & Structuring </li></ul><ul><li>Job Analysis </li></ul><ul><li>HR Policies and Procedures </li></ul><ul><li>Salary and Benefits Survey / Design of Compensation Structure </li></ul>􀂛
  12. 12. <ul><li>On-site HR Outsourcing /Implementation Support </li></ul><ul><li>Human Resources Management and Information System </li></ul><ul><li>Outsourced staffing solutions </li></ul><ul><li>Manpower Transition and Change Management assistance </li></ul><ul><li>Management Development Programs </li></ul><ul><li>Employee Perception Surveys </li></ul><ul><li>Human Resource Audit – High level review </li></ul><ul><li>Human Resource Audit – Detailed review </li></ul>􀂛
  13. 13. Performance Management Systems <ul><li>As competition intensifies in various industries, organisation increasingly recognize value of comprehensive Performance Management & Compensation System (PMCS). </li></ul><ul><li>Moving away from the conventional appraisal forms/system, we assist companies in designing a PMCS, which objectively & transparently interlinks targets, competencies, accountabilities, actual performance, variable compensation and overall organisation development. </li></ul><ul><li>Development and implementation of PMCS requires a comprehensive understanding of an entity’s operations and business models. In all such assignments, we initially spend substantive time with our clients in developing this understanding. During such discussions, we also draw upon our cumulative experience with similar entities. </li></ul>
  14. 14. Competency Assessment & Psychometric Testing <ul><li>Determination of core competencies of middle and senior management personnel is an important aspect in long term plans for career progression. </li></ul><ul><li>Clients are assisted in undertaking a forward looking assessment of potential and development needs of middle and junior management personnel, and correlating such potential and development needs with the future plans of the organization. </li></ul><ul><li>The assessment center method (comprising a series of role playing sessions, group discussions, individual exercises, presentations, etc) is used focusing on each incumbent; we also ensure that the individual report, submitted subsequently, is objective and focused. </li></ul><ul><li>A strategy for development of concerned management personnel may also be included as part of the engagement deliverable. </li></ul>
  15. 15. Leadership Assessment <ul><li>Assessment of true leadership potential of its senior management staff is a MUST for any organisation to define its future leaders, who could take up the role of CEO, Business Unit Head, Regional Head, etc. </li></ul><ul><li>Upon completion, separate report is prepared on each participant. Our staff also assist companies in sharing the feedback with the concerned employees. </li></ul><ul><li>Our Leadership Assessment Assistance is positioned distinctly from Competency Assessment & Development Center Assistance, in that the former focuses exclusively on senior management personnel and while the methodology for the latter is oriented towards junior and middle management staff. </li></ul><ul><li>Our approach starts off by developing a deep understanding of the organisation’s vision and objectives. The composition of actual assessment workshop, being flexible to client’s requirements, could consists of a series of exercises including Advanced Personal Assessment questionnaire, Psychometric tests, role playing sessions, group discussions, individual exercises, etc. </li></ul>
  16. 16. Executive Search and Selection Service <ul><li>We initiate the process by spending time with clients to understand their recruitment goals, position specifications, hiring processes and company culture. </li></ul><ul><li>We pay emphasis on understanding the personality of the organisation and concerned personnel. </li></ul><ul><li>On an ongoing basis, we interview, pre-screen and technically evaluate candidates to build a ready database of suitable candidates. </li></ul><ul><li>Our large resume databank is continually updated by sourcing CVs through advertisements and referrals </li></ul>
  17. 17. Organization Design & Structuring <ul><li>Organization Design engagements are aimed at reviewing the adequacy of organizational </li></ul><ul><li>structure vis-a-vis long term objectives of the client and include services for: </li></ul><ul><li>Documentation and understanding of current structure, reporting relationships and governance process. </li></ul><ul><li>Understanding of functional profiles of departments. </li></ul><ul><li>Understanding of employees’ demographics. </li></ul><ul><li>Understanding external operating environment of the client and practices of competitors. </li></ul><ul><li>Identification of areas of reform. </li></ul><ul><li>Translation of long-term objectives into organizational requirements. </li></ul><ul><li>Development of recommended structures, hierarchy, reporting relationships, committee and manning levels. </li></ul>
  18. 18. Job Analysis <ul><li>Job analysis is a fundamental step towards ensuring appropriate job assignment (PeopleFit) and a seamless organisation </li></ul><ul><li>Job Analysis involves developing position descriptions defining the purposes, objectives, roles, and responsibilities of various positions in the organization together with the person specifications for each position. </li></ul><ul><li>Standard Operating Procedures for various functional areas are reviewed. This review is critical for creating a linkage between operational requirements and job responsibilities as understood and practised by employees. </li></ul><ul><li>The resulting Job Descriptions and Person Specifications are used to evaluate the jobs using a point rating system to determine the relative significance of various jobs in the organization. </li></ul>
  19. 19. HR Policies and Procedures <ul><li>Availability of documented human resources policies and procedures facilitates the discharge of HR function in an organization and is a key component in ensuring the presence of an effective HR culture. </li></ul><ul><li>Clients are facilitated in determining their needs in this regard and to formulate and compile prescribed policy and procedures adapted to their specific needs. During this interaction, we draw upon our experience of HR practices, as observed in different operating environments and industries. </li></ul><ul><li>Clients are also assisted in the effective implementation of prescribed policies and procedural guidelines to ensure that intended objectives are achieved. </li></ul>
  20. 20. Salary and Benefits Survey /Design of Compensation Structure Clients are assisted in evaluating and aligning their existing compensation structures vis-à-vis market and industry practices and enterprise’s own corporate objectives and include services for: <ul><li>Identification of benchmark positions and development of job summaries and list of comparator organizations </li></ul><ul><li>Solicitation of participation from comparator organizations and circularization of Data Collection Questionnaire. </li></ul><ul><li>Evaluation of compensation data with market statistics and identification of reasons for deviation. </li></ul><ul><li>Preparation of recommendations, highlighting implication of probable deviations </li></ul><ul><li>Development of proposed compensation structure incorporating recommendations agreed with the client </li></ul>
  21. 21. On Site HR Outsourcing/ Implementation Support On-site HR Outsourcing <ul><li>We work on-site with clients to provide assistance with policy and program development, compliance with relevance statutes, recruitment, training and development, performance management, compensation and benefits administration, leave administration, workforce administration, etc. </li></ul><ul><li>Some of the visible benefits which accrue to clients in such arrangements include cost reduction, improved service delivery, ability to focus on core business and an opportunity to leverage expertise not available internally. </li></ul>Implementation support <ul><li>We are particularly keen about providing implementation assistance to clients. We work with organisations in ensuring that the recommended solutions are appropriately implemented. The assistance, generally provided on-site, takes the form of training, coaching, guiding concerned staff on implementation issues, resolving queries, addressing unforeseen situations, etc. </li></ul>
  22. 22. Outsourced Staffing Services <ul><li>Without having to hire a full-time permanent employee for a short-term assignment, our clients engage staff as per their requirements. </li></ul><ul><li>From a client’s perspective, short-term assignments work well for minimizing project overload, reducing staff overtime, and meeting deadlines, or they may wish to add long-term or project oriented personnel to augment their core staff and infuse new talents into their operations. </li></ul><ul><li>We have a pool of qualified candidates from which clients can choose the desired skills. </li></ul><ul><li>Our staff can work on a project-to-project basis, providing relevant skills without incurring the cost of hiring a full-time permanent employees. </li></ul>
  23. 23. Manpower Transition & Change Management Assistance We assist companies in addressing HR related issues arising out of major restructuring exercises including privatization of state owned enterprises, merger of corporations and other forms of corporate restructuring. These include: <ul><li>Harmonization of HR policies and Compensation Structures. </li></ul><ul><li>Redundancy management. </li></ul><ul><li>Development of voluntary separation schemes. </li></ul><ul><li>Exit strategies for surplus manpower. </li></ul><ul><li>Communication strategies for employees. </li></ul><ul><li>Induction of new talent. </li></ul><ul><li>Synthesizing different work cultures. </li></ul><ul><li>Revised organizational structure. </li></ul><ul><li>Managing schedules and other related issues. </li></ul>
  24. 24. Employee Perception Surveys <ul><li>Employee Perception Surveys [also known as Climate Surveys] are widely used in organizations allowing the management to develop an understanding of employee perceptions on various organizational matters. Employees in every organization act on the basis of their perceptions; hence it is appropriate that the management should strive to be aware of employees' views on many job-related subjects. </li></ul><ul><li>The benefits of these employee perception surveys are manifold including obtaining confidential input from managers and employees, showing the workforce that their opinions are important and needed, identifying areas of concern which require attention and offer the greatest opportunity for improvement, and helping prioritize employee work objectives to improve productivity and performance. </li></ul><ul><li>Our Core approach for this area starts from understanding the clients’ concerns, articulating issues to be addressed in the survey, designing & finalizing the questionnaire, conducting the actual survey, tabulating results and report findings for effective use by the management. </li></ul>
  25. 25. Management Development Programs <ul><li>In pursuit of providing end-to-end solutions to our clients HR related issues, we are currently developing a detailed Training Portfolio. Once developed, it would cater to the current and evolving requirements of the Corporate sector, Government, Social sector institutions, etc. </li></ul><ul><li>We would offer courses on various functional areas covering Finance, Risk Management, Logistics, Operations, Human Resource Management, Leadership, etc. </li></ul><ul><li>Our courses are designed to suit the requirements of employees at different management levels. </li></ul>
  26. 26. Human Resource Audit – High level Review <ul><li>HR Audit is a structured tool used for identifying areas relating to Organization and Human resource development, which needs to reinforced. Aspects relating to organization and human resources are assessed through a series of checklists and discussions. </li></ul><ul><li>Once the checklists and discussions have been completed, the implications of various findings are analysed and evaluated in the context of current and long-term objectives of the organisation. </li></ul><ul><li>The primary perspective embedded in this analysis is to ascertain the extent of synergies between the Organization and HR policies and practices of the organization and its long-term objectives and strategies. </li></ul><ul><li>The areas of reform, identified as a result of this analysis, could then be addressed through well-defined and developed programs. </li></ul><ul><li>The areas, which are covered through the HR Audit checklist, include the following: </li></ul><ul><ul><li>Organization Structure </li></ul></ul><ul><ul><li>HR Policies and Procedures </li></ul></ul><ul><ul><li>Compensation Management </li></ul></ul><ul><ul><li>Training and Human resource development </li></ul></ul>
  27. 27. Human Resource Audit–Detailed Review <ul><li>A detailed HR Audit is initiated generally in the context of organisation wide restructuring. </li></ul><ul><li>These projects are comprehensive in scope and depth of coverage. At the start, positions in organisations are benchmarked and incumbents holdings those positions are profiled in detail. </li></ul><ul><li>In the next steps, job description and workload of each benchmarked position in reviewed and if necessary, rationalized with reference to business processes. </li></ul><ul><li>The revised job descriptions are then used to review and make necessary amendments in the person specifications and competency profile of each position. The latter is then referred to identify cases where existing incumbents need to be reassigned, retrained, etc. </li></ul>
  28. 28. Tools We have structured tools and resources which are appropriately used depending upon the specific scope of the engagement. We have tools in the following areas: <ul><li>Salary and benefits survey </li></ul><ul><li>Job Analysis </li></ul><ul><li>Job Evaluation </li></ul><ul><li>Competency Assessment </li></ul><ul><li>Organisation Restructuring/Change </li></ul>
  29. 29. Our Core Competencies   <ul><li>Ability to service on a Global basis. </li></ul><ul><li>Good client relations. </li></ul><ul><li>Innovation. </li></ul><ul><li>Motivated employees. </li></ul><ul><li>Marketing culture. </li></ul><ul><li>Strong service reputation </li></ul>
  30. 30. Compensation Research, Design & Development <ul><li>Client Sponsored Surveys </li></ul><ul><li>In-House, Industry wise Surveys </li></ul><ul><li>Surveys in association with Business Today </li></ul><ul><li>Salary Structuring / Re-Structuring </li></ul><ul><li>Fitment of Executives in Proposed Structure </li></ul><ul><li>Performance linked Incentives </li></ul>
  31. 31. Industries We Serve <ul><li>Telecom </li></ul><ul><li>Banking & Financial Services </li></ul><ul><li>Insurance </li></ul><ul><li>FMCG </li></ul><ul><li>Food & Beverages </li></ul><ul><li>Consumer Durables </li></ul><ul><li>Retail </li></ul><ul><li>Information Technology </li></ul><ul><li>Manufacturing </li></ul>
  32. 32. <ul><li>Technologies </li></ul><ul><li>Application Development and integration </li></ul><ul><li>ERP/ CRM/ SCM/ ( Peoplesoft/ SAP/ Siebel etc.) </li></ul><ul><li>Web Technologies (Java/ J2EE/ EJB/ Vignette etc.) </li></ul><ul><li>Web sphere </li></ul><ul><li>Middleware Technologies </li></ul><ul><li>Networking </li></ul><ul><li>Business Intelligence & Data warehousing </li></ul><ul><li>DBA </li></ul><ul><li>Mainframe </li></ul><ul><li>Embedded Systems </li></ul><ul><li>Broadband Networking </li></ul><ul><li>Quality assurance and testing </li></ul><ul><li>Technical writing and documentation </li></ul>
  33. 33. Contact Us <ul><li>Elite Management Consultant </li></ul><ul><li>Contact Person: - Ms Jyoti Tagra </li></ul><ul><li>Designation : - Recruitment & Client Acquisition Head </li></ul><ul><li>Location :- Delhi </li></ul><ul><li>Mobile: - +91-9313679178 </li></ul><ul><li>Email Id: - [email_address] or [email_address] </li></ul><ul><li>Website:- www.elitemanagementhr.com </li></ul>
  34. 34. THANK YOU