1. S.No TASK DESCRIPTION TIME FRAME COST
MANPOWER To ensure that Ozone has optimum number of people at the 30th Nov
I PLANNING right time at the right costs across levels 2009 15 lacs
To estimate the numbers optimally required to meet the
manpower requirements over a period of time owing to
a Demand Forecasting functional/corporate plans
Aptly estimating the numbers required to meet the additional
b Supply Forecasting manpower requirements
Exploring the possibility of sourcing suitable candidates
(i) Internal sources from within the organization
Filling in the vacant/additional positions from sources
external to the organization, drafting a feasibility &
effectiveness chart of sources of recuitment, suggesting
(ii) External sources efficient alternative sources for hiring
Determining the tasks that comprise a job and analysing the
skills, abilities, knowledge and responsibilities required for
successful performance-drafting job descriptions and job
c Job Analysis specifications
Helps Ozone identify the gaps between the current
manpower (in terms of skill sets, job specifications,
headcount, job descriptions and other parameters) and
d Gap Analysis desired manpower
To provide solutions to bridge the identified gaps by means
of training programs, multi tasking, re-alignment of
e Remedies manpower etc
S.No TASK DESCRIPTION TIME FRAME COST
We assist in framing a fair & transparent compensation
COMPENSATION & system for a positive impact on efficiency & results 15th Dec
II BENEFITS produced. 2009 10 lacs
We assist in categorizing employees as per their jobs & in
Formulating salaries & determining the relative worth of a job in an organization in
a salary structures a systematic, consistent and accurate manner.
Benefits determination process,value of benefits,legally
b Benefits required benefits, retirement,medical & other benefits
Incentives /Pay for Rewarding desired behaviour,designing PFP plans, merit
c performance pay,individual v/s group incentives
Making the number of salary grades and ranges as
d Grading & Banding feasable as possible
We assist in keeping a tab on the prevailing market rates
and devising your salary structures as per rates prevailing
e Market Equity in the market.

2. S.No TASK DESCRIPTION TIME FRAME COST
PERFORMANCE To ensure that the employees are assessed on factors
MANAGEMENT most critical to their job roles per se and also to encourage
III SYSTEM a transparent performance environment 31st Jan 2010 8 lacs
Studying the present PMS system implemented by Ozone
a Prevailing system & recommending changes
Framing the KRAs/KPGs for all positions, devising the
performance parameters based on pre determined
KRAs/KPGs, ensuring that employees are assessed on
b New PMS system parameters relevant to their job role & JD.
Framing a 360 degree feedback mechanism to assess the Feb 2010 till
c 360 degree appraisal performance of top two levels of management March 2010
Educating the top three levels of management on the
manner in which imparting of feedback should happen and
laying down systems to ensure that feedback becomes a
d PMS coaching regular process rather than an isolated event.
S.No TASK DESCRIPTION TIME FRAME COST
Putting a system in place to ensure that suitable employees
SUCCESSION are recruited and developed to fill each key role in the 31st March
IV PLANNING organization. 2010 5 lacs
Identifying key roles
a within the org Identification of talent pool,multiple potential successors
Develop the desired
knowledge, skills, Creation of development plans tailored to individual needs
b abilities & their mapping to desired skills, competencies, JDs, JS etc
Communication of Communication channels to be put into place concerning
c information career oppurtunities within the organization
Identify HR people to act as "coaches" to assist people in
career counselling & to lay desirable competencies for
d Career Counseling senior levels to make it successfully to a higher position.

3. S.No TASK DESCRIPTION TIME FRAME COST
can be will depend
Training shall serve two broad purposes: to help employees decided as on duration
TRAINING & learn additional skills and to help Ozone in retaining and per need of of training &
V DEVELOPMENT motivating employees the hour participation
a Change Management
b Conflict Management
c Team Management
Leadership
d Development
Effective
e Communication Skills
f Motivation
g Time Management
Other trainings as per
feedbacks gathered
h from time to time
i Coaching (for HR )