1. Strategy Development Proposal
Proposal for the Development of HR Policies & Procedures

2. Proposal Contents
1. Business & Communication Strategy Development– Phase-01
• Scope of the Proposal
• Strategy Formulation
• Deliverables for Communication Strategy
• Deliverables of Group HR Strategy & Employee Handbook
2. Commercial Proposal
3. Q/A

4. Scope of Proposal
ERN will develop the following Strategies for which will be applicable to all Group
Companies:
1. Development and Implementation of Group Strategic Management Strategy
2. Development and Implementation of Group HR Strategy along with
Employees Handbook
3. Development and Implementation of Internal & External Communication
Strategy for the Group
4. Detailed Comprehensive Staff Training for all the Group Members to executive
all above strategies

5. Art & science of formulating,
implementing, and evaluating,
cross-functional decisions that enable
an organization to achieve its
objectives
Strategic Management – Defined

6. Vision & Mission
Strategy Formulation
UTTA
External Opportunities & Threats
Internal Strengths & Weaknesses
Long-Term Objectives
Alternative Strategies
Strategy Selection

7. Issues in Strategy Formulation
New business
opportunities
Businesses to abandon
Allocation of resources
Expansion or
diversification
International markets
Mergers or joint ventures
Avoidance of hostile
takeover

8. Strategy Implementation
Annual Objectives
Policies
Employee Motivation
Resource Allocation

9. 9
Information and knowledge will have different meaning and value to individuals and
therefore different parts of the knowledge management strategy will affect different people
at different times. Communications should aim to provide timely information in appropriate
ways.
When implementing a complex and ongoing strategy it is important to avoid 'initiative
overload'. Individuals may become frustrated by constant and potentially conflicting
communications.
There are two approaches to communication:
1. the ‘big bang’ branded approach
2. the ‘stealth’ approach.
The former creates high visibility and impact and often includes ‘branding’ of the knowledge
management strategy. However, it is a higher-risk approach as failures will be as well
documented and visible as successes.
The latter focuses on individual deliverables and how they can be used. It is a lower-risk
communication strategy but has less impact. Deliverables may not be linked to the overall
strategy.
Both strategies have merit and organisational preferences will influence the choice. Senior
management need to endorse the approach taken.
Our Approach for designing a communication strategy?

10. 10
Deliverables of HR Strategy and Employee Handbook
1. Welcome Letter
2. Introduction to A One Group
3. Planning for the Future
4. Our Vision
5. Our Mission
6. Our People Philosophy
7. Our People Credo
8. Getting Started
9. Arriving in UAE
10. Your first day
11. Induction
12. Who does what?
13. Passports & Visas
14. Medical Checks & Health
15. Insurance
16. Bank Account Details
17. Contracts & Probation
18. What Employees Can Expect
19. From Us
20. Allowances
21. Transport Allowance
22. Relocation Allowance
23. Education Allowance
24. Pay
25. Frequently Asked Questions -
FAQs
26. Contact Information
27. Employee Letters &
Certificates
28. Leave
29. Tickets & Flights
30. Medical Cover
31. Uniforms
32. Grievance Policy
33. Development & Training
34. Performance Management
35. What We Expect From Our
Employees
36. Employee Obligations
37. Employee Code of Conduct
38. Employee Data
39. Role Profile
40. Personal Authority
41. Working Hours
42. Overtime
43. Ramadan Working Hours
44. Public Holidays
45. Calling in Sick
46. Dress Code
47. Company Vehicles
48. Disciplinary Policies &
Procedures
49. Ending Service
50. End of Service Benefits
51. Final Salary
52. Gratuity
53. Pension for UAE Nationals
54. Retirement
55. Statement of Service
56. Exit Interview
57. Repatriation Tickets
58. Re-employment of former
employees
59. Employee handbook

11. Proposed Future Excellence Model
11
Man
Method Measurement
Machine
Excellence
MOTIVATION
Staff Surveys
Key Performance Indicators
Customer Satisfaction
Staff Satisfaction
Quality Awards
Sheikh Khalifa Award
Business Improvement
Organisational Restructure
IT Systems
Technology
Website
E-Government
Communications
Job Descriptions
Work Alignment
Leadership
Policies and Procedures
Balanced Scorecard
ISO Accreditation
Workflow Studies
Accountability
Business Process Reengineering
Continuous Improvement
Kaizen
Six Sigma
Appraisal & Succession
Process Mapping
Change Management
ERP System
Society Satisfaction
Training & Development

12. 12
Preparation of initial
sales and negotiation
activities
Our Approach for Developing Internal & External Communication Policy
Qualification
International
analysis
International
preparation
International
execution
International
follow-up
+
Submission of questionnaire and
initial interviews to clarify current
business strategy
Preparation Camps
+
+
+
+
Assessment of potential industry
value chains, target markets and
competitive advantages
Mapping of current value
proposition and preparation of
international company presentation
Development of initial international
growth plan to execute and
implement selected business model
and market focus
Extension of target market analysis
to help guide further international
expansion and growth
Qualification camp to assess and
select the most suitable
companies for the program
Market analysis camp to map and
prioritize opportunities in relevant
industries and target markets
Preparation camp to clarify value
proposition and validate strategic
market focus with international
customers and partners
Growth plan camp to develop and
validate detailed plan for
implementing strategic market
focus and business model
Follow-up camp to evaluate and
extend international growth plan
based on first experiences

13. 13
STRATEGIC PLANNING OUTCOME
We can show you…
 How to get where you want to go, with
what you have, or what you can get
 Strategic planning is not about what we
will do in the future,
 Strategic planning is what we will do
now, to make the future how we want it
to be.

15. Commercials
ERN will charge
Option 1- 10,000AED Monthly Retainer for six months including one day at client side
Option 2- 20,000AED one short payment to develop HR Policies & Procedures
in case of option 2, we will charge 1000AED Per Visit.
Payment Terms:
40% Advance
60 % on Delivery
Signed By:
P. Ramakrishnan
Manager Faraday’s Technologies
______________________
Signed By:
Dr Usman Zafar (CEO)
ERN Management Consulting
________________________
Authorized Signatories:

16. ERN Management Consultant
www.ernconsultants.com
jawad@ernconsultants.com
Thanks for Your Attention!