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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.
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.
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 )

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Latest Assignment On Hr Consulting

  • 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 )