KelsaKonvex® is new approach to HR Audit that is comprehensive and all-inclusive ... helping organizations reorient themselves and get on to the fast track of growth. Conceptualized and Developed by Kelsa Solutions - a leading HR Practice and Consulting Company based out of Chennai and catering to a multinational client base.

1. Konvex
Kelsa HR Audit

2. “ I don’t need an HR audit to tell me
what’s wrong around here…
I know”.
- The CEO of a leading automobile manufacturing company
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3. “Are you trying to tell me how I
should be doing my own job?
I’ve been around for sometime…”
- The HR Head of a multinational IT company.
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4. These are questions frequently asked
and these are people, who today,
are our happy partners.
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5. It is really a question of perspective.
Some use a scale to whip.
We use it to measure.
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6. So what makes us different?
We dwell not on the past or even the present.
Our Audit is from the perspective of the future.
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7. The focus is on “What should be”
not on “What has been”.
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8. So what do you get out of our audit?
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9. 1. Mapping the current HR Systems and Processes
2. Defining the desired Systems and Processes
3. Documenting the need-gap
4. The road map for the future
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10. The Konvex Method
Step I I
Step
Definition of
Organization
Strategy
Step IIII
Step
Definition of HR
Processes
Step III
Step III
Step IV
Step IV
Implementation
of HR Processes
Institutionalization
of HR Processes
Participants
MD & CXOs
HR Team
Managers &
Function Head
Cross section
Of employees
Role
Project Sponsor and
Strategy Driver
Process Initiators
and Owners
Process
Implementers
Process
Beneficiaries
HR Audit typically involves key stakeholders across levels and functions
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11. The Konvex Method
Step I I
Step
Definition of
Organization
Strategy
One-on-one discussion with individual members of the top management team
regarding:
MD & CXOs
Role
Project Sponsor and
Strategy Driver
The organization’s vision, mission, values
•
The business scenario, strategy and plans
•
Participants
•
HR function, its systems, processes and policies
Why Talk to Top Leadership?
Understand alignment with vision, mission, values, strategy and plans.
What if we don’t?
Fragmented vision leading to fragmented policies and processes.
Timeline : On-site/off-site: 2 Days
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12. The Konvex Method
Step IIII
Step
Meet with the HR team to understand:
•The perspectives of the team members as HR process owners in the organization
Definition of HR
Processes
Participants
HR Team
Role
Process Initiators
and Owners
•Review of documentation and records
What if we don’t?
Mis-match of HR Processes with organization's requirements .
Timeline : On-site/off-site: 3 Days
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13. The Konvex Method
Step III
Step III
Focus Group Discussions (FGD) with Managers, Function Heads,
implementers of HR processes and policies, viz, the line managers to
understand the relevance of existing processes.
Implementation
of HR Processes
Participants
Managers &
Function Head
Why talk to Managers and Function Heads?
Understand ease of implementation and relevance to their function.
Role
Process
Implementers
What if we don’t?
We will miss out on the robustness of implementation.
Timeline : On-site/off-site: 4 Days
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14. The Konvex Method
Step IV
Step IV
Institutionalization
of HR Processes
FGDs with the ultimate beneficiaries of the HR systems, processes and policies,
namely, the employees
This will be done to bring out:
•How they perceive the processes and policies as applicable to them.
Participants
Cross section
of employees
Why talk to the beneficiaries?
Understand the level of institutionalization of the processes.
Role
Process
Beneficiaries
What if we don’t
Will miss the opportunity to engage them in the process of
co-creating the future.
Timeline : On-site/off-site: 1 Week
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15. Typical Timeline
Overall, the Audit will need a minimum of 4-6 weeks.
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16. Different needs, different solutions
A sample of the work we've done
Case 1
The need
“Identify gaps against the specified requirements
at Level 3 of the PCMM” – A mid-sized software company.
What the Audit achieved
We helped client prioritize actions…
and linked people processes to business goals…
Leading to a greater degree of organizational success.
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17. Case 2
The need
“Are our HR practices also in line with our Vision 2014?” –
A global leader in Wines and Spirits.
What the Audit Achieved
Provided a clear road-map for the future…with precise
benchmarks…to help the client anticipate and address
bottle-necks.
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18. Case 3
The need
“Do we have the requisite foundation to grow?” –
A speciality metals manufacturing group.
What the Audit achieved
Gave the new management clarity on existing status
and the need-gap – the strategy for growth is now visible.
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19. Case 4
The need
“We know we have minimal systems and processes – but
do not know where to start” – A medical equipment
distribution company.
What the Audit achieved
Set the road map to build a robust HR function with
measurable and achievable milestones. Buy-in from
participants in the audit has made roll-out smoother.
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20. Some clients who we have partnered with
Employee Engagement
Employee Engagement
Setting up HR processes
Setting up HR processes
HR Audit
HR Audit
Culture Study
Culture Study
Mergers & Acquisition
Mergers & Acquisition
Learning & Development
Learning & Development
Organization Diagnostic
Organization Diagnostic
Mentoring Framework
Mentoring Framework
Total Rewards
Total Rewards
Performance Management
Performance Management
Building HR competencies
Building HR competencies
Leadership & Competency
Leadership & Competency
Development
Development
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21. We’ll be happy to partner with you too.
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22. Thank You
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