What we do well
When to engage
How it works
The world of Human Resources is vast. Each stage of the employee life cycle has hundreds of processes. Each process impacts the individual employee as they work and interact with their employer. Every point of contact is then an experience, and we help you deliver some great experiences.
The math is simple. We have more than 100 years of cumulative corporate HR work experience amongst us. That means we have been part of a million employee moments across industries, geographies, cultures, failures and successes. We paired that functional know-how with technology and built this space for you to explore. It all adds up
When to engage
A Your project or program is ready. However, before you take it to your audience, you would like a few fresh ideas or feedback from fellow professionals, could do with some help on the communication plan and collaterals.
B You want to collaborate and work on a program together. For example, upgrade and illustrate an Employee Handbook that reflects your organisation's new culture and policies. Or modify and rewrite competency definitions.
C You know what you want and would like us to work on it end-to-end. We will deliver to agreed-upon specifications and timelines. For example, custom design an OKR-based goals template. Or develop content for a training program
How it works
Bizzy, our smart virtual workspace combines modern user technology with traditional human connect. Bizzy is a one-stop-shop for all project-related documents, communication, updates and chats. So, no more going back and forth between phone calls/video chats, email, hard drives and Gantt charts to monitor and manage your work - you simply log in to your account and find everything in one place. It is a lifetime account; you will have access to all your material, including mails, long after the project is over.
1 Share details - The questionnaire collects broad outline of your project, with reference to project category, duration and budget to begin the discussion.
2 Introduction & Scope of work - One of our consultants will reach out to you and understand the scope of work, explain the process and define the deliverables. This call will be an in-depth assessment of your requirement, discussion on delivery modes, timelines and budget allocation. Would be a good idea to include internal stakeholders to get additional inputs, e.g. business leader or other team members.
3 Project Scope sign off - Post discussion, we will share detailed project scope for sign off. Once approved, payment link will be shared.
4 Account Creation - Post initial payment, you will receive login credentials for Bizzy.
Examples of work done
Develop HR Roadmap
The Company: Growing start-up operating in the mobile payment segment.
Task: Having had exponential growth in the last 2 years, the company had expansion plans to take the business overseas. Armed with a sound business strategy, great marketable product, and efficient processes; they needed a strong people strategy to align with their expansion goals. As it's the people within the organization who actually execute on the strategies, plans, and processes to make a business successful.
1. Understand the business objective for the next year and anticipate key changes that would arise due to expansion.
2. Compile a skill inventory to assess current skill capability, identify future requirements and define measures to bridge the gaps.
The result: A roadmap that aligns with the business expansion goals, with detailed milestones for manpower plan & hiring, training programs to reskill/upskill current employees, process refinement to encourage internal movement; thereby building people strategy and capability for the next phase of company growth.
The Company: Food & grocery Ecommerce company, operating in South India.
Task: The Covid19 lockdown and other social distancing measures which compelled consumers to order online groceries and food essentials, resulted in the company undergoing exponential growth! While this is great news for any organization, it led to the need for a significant increase in employees over a short period of time. The company's incumbent HR processes were unable to support the revised resource profile, resulting in a high number of HR related issues. The task was to identify and deliver the required enhancements to the company's HR processes and procedures.
1. We started with an HR audit of the current practices, interviewed leaders to understand their short term and long-term goals, reviewed common employee grievances and capability issues.
2. We then identified essential processes & policy revisions that needed immediate action and put them in place. For Example: Employee working shifts required revision due to people restrictions arising out of social distancing norms. This meant redefining the working hours, breaks and leave associated with it.
The result: The final audit report consisted of a list of projects and initiatives, in the order of urgency & importance, along with completion timelines. On implementation of these updates in HR policies and practices, employee related decisions were consistently applied across business, reducing ambiguity and increasing uniformity in communication with the employees.
The Company: An Indian multinational auto manufacturing company.
Task: HR had presented a competency framework to the business leaders that hadn't gone down well. It needed an overhaul. The task was to re-write the competencies in an employee-friendly lexicon as the seniors believed that the majority of the workforce would not understand or assimilate what was being said.
1. Albert Einstein has rightly said "The genius is in making the complex simple". We began by re-writing the competencies in simple, everyday language; avoiding jargon and using illustrations that were picked from an employee's regular day of work.
2. Created a menu of possible sentences that managers can use as indicators for each proficiency level, akin to automated responses but with greater predictive depth and complexity.
The result: A competency framework that was well received at all levels. Employees who understood what the job required and skills needed to develop and move up. Managers who aligned with the competencies and assessed their team members in a fair and objective manner.