Custom Projects

Why Us

What we do well

When to engage

How it works

Getting started

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.

Why us

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

What we do well

Develop HR Roadmap

An HR Roadmap details a people strategy that helps the company reach its business milestones. When you are talking about a roadmap, you are typically starting a journey. In an organisational context, that journey is either one of transformation and significant change or one where your business is upgrading.

For instance, the project outline can be thus. A fintech solutions company employs 350 people. They plan to double topline growth while maintaining headcount at below 500, over the next two years. The HR team has to work with business on a new roadmap to support and deliver to that mission

Craft Policies and Processes

Policies and processes form the core of an organisation. They are the foundation on which the business is built. Policies need to be firm, fair and progressive; processes simple, direct and elastic.

Consider this: Should your hiring process include a mandatory reference check system? Yes! However, please note that it adds a week to the turnaround time and impacts productivity and costs. Hiring managers are not too happy! Now you have to think of ways to adhere to delivery SLAs without compromising on rigour and improvement.

Design HR Program

Programs are the content you create. They give your company a unique identity as an employer and lend you a competitive advantage in the talent sphere. Programs grow into best practices.

Let's talk about an internship program. Why do you need one? Does it have to be planned and structured? How will you ensure a great learning experience for them? What about a pre-placement offer policy? Should a manager mentor more than one intern? Execution, as much as design, is vital here.

Draft HR Communication

Effective internal communication means people understand what matters; they feel connected and know what they need to do to succeed. In an information-overloaded and distracted world, making employees listen, read, make sense of and act upon anything is a significant challenge. We study audience, channel and content to develop communication that focuses on "what's in it for me". Visual and interactive designs - short videos, infographics, animated mailers, flipbooks - are essential elements of the plan.

Evaluate HR Tech Solutions

We provide guidelines, checklists and use case scenarios for making savvy technology decisions. Clearly articulating your requirements, prioritising them, arriving at a budget, researching options, presenting your case to business and planning a smooth implementation are critical steps of the process. To illustrate, it usually begins with writing a statement like 'We want a software that will capture and organise our people data to provide useful intelligence that helps the business achieve its goals.'

Others

Refers to HR matters we haven't labelled or categorised. It can include free-flow discussions, brain dates, content you would like to showcase or any matter related to what we have discussed on this page-for example, a session on HR Budgets or a quick review of pulse surveys.

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

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.

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.

Approach:

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.

Approach:

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.

Approach:

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.