MindsDirect India

Strategic - Tactical - Operations  

Strategic solutions: Organization structuring and restructuring, Compensation & Benefit planning, Performance Optimization System, Succession planning, etc.

Tactical solutions: Competency Mapping, Skills Audit, Performance Appraisal and many more.

Operations: Staffing Solutions, Training and Development, employee engagement etc.

Check your organization’s Health 

Most organizations have been striving to align people process and business together to meet their goals and it has been a challenge as the organization’s business needs have been changing consistently in line with the changing business environment. Organizations that had realized this have taken initiatives to developed competitive advantage over their competitors by periodically auditing the process involved to manage the human capital. When we observe those organizations who have not realized the necessity of periodical HR audit we find their ability to respond to their business challenges have been weak, as they are not aware of the gaps between the existing and desired levels of HR interventions, and unable to develop an appropriate action plan to bridge the prevailing gaps. HR Audit is done to ensure Human Resource Management System is evolved in line with the organization’s business needs.

What is HR Audit?

HR Audit is like a periodical health check-up, it plays a vital role in stimulating a sense of confidence in the Management and the HR Department of an organisation. It gives a comprehensive evaluation of the existing department’s Structure, Strategies, Systems, Management Styles, Skills / Competencies Culture, Productivity levels and their path to achieve the short-term and long-term goals.

How will HR Audit be beneficial for your organization?

HR Audit will help your organization to:

• Find out the reasons for low productivity & improve HR strategies.
• Identify changes required to make the HR business-driven.
• Bring clarity in roles of various departments and employees
• Identify organizational capabilities and competencies
• Identify organization’s culture and values
• Identify changes required to enhance organization’s  performance

Who should audit the HR process?

HR audit should be executed by an expert HR professional who is not a part of the system; who can give an external purview of the entire process, practices, policies and procedures followed in the organization. Without the external purview the possibility of identifying the scope of improvements is negated. Hence we can say that; If the HR audit is conducted by an internal HR department the objectives of HR audit is not accomplished.

In most cases the need for these services are determined based on the reports generated by HR Audit.

Strategic Initiatives

• OD Interventions
• Competency Mapping
• Supply and Demand Analysis
• Organizational Capabilities
• Career Progression and Succession Planning

HR – Process Development & Documentation

• Evaluate the current Polices & Procedures
• Implementation of Best HR Practices
• Ensure all the Policies, Procedures and Practices are legally compliant 
• Thumb Rule Documentation of entire HR process
• Job Descriptions
• Templates of all Forms, Application, Reports, etc,

Employee Relations

• Employee engagement Initiatives
• Employee Branding Initiatives
• Conflict management
• Retention tool kit – Attrition Management System 

Compensation & Benefits

• C & B Review (Based on market data)
• Periodical Reports
• C & B Benchmarking
• Developing Competitive Compensation Structure
• Incentive Schemes
• Statutory Compliance

Talent Acquisition

• Recruitment – Initial Screening, Campus Drives
• Selection – Competency Based Interviewing, Fitment Analysis

We focus on higher returns at a reduced cost for our clients by making the HR department a revenue center rather than a cost center. It is very important for the HR department and the management to know the organization from the external view which is quite often not possible; as they are a part of the organization and completely engrossed with the day to day operational issues, so it will be wise for the HR department to avail the expertise from the external source to evaluate the organization’s performance. Our observation in the past has shown a minimum of 15% reduction in the cost to the company when the client's fully functional HR department is collaborated with the external experts.

Our methodology being OPO (Organization Performance Optimization) will focus on all the aspects of OD which includes structuring and restructuring of departments, reporting methodology, Knowledge management, Job evaluation, Succession planning, Strategic Initiatives Career progression, C&B, Retention, Hiring, Manpower planning etc. So before implementing OPO System we completely assess and evaluate the organization for creating an effective PIP (Performance Improvement Plan) to ensure better productivity and further focus on having an additional 8% to 12% ROI on the organization's strength over a short period of time.  

Implementation of OPO can help you achieve up to 35% of additional ROI in comparison to the current scenario as it will address all human related issues.

This cost effectiveness is not only due to our expertise and our methodology but also due to function specific and requirement specific billing.

Thus by increasing the efficiency of an internal HR department and by enhancing the operational visibility makes us a revenue center for our clients.

Disclaimer: the above mentioned results are indicative in an ideal situation. The above mentioned percentage depends on the then scenarios of the market

We understand the importance of continual improvement in this highly competitive market. It is very important to encourage our skilled work force to improve continuously to meet the organizational goals; hence we have developed a robust action plan followed by a free flow implementation methodology to ensure that our clients have a well equipped and motivated team to obtain better results.

OUR STAFFING SOLUTIONS