TalentSeekers PPT

Human Capital Management and Beyond

Capability Document

Table of Contents

a. Key Highlightsb. TS Approachc. Practice Areas

d. Resources - summary profile of key staffe. Why TS could be a suitable HR partner for you?

Key HighlightsOur service portfolio

Our selected clientportfolio

› Performance Management Systems

› Executive Search & Selection Services

› Organization Design & Structuring

Job Analysis

Training and Development

› HR Policies and Procedures

› Salary and Benefits Survey / Design ofCompensation Structure

Deutsche Bank

HDFC Bank

Fullerton India Ltd.

› HSBC Bank

› Kotak Securities Ltd

› Mahindra & Mahindra

› Religare Enterprises

› India Infoline Ltd.

› Aviva Life Insurance

› Bharati AXA Life Insurance

› HDFC Securities

› Motilal Oswal Securities

› ENAM Securities

› On-site HR Outsourcing /Implementation Support

› Human ResourcesManagement and InformationSystem

› Manpower Transition andChange Management

assistance

› Employee Perception Surveys

› Human Resource Audit

› Chola Mandalam Group

› Metlife India Insurance Ltd.

› JM Financial and Group

Carnation Auto India Ltd.

› Sharekhan Ltd.

Tata Capital Ltd.

› Netambit Group

› HDFC Standard Life Insurance

› HDFC AMC Ltd.

› Aditya Birla Money Limited

› Reliance Capital Ltd.

› Vodafone Essar South Ltd. Tata Capital Limited

Key Highlights

› The quality of the work delivered by us has resulted in repeat businessfrom nearly 60-70% of our clients.

› We have structured tools and resources which are appropriately useddepending upon the specific scope of the engagement.

› We are particularly keen about engagements wherein we are required towork with the organisations in implementing solutions.

Your One Stop – End-to-End HR Solution Provider

Human Capital Development PracticeWe are a full service HR Consulting Practice focusing on following areas:

› Performance Management Systems › On-site HR Outsourcing /Implementation Support

› Competency Assessment andPsychometric Testing › Human Resources Management and

Information System› Leadership Assessment

› Outsourced staffing solutions› Executive Search and Selection

Services › Manpower Transition and ChangeManagement assistance

› Organization Design & Structuring› Employee Perception Surveys

› Job Analysis› Management Development Programs

› HR Policies and Procedures› Human Resource Audit - High level

› Salary and Benefits Survey / Design reviewof Compensation Structure

› Human Resource Audit - Detailedreview

Competency Assessment & PsychometricPerformance Management Systems

¶ As competition intensifies in various industries,organisation increasingly recognize value ofcomprehensive Performance Management &Compensation System (PMCS).

¶ Moving away from the conventional appraisalforms/system, we assist companies in designinga PMCS, which objectively & transparently

interlinks targets, competencies,accountabilities, actual performance, variablecompensation and overall organisation

development.

¶ Development and implementation of PMCSrequires a comprehensive understanding of anentity’s operations and business models. In allsuch assignments, we initially spend substantivetime with our clients in developing this

understanding. During such discussions, wealso draw upon our cumulative experience withsimilar entities.

Testing

¶ Determination of core competencies of middleand senior management personnel is animportant aspect in long term plans for careerprogression.

¶ Clients are assisted in undertaking a forward-looking assessment of potential anddevelopment needs of middle and juniormanagement personnel, and correlating suchpotential and development needs with the futureplans of the organization.

¶ The assessment center method (comprising aseries of role playing sessions, groupdiscussions, individual exercises, presentations,etc) is used focusing on each incumbent; wealso ensure that the individual report, submittedsubsequently, is objective and focused.

¶ Relevant Psychometric tests are also used aspart of the process. The results of these testsare interpreted, analyzed and reported by ourassociate and highly trained Clinical

Psychologists.

¶ A strategy for development of concernedmanagement personnel may also be included aspart of the engagement deliverable.

Leadership Assessment Search and Selection Service

¶ Assessment of true leadership potential of its ¶ We initiate the process by spending time withsenior management staff is a MUST for any clients to understand their recruitment goals,organisation to define its future leaders, who position specifications, hiring processes andcould take up the role of CEO, Business Unit company culture. We pay emphasis on

Head, Regional Head, etc. understanding the personality of the organisationand concerned personnel.

¶ Our Leadership Assessment Assistance ispositioned distinctly from Competency ¶ On an ongoing basis, we interview, pre-screenAssessment & Development Center Assistance, and technically evaluate candidates to build ain that the former focuses exclusively on senior ready database of suitable candidates.management personnel and while themethodology for the latter is oriented towards ¶ Our large resume databank is continuallyjunior and middle management staff. updated by sourcing CVs through advertisements

and referrals.¶ Our approach starts off by developing a deep

understanding of the organisation’s vision and ¶ As a value added measure, we also offer theobjectives. The composition of actual option of carrying out various Psychometricassessment workshop, being flexible to client’s assessment tests keeping in the mind therequirements, could consists of a series of requirements of the position. This furtherexercises including Advanced Personal reinforces the quality of the match.

Assessment questionnaire, Psychometric tests,role playing sessions, group discussions,individual exercises, etc.

¶ Upon completion, separate report is prepared oneach participant. Our staff also assist companiesin sharing the feedback with the concernedemployees.

Organization Design & Structuring

Organization Design engagements are aimed atreviewing the adequacy of organizational structure vis-a-vis long term objectives of the client and includeservices for:

¶ Documentation and understanding of currentstructure, reporting relationships and governanceprocess.

¶ Understanding of functional profiles ofdepartments.

¶ Understanding of employees’ demographics.

¶ Understanding external operating environment ofthe client and practices of

competitors.

¶ Identification of areas of reform.¶ Translation of long-term objectives intoorganizational requirements.

¶ Development of recommended structures,hierarchy, reporting relationships, committee andmanning levels.

Job Analysis

¶ Job analysis is a fundamental step towardsensuring appropriate job assignment (PeopleFit)and a seamless organisation

¶ Job Analysis involves developing positiondescriptions defining the purposes, objectives,roles, and responsibilities of various positions inthe organization together with the person

specifications for each position.

¶ Standard Operating Procedures for variousfunctional areas are reviewed. This review iscritical for creating a linkage between operationalrequirements and job responsibilities asunderstood and practised by employees.

¶ The resulting Job Descriptions and PersonSpecifications are used to evaluate the jobs usinga point rating system to determine the relative

significance of various jobs in the organization.

HR Policies and Procedures

¶ Availability of documented human resourcespolicies and procedures facilitates the dischargeof HR function in an organization and is a keycomponent in ensuring the presence of an

effective HR culture.

¶ Clients are facilitated in determining their needsin this regard and to formulate and compileprescribed policy and procedures adapted to

their specific needs. During this interaction, wedraw upon our experience of HR practices, asobserved in different operating environmentsand industries.

¶ Clients are also assisted in the effectiveimplementation of prescribed policies andprocedural guidelines to ensure that intendedobjectives are achieved.

Salary and Benefits Survey /Design of Compensation

StructureClients are assisted in evaluating and aligning theirexisting compensation structures vis-a-vis market andindustry practices and enterprise’s own corporate

objectives and include services for:

¶ Identification of benchmark positions anddevelopment of job summaries and list ofcomparator organizations

¶ Solicitation of participation from comparatororganizations and circularization of DataCollection Questionnaire.

¶ Evaluation of compensation data with marketstatistics and identification of reasons fordeviation(s).

¶ Preparation of recommendations, highlightingimplication of probable deviations

¶ Development of proposed compensationstructure incorporating recommendations agreedwith the client

On site HR Outsourcing / ImplementationSupport

On-site HR Outsourcing

¶ We work on-site with clients to provideassistance with policy and programdevelopment, compliance with relevancestatutes, recruitment, training and development,performance management, compensation andbenefits administration, leave administration,workforce administration, etc.

¶ Some of the visible benefits which accrue toclients in such arrangements include costreduction, improved service delivery, ability tofocus on core business and an opportunity toleverage expertise not available internally.

Implementation support

¶ We are particularly keen about providingimplementation assistance to clients. We workwith organisations in ensuring that the

recommended solutions are appropriatelyimplemented. The assistance, generallyprovided on-site, takes the form of training,coaching, guiding concerned staff on

implementation issues, resolving queries,addressing unforeseen situations, etc.

Human Resources Management &Information System

¶ We are in the process of strategic tie-up with acomprehensive Open Source software forfacilitating Human Resource Management. Thesoftware is being developed using cutting edgeOpen Source technologies - Apache Tomcat,MySQL, JAVA Server Pages, etc.

¶ Currently, the process is in advanced stageUpon completion, it will havethe following modules:

- Recruitment Management

- Employee Record Management

- Benefits Management

- Leave Management

- Compensation Management (includescomplete payroll functionality)

- Time sheet Management

Outsourced Staffing Services

¶ Without having to hire a full-time permanentemployee for a short-term assignment, our clientsengage staff as per their requirements.

¶ From a client’s perspective, short-termassignments work well for minimizing projectoverload, reducing staff overtime, and meetingdeadlines, or they may wish to add long-term or

project oriented personnel to augment their corestaff and infuse new talents into their operations.

¶ We have a pool of qualified candidates fromwhich clients can choose the desired skills.

¶ Our staff can work on a project-to-project basis,providing relevant skills without incurring the costof hiring a full-time permanent employees.

Manpower Transition & ChangeManagement Assistance

We assist companies in addressing HR related issuesarising out of major restructuring exercises includingprivatization of state owned enterprises, merger of

corporations and other forms of corporate restructuring.These include:

¶ harmonization of HR policies and compensationstructures;

¶ redundancy management;

¶ development of voluntary separation schemes;

¶ exit strategies for surplus manpower;

¶ communication strategies for employees;

¶ Induction of new talent;

¶ Synthesizing different work cultures;

¶ revised organizational structure; and

¶ manning schedules and other related issues.

Employee Perception Surveys

¶ Employee Perception Surveys [also known asClimate Surveys] are widely used in organizationsallowing the management to develop anunderstanding of employee perceptions on variousorganizational matters. Employees in everyorganization act on the basis of their perceptions;hence it is appropriate that the management shouldstrive to be aware of employees' views on many

job-related subjects.

¶ The benefits of these employee perception surveysare manifold including obtaining confidential inputfrom managers and employees, showing the

workforce that their opinions are important andneeded, identifying areas of concern which requireattention and offer the greatest opportunity forimprovement, and helping prioritize employee workobjectives to improve productivity and

performance.

¶ Our Core approach for this area starts fromunderstanding the clients’ concerns, articulatingissues to be addressed in the survey, designing &finalizing the questionaire, conducting the actualsurvey, tabulating results and report findings foreffective use by the management.

Management Development Programs

¶ In pursuit of providing end-to-end solutions to ourclients HR related issues, we are currentlydeveloping a detailed Training Portfolio. Oncedeveloped, it would cater to the current andevolving requirements of the Corporate sector,Government, Social sector institutions, etc.

¶ We would offer courses on various functional areascovering Finance, Risk Management, Logistics,Operations, Human Resource Management,Leadership, etc.

¶ Our courses are designed to suit the requirementsof employees at different management levels.Resultantly, our training roster consists of 1-day

seminars, 2-days , 3-days, 4-days, etc. programs.

Human Resource Audit - High levelreview

¶ HR Audit is a structured tool used for identifyingareas relating to Organization and Humanresource development, which needs to reinforced.Aspects relating to organization and humanresources are assessed through a series ofchecklists and discussions.

¶ Once the checklists and discussions have beencompleted, the implications of various findings areanalysed and evaluated in the context of currentand long-term objectives of the organisation.

¶ The primary perspective embedded in thisanalysis is to ascertain the extent of synergiesbetween the Organization and HR policies andpractices of the organization and its long-termobjectives and strategies.

¶ The areas of reform, identified as a result of thisanalysis, could then be addressed through well-defined and developed programs.

¶ The areas, which are covered through the HRAudit checklist, include the following:

- Organization Structure- HR Policies and Procedures- Compensation Management

- Training and Human resource development

TalentSeekers – Recruitment Process Delivery

TalentSeekers – T&D Approach

Resources: Summary profile of Key staff

Amritpal Singh

Founder & Principal Consultant

A seasoned top management professional with expertise in steering operations ,providing HR Solutions , relationship management multifunctional leadership to conceptualize, plan , manage resources to provide services in diversified industry and clients. he has dynamic relationship management skills with senior and top management professionals in BFSI.

Resources: Summary profile of Key staff

Anmol Singh

Strategic Consultant

He is astute, enthusiastic & result oriented professional with over 14 years of extensive Automobile experience, business development, brand promotion, dealer network management & after-market service. Excellence in conceptualizing, planning, execution, monitoring and resource management skills. He has rich experience to work with companies like Volvo , JCBL , Carnation , Toyota in senior management level.

Mr Singh holds a degree of BE-Mechanical and MSc-Operations Management (UK)

Resources: Summary profile of Key staff

Moninder Singh

Amit Talwar

Mukesh Singla

An incisive professional with over 15 years of experience in Automobile Business Development, Marketing, Service Support & CRM , Significant experience in tapping prospects, analyzing their requirements, rendering guidance to the clients and negotiating business deals to accelerate the growth. An effective communicator with excellent relationship building & interpersonal skills. Strong analytical & problem solving abilities. Before Associating with Talent Seekers he worked with Sonalika Group , Carnation Auto s in management profiles .

He is dynamic & competent professional in Financial industry with over 15 years of extensive & fruitful experience in business development, operations planning & management, process enhancement, quality assurance, client servicing, team management. Before Associating with TalentSeekers his last assignment with Motilal Oswal Securities Ltd as Associate Vice President in operation management.

An astute professional with More Then 10 Years of accomplished career track of delivering sustaining results , proactive leader and planner with expertise in Sales, Marketing, Business Development and Channel Management (Specially in HNI-Segment) in Banking, Financial Services, Insurance with skills in planning and execution. Worked with some of leading financial companies in middle and top managements like ICICI Prudential , Reliance Money , Kotak Bank . Before associating with TalentSeekers his last assignment with Indusind Bank Ltd as Chief Manager .

Why TS could be a suitable HR partner for you?

What You Require ?

Good understanding of localmarket dynamics

Good standing with the Clients

Compatibility between our skillset and future market

requirements

Appropriate level of internalmanagement depth

Keen implementation support

Why Us ?

Our resources have substantive experience in diverse industries and various operatingenvironments. On a regular basis, we also interact with Industry and Business leadersto remain up to date on current and likely developments.

We pay special importance to this factor. The quality of the work delivered by us hasresulted in repeat business from nearly 60-70% of our clients. Based on

information available till date, this is the highest ratio amongst all the managementconsulting firms in India.

We currently have and continually strive for ensuring a high degree of match betweenindustry requirements and our internal skill set.

Our Partners have spent considerable time in the consulting profession before startingTS. Resultantly, they have a good understanding of the internal dynamics of a

consulting firm, project execution, quality assurance, team development and knowledgebuilding.

We are particularly keen about engagements wherein we are required to work with theorganisations in implementing solutions. That is to say that we just do not deliver

‘manuals and reports’ only; we strive to deliver results.

ContactsHead Office: Ludhiana (Punjab)TalentSeekers#Madhok Complex Suite 5 , Third Floor Ferozepur Road , Ludhiana - 141001 , Punjab ( India ) Ph. 91- 078140-88899 , 098888-88126,[email protected]

Branch Office - Mumbai TalentSeekers32,1st Floor Radhakrishna Building Parsi Panchayat Road Andheri(East) Mumbai-69022-64407746,093223-80050,[email protected]

Email: [email protected]