People HR Enablers Survey Plus+ division provides services to clients
in business, education and government. We can do all or any aspect
of your job from research to design through data collection, reporting
and analysis.
With a trained staff of full-time and part-time employees dedicated
to efficiency, reliability and accuracy, you can be assured that
you will receive a quality job on time. We pride ourselves on fast
turn around times and our ability to adapt to the needs of our customers.
Utilizing the latest technology, years of experience and efficient
methodology we are able to provide products and services at prices
that cannot be matched in-house. Our analysis includes written reports,
executive summaries, detailed and comprehensive analysis as a result
of statistical procedures which include tests of significance, measures
of the strength of correlation, and regression analysis.
Identifying the underlying difference between work satisfaction
and work delight is at most important to determine the quality of
work. Performing duties and enjoying work is two different way of
doing work with two different attitudes
• What are the levels of morale, distress, and satisfaction
among staff?
• What specific organisational factors are indicated as contributing
to lower morale or greater distress?
• What activities could be undertaken to improve morale or
reduce distress?
• What problems are likely to occur if these activities are
implemented?
• What steps can the organisation take to deal effectively
with those problems?
• What is the likely impact of those activities on the effectiveness
of the individual staff, and on their individual work units?
Quality is never an accident, it is the result of high intention,
and sincere efforts, intelligent direction and skillful execution,
and it represent the wise choice of many alternatives.
• The social, economical & political scenario.
• The people, process, systems followed in industrial
neighborhoods
• The statutory bodies & their process of
operations
Collection of data will be followed by data compilation,
validation and data analysis, with which the company
can lay the foundation of its HR/IR policies for the
factory. Each term of reference will be dealt separately
from the data collection stage to data analysis. Value
adding to our study, we will be providing better alternatives
for company after a root cause analysis of each situation/
term of reference.
• Neighboring political and industrial scenario
• Industrialization
• Political Situation
• Manpower & Recruiting Methodologies
• Industrial Relations
• Role of HR/Plant Personnel
• Non Governmental Organizations (NGOs):
• Note on the relevant state machinery
• Industry practices of other key plants in the
neighborhood
• Outsourcing of Administrative activities and
implications for the unit
• Employment of Contract Labor and Outsourcing
& Compensation….Etc.
So as to gain a complete understanding of the environment, Industrial
Culture, on the basis of which the broad contours of the HR/IR policy
framework can be laid down and facilitate smooth conduct of business/operations.
Team working is about working co-operatively, across cultures and
Organisational boundaries to achieve shared goals.
• Agrees with the team critical success factors for the team
as a whole, and brainstorms ways in which these can be measured..
• Treats the concerns of other departments as important.
• Co-operates to meet team goals even at expense of personal
preferences.
• Recognizes the need for flexibility and sensitivity in dealing
with cross-cultural issues.
• Supports organisational objectives even when disadvantageous
in own department or sphere.
• Shows commitment to the long-term goals of the organisation
• Explains the strategic benefits of decisions to team members
or colleagues.
• Works towards planned career goals and personal ambitions.
Guidelines for building a efficient team culture
• Keep it simple
• Make it global
• Make it measurable
• Provide training and coaching
• Solicit feedback and ideas from the team
• Recognize/reward performance
“Strength lies in differences not in similarities.”
Conflict and grievance is a part and parcel of every business. Main
constituent of every business surrounds with human being and no
human being is similar to one another. Positive conflict can vitalize
business process while a negative can ruin it like a drop of poison
in milk. Hence a balance in conflict and grievance handling can
direct an organisation in propagating effectively.
Gap Analysis: Biggest threat to the organisation/business is changing
scenario of Market. To tune the business with changing market, gap
analysis plays the vital role. Determining the gap between current
and required skills levels is essential in enabling a company to
meet its business challenges. A successful gap analysis program
also maximizes training efficiency, by targeting specific curricula
at specific individuals and eliminating redundant training. It also
provides information that can be used in an outsourcing strategy--particularly
in immediate projects. Gap analysis helps pinpoint the costs of
retraining versus outsourcing and can be used in recruitment activities
as companies equip themselves for specific projects and general
tasks
Skill analysis
Behavioral analysis
An Organisation should identify current skill levels; define skill gaps; and then design, implements, and monitor development plans. An evaluation phase should accompany the plans. As Organisation's gain new understanding of emerging business needs and ascertain the skills required to meet those needs, the cycle begins again.
Customer Service Orientation, Entrepreneurship, Flexibility, Holding People Responsible, Intercultural competence, Leading and developing others, Relationship building for influence, Self Awareness, Self Efficacy, Professional Confidence, Bargaining & negotiation, Team Working and Working Strategically.
To find out more, or to explore this option further
please Contact
