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© HR Initiatives 2004 The Complete HR Services Firm
Morgan Placement & consultancyHR Initiatives
The Complete HR Services Firm
© HR Initiatives 2004 The Complete HR Services Firm
Morgan Placement & consultancy Pvt. Ltd.
Hopeful RegardsGaurav Sharma
Asst. Manager Talent Acquisition(Head Trainer)
Morgan Placement & Consultancy Pvt Ltd Gwalior-474006 (M.P)
© HR Initiatives 2004 The Complete HR Services Firm
Training & Development Services
We carry out all services relating to “Training and Development” programs for our client organisations like:– Training needs analysis and development needs analysis
– Designing a training strategy to underpin corporate strategy
– Audit of the training function
– Designing learning and development systems tailored to the company's specific needs
– Evaluating the effectiveness of training programmes
– Prioritizing of the training budget
– Surveys in the area of corporate training
© HR Initiatives 2004 The Complete HR Services Firm
Vision & Mission
“To provide innovative HR solutions by continually exceeding customer expectations”
Vision
Use cutting edge technologies Utilize HR best practices
Mission
© HR Initiatives 2004 The Complete HR Services Firm
The HRI Services in HR Consulting
HR InitiativesServices
Training & Development Services
Consulting Solutions
Survey & Studies and diagnostics HR Policy, strategy and business solutions
HR Services Outsourcing
Recruitment Suite Payroll Suite
© HR Initiatives 2004 The Complete HR Services Firm
The HRI Methodology
We follow a methodology of participative consulting aimed at:
Building competencies within the organisation
High bias for implement ability in all our solutions
Buy-in of key employee and opinion groups
© HR Initiatives 2004 The Complete HR Services Firm
Our services in surveys and diagnostic studies are aimed at providing valuable insights on specific issues that clients face.Such services are usually part of a larger consulting solution but are offered as stand-alone products like:
Surveys, Studies and Diagnostics
• Organisational Climate Survey
• Employee Satisfaction Measurement
• Culture Assessment Surveys
• Leadership orientation assessment
• Comp & Benefits Survey
© HR Initiatives 2004 The Complete HR Services Firm
HR SolutionsOur services in HR solutions are aimed at providing tangible benefit perception to our clients:
Strategic HRM
HR Audit & Systems Review
Job Evaluation
Competency Mapping
PMS
Employee Handbook & Induction Manual
© HR Initiatives 2004 The Complete HR Services Firm
Recruitment Suite
Retained Search Mandated assignment for sensitive positions Discrete and focused by department and function
Contingency Search Generic in nature, non-exclusive
Payment on basis of candidate joining
Assessment Centre
Non-Assigned Role Group Discussions. Assigned Role Group Discussions. Interview Simulations. Fact Find Exercises. Oral Presentations. In-Basket Exercises Analysis Exercises. Scheduling Exercises.
Generic Services
Greenfield Projects Job Analysis Competency mapping Compensation design Reference checking
© HR Initiatives 2004 The Complete HR Services Firm
Complete end to end process with options of our/Client’s software in:
Payroll Suite
Processing of
pay slips
Generation of
reportsFiling returns
© HR Initiatives 2004 The Complete HR Services Firm
Training & Development Modules
We have standard training modules in several areas including the list provided below. However we do design and deliver training programs depending on specific client situations:
Presentation skills
Change management
Negotiating
Staff leadership
Selling skills
Effective teams
Conflict management
Coaching and mentoring
Customised Programs at all levels/mediums.
Standard and Customised
Training Modules
© HR Initiatives 2004 The Complete HR Services Firm
Why HR Initiatives?
Wealth of experienceAcross industries
Educational backgrounds
Exclusive clients
Focused attention
Quality and cultural match
Quality and cost awareness
Geographic Presence Delhi, Mumbai and Bangalore
Suite of ProductsFull service or specific based on client requirement
Enhanced value based capability
© HR Initiatives 2004 The Complete HR Services Firm
Prerequisites for Change
Vision: Develop, articulate and communicate a shared vision of the desired change
Need: A compelling need has been developed and is shared
Means: The practical means to achieve vision: planned, developed and implemented
Rewards: Aligned to encourage appropriate behavior compatible with vision and change
Feedback: Given Frequently
© HR Initiatives 2004 The Complete HR Services Firm
An Effective Change Sponsor Must Have
Power: to legitimize change
Pain: Personal Stake
Vision: Total in-depth view
Public/Private Role: Commitment and ability to support change publicly/ meet privately with agents
Performance Management: Ability to reward/confront
Sacrifice: Pursue change despite personal price
© HR Initiatives 2004 The Complete HR Services Firm
What Effective Change Leaders Do
Embrace change when it’s needed
Develop a vision for change
Communicate effectively
Shake things up by challenging status quo and encouraging others to do the same
Stay Actively Involved by walking the walk and being visible about it.
Direct, Review Implementation of change - continued participation - never done attitude. Be in position to notice and coach.
© HR Initiatives 2004 The Complete HR Services Firm
Role of Consultants
Assessment of: management, key players, barriers, opportunities
Coach/Develop/Train: help people adopt new behavior
Plan: Assist in process/knowledge
Values / Vision: Facilitate their development
Redesign Organizational Factors: Rewards, Reports, Re-engineer
Communications: Facilitate the process
Project Management Assistance
© HR Initiatives 2004 The Complete HR Services Firm
Change management
EffectiveChange
Equals
AlteringMind-set
HarnessingMotivation
ShapingBehavior
The Effective Management of Change Involves AnIntegrated Approach In Each Of These Three Arenas
© HR Initiatives 2004 The Complete HR Services Firm
Stages of change management
“Coming to Grips with the Problem”
“Working through the Change”
“Attaining and Sustaining Improvement”
© HR Initiatives 2004 The Complete HR Services Firm
Strategy/change implementation
“Coming to Grips with the Problem”
1.
Arenas of Change
Stages of Change Management
2. “Working through the Change”
3. “Attaining and Sustaining Improvement”
Changing Behavior and Developing Competency and Capability
Behavior(Capability)
Mind-set(Thinking/Understanding)
Breaking the Conventional Mind-set and Generating a Picture of the Future
Dealing with Reactions to Loss and Creating the Will to Succeed
Motivation(Emotional/Intuitive Dynamics)
© HR Initiatives 2004 The Complete HR Services Firm
The technology of leading sustainable changeMind-set
(Thinking/Understanding)
Stage Two:
Arenas of Change
Stages of Change Management
Motivation(Emotional/Intuitive Dynamics)
Behavior(Capability)
“Workingthrough theChange”
Create a vision of the future & articulate the new mind-set.
Help people understand both the big picture & the details.
Communicate the purpose & benefits broadly.
Help people make the link between solving today’s issues & the new plan.
Hold “reality check” meetings to work through the threats, losses, and resistance.
Work through the leaders’ emotion/resistance first.
Use individual gain/loss analysis as as tool.
Discuss how to manage stress. Be supportive of one another.
Develop a new profile of leadership success.
Evaluate the top levels of management in stores.
Involve employees in building change plans.
Reward successes; expect & learn from mistakes.
Drive individual behavior change.
© HR Initiatives 2004 The Complete HR Services Firm
The technology of leading sustainable changeMind-set
(Thinking/Understanding)
Arenas of Change
Stages of Change Management
Motivation(Emotional/Intuitive Dynamics)
Behavior(Capability)
“Attaining & Sustaining Improvement”
Continually update vision of desired future & teamwork.
Create forum for feedback & continuous learning.
Continue to articulate why’s & benefits.
Celebrate & reward successes.
Deal with people who will not change.
Establish two-way communication.
Involve people for buy-in.
Continue to support each other in managing stress & change.
Make sure systems & rewards reinforce desired behaviors.
Train incoming people in the new behaviors.
Coach, give feedback, & reinforce new behavior.
Deal with people who cannot change.
Stage Three:
© HR Initiatives 2004 The Complete HR Services Firm
Addressing mind-setLearn it thoroughly yourself.Build relationships.Explain the purpose of change. Help them understand
& teach concept. Articulate the benefits. Link daily activities to their higher purpose & benefits.Repetition: Provide frequent & consistent
communication about change & what’s needed.Paint a picture of the successful future using best
practices.
© HR Initiatives 2004 The Complete HR Services Firm
Addressing behaviorsModel desired behaviors & attitudes.Clearly define desired behaviors & behaviors that
need to change.Give feedback frequently to reinforce changed
behavior & correct wrong behavior.Coach & teach desired behavior.
© HR Initiatives 2004 The Complete HR Services Firm
SummaryYou have to be comfortable with the change before
you can get others to change.People can’t (or don’t want to) change when they
don’t understand.What, why, how, WIIFM.
You can’t intervene until you understand the situation.
Resistance is part of the change process.Work with it.
Address change at all three levels to be successful.Sustainable change occurs in steps.
Define your priorities. Don’t take on too much at once.
© HR Initiatives 2004 The Complete HR Services Firm
A stepped approach to change
StartX
A journey of a thousand miles occurs one step at a time.
Success
© HR Initiatives 2004 The Complete HR Services Firm