Strengthening Organizational Capability through HR Strategies

+ Organization structure Capability and Management Development Job Evaluation Performance Management HR Analytics Roadmap to assess & strengthen Organizational Capability

+ 2 HR Ecosystem HR should be looked as an ecosystem and not just an operational function. It spans from designing the organizational structure, understanding the roles and responsibilities of positions, job and salary grading based on industry benchmarks, setting performance management systems in place ensuring proper documentation Identifying and addressing knowledge gaps through training We can go a step further to include HR analytics to leverage insights for strategic decisions

+ Designing an efficient Organization Structure 3 Visual depiction of organization chart planning the reporting structure and key positions Visualizing how organization should be structured Mapping of reporting hierarchies and dependencies *required at the time of setting up or during restructuring / rationalizing exercise

+ Process Flowchart 4

+ Competency Framework 5 Designing and developing a competency framework Competency framework helps capture the pertinent requirements for each role/position through interaction/ discussion with company personnel including functional heads and experts

+ Job Evaluation 6 Job Evaluation - consisting of Job Specification, Job Description and Job Grading (establishing the relative worth of each job position) Job Descriptions (JDs) creating the roles / responsibilities of individual positions, key result areas (KRAs) and reporting structure Job Grading: establishing the level for positions (levels and bands) based on JDs Salary Grading: establishing the salary level for positions (levels and bands) based on industry benchmarks *pre-requisite: industry benchmark report that can be purchased from third party providers

+ Performance Management & Appraisal System 7 Performance Management & Appraisal System aims at establishing and measuring the Key Performance Indices Establishing desired outputs from listed positions to achieve strategic goals and priorities Mapping desired outputs to key result areas (KRAs) Identifying acceptance criteria and measuring yardstick for performance with the KRA Identifying key performance indices (KPIs) Creating a balanced scorecard for easy tracking of high level KPIs

+ Training & Development 8 Training and development aims at creating desired skill sets and/or addressing knowledge gaps that exist within the organization. Design employee engagement plan Identifying desired skill-sets required to achieve the strategic objectives of the organization Mapping existing skill-sets against the desired skill-sets and identifying the gaps that exist Creating a development programme to address the identified gaps through periodic incremental training, and assessing if the intervention achieved its desired objective Adopting corrective action to address variations if any

+ Documentation 9 Documentation includes creation and regular updation of department manuals, job specifications and descriptions, employee handbook and grievance redressal system Department manual roles and responsibilities of departments/functions all essential activities covered and distributed among functions / departments responsibility and accountability established for functions / departments easy reference guide to check if activity in-scope or outside of scope for a function / department Updated job descriptions (and job specifications)

+ Documentation 10 Employee handbook or manual contains company policies and rules applicable to employees duties and responsibilities of employees facilities and privileges available to employees scope and process for disciplinary action scope and process for incentives/rewards Employee / personnel records maintaining updated records for all employees

+ HR Analytics 11 HR analytics Compensation Analytics how much to pay for a given position Benefits Analytics cost to company for a given position Staffing management using non-compensation data to improve staff retention, total cost and performance Strategic HR Identifying key characteristics for recruitment, training and managing total cost to company

+ 12 Why Jadeite Solutions? Jadeite Solutions is a group of social evaluators who are focused on social development; working towards reshaping social change for equitable and sustainable development; by leveraging technical and human components. Our solutions are aligned with Sustainable Development Goals (SDGs) to better engage with our clients and other stakeholders, to optimize impacts, transforming the world for the better. We are committed on strengthening the designs of programs, streamlining the processes and providing the effective data driven solutions that helps entities to structure and streamline their existing processes, develop financial discipline, manage their activities, focus on actionable goals, aligning social outcome with economic outcome and measure real impact of their efforts.

+ Our Experts 13 Omar Pervez Omar Pervez: 18+ years in financial controllership, financial evaluations, process mapping, project management and trainings (PMP, financial resilience, behavioral) Sarbani Banerjee Belur Sarbani Banerjee Belur: Presently working as a Senior Project Research Scientist and Program Manager in the Gram Marg: Rural Broadband project at the Department of Electrical Engineering, IIT Bombay, she did her Ph.D. in Population Studies from the Population Research Centre of the University of Groningen, the Netherlands preceded by MSc in Population Studies from the University of Groningen, Masters in Population Studies from International Institute for Population Sciences, Mumbai and Masters in Sociology from University of Hyderabad. She is IEEE India chair for work-streams 'Affordability' and 'Accessibility' as part of the Industry Connections (IC) Digital Inclusion through Trust and Agency (DITA) Jaya Chittoor Jaya Chittoor: More than 25 years of experience in consulting government, bi-lateral and private agencies in evaluating social projects http://jadeite.co.in/about_us/team/

Our Experts + 14 KK Upadhyay KK Upadhyay: An alumnus of IRMA with over three decades of experience, he was head of FICCI Aditya Birla CSR Centre for Excellence, on board of National Trust, Jan Sthirta Kosh, Global Compact Network and has conducted and commissioned research studies for USAID, UNDP and IIED London. Credited with pioneering Safal Fruits and Vegetable division of Mother Dairy Augustine Veliath Augustine Veliath: 40 years experience as communication strategist, writer, publisher and mentor of which 23 years were with UNICEF contributing to and leading many UNICEF movements including child survival revolution, child rights movement, global movement for children, universal immunization program. Media Advisor to the Government of India, publications manager, journalist and South Asia s leading voice on fifth quintile listening and harvesting conversation Charmaine Fernandes Sharma Charmaine Fernandes Sharma: Honored with Achievement Award in Biotechnology at Asia Pacific Convention in 2002. Working with Govt of Goa on treatment of physical waste Subramanian Narayan Subramanian Narayan: 22+ years of experience in management trainings http://jadeite.co.in/about_us/team/

Contact us + 15 Omar Pervez omar@jadeite.co.in 9818094355 https://jadeite.co.in