kelsakonvex® - an all-new 360º hr audit for businesses
DESCRIPTION
KelsaKonvex® is new approach to HR Audit that is comprehensive and all-inclusive ... helping organizations reorient themselves and get on to the fast track of growth. Conceptualized and Developed by Kelsa Solutions - a leading HR Practice and Consulting Company based out of Chennai and catering to a multinational client base.TRANSCRIPT
KonvexKelsa HR Audit
www.kelsasolutions.com
“ I don’t need an HR audit to tell mewhat’s wrong around here…I know”.
- The CEO of a leading automobile manufacturing company
www.kelsasolutions.com
“Are you trying to tell me how I should be doing my own job?
I’ve been around for sometime…”
- The HR Head of a multinational IT company.
www.kelsasolutions.com
These are questions frequently askedand these are people, who today, are our happy partners.
www.kelsasolutions.com
It is really a question of perspective.
Some use a scale to whip.
We use it to measure.
www.kelsasolutions.com
So what makes us different?
We dwell not on the past or even the present.
Our Audit is from the perspective of the future.
www.kelsasolutions.com
The focus is on “What should be” not on “What has been”.
www.kelsasolutions.com
So what do you get out of our audit?
www.kelsasolutions.com
1. Mapping the current HR Systems and Processes
2. Defining the desired Systems and Processes
3. Documenting the need-gap
4. The road map for the future
www.kelsasolutions.com
Step IStep I
The Konvex Method
Definition of Organization
Strategy
Step IIStep II
Definition of HR Processes
Step IIIStep III
Implementation of HR Processes
Step IVStep IV
Institutionalization of HR Processes
MD & CXOs
Project Sponsor and Strategy Driver
HR Team
Process Initiatorsand Owners
Managers &Function Head
ProcessImplementers
Cross sectionOf employees
ProcessBeneficiaries
Participants
Role
HR Audit typically involves key stakeholders across levels and functions
www.kelsasolutions.com
Step IStep I
Definition of Organization
Strategy
MD & CXOs
Project Sponsor and Strategy Driver
Participants
Role
Timeline : On-site/off-site: 2 Days
Why Talk to Top Leadership?Understand alignment with vision, mission, values, strategy and plans.
What if we don’t?Fragmented vision leading to fragmented policies and processes.
The Konvex Method
One-on-one discussion with individual members of the top management team
regarding:
• The organization’s vision, mission, values
• The business scenario, strategy and plans
• HR function, its systems, processes and policies
www.kelsasolutions.com
Participants
Role
Step IIStep II
Definition of HR Processes
HR Team
Process Initiatorsand Owners
Timeline : On-site/off-site: 3 Days
What if we don’t?Mis-match of HR Processes with organization's requirements .
Meet with the HR team to understand:
•The perspectives of the team members as HR process owners in the organization
•Review of documentation and records
The Konvex Method
www.kelsasolutions.com
Participants
Role
Implementation of HR Processes
Managers &Function Head
ProcessImplementers
Timeline : On-site/off-site: 4 Days
Why talk to Managers and Function Heads?Understand ease of implementation and relevance to their function.
What if we don’t?We will miss out on the robustness of implementation.
Focus Group Discussions (FGD) with Managers, Function Heads, implementers of HR processes and policies, viz, the line managers to understand the relevance of existing processes.
Step IIIStep III
The Konvex Method
www.kelsasolutions.com
Participants
Role
Step IVStep IV
Institutionalization of HR Processes
Cross sectionof employees
ProcessBeneficiaries
Timeline : On-site/off-site: 1 Week
Why talk to the beneficiaries?Understand the level of institutionalization of the processes.
What if we don’tWill miss the opportunity to engage them in the process of co-creating the future.
FGDs with the ultimate beneficiaries of the HR systems, processes and policies, namely, the employees
This will be done to bring out:•How they perceive the processes and policies as applicable to them.
The Konvex Method
www.kelsasolutions.com
Typical Timeline
Overall, the Audit will need a minimum of 4-6 weeks.
www.kelsasolutions.com
Different needs, different solutionsA sample of the work we've done
The need“Identify gaps against the specified requirementsat Level 3 of the PCMM” – A mid-sized software company.
What the Audit achievedWe helped client prioritize actions…and linked people processes to business goals…Leading to a greater degree of organizational success.
Case 1
www.kelsasolutions.com
The need“Are our HR practices also in line with our Vision 2014?” – A global leader in Wines and Spirits.
What the Audit AchievedProvided a clear road-map for the future…with precise benchmarks…to help the client anticipate and address bottle-necks.
Case 2
www.kelsasolutions.com
The need“Do we have the requisite foundation to grow?” – A speciality metals manufacturing group.
What the Audit achievedGave the new management clarity on existing status and the need-gap – the strategy for growth is now visible.
Case 3
www.kelsasolutions.com
The need“We know we have minimal systems and processes – but do not know where to start” – A medical equipment distribution company.
What the Audit achievedSet the road map to build a robust HR function with measurable and achievable milestones. Buy-in from participants in the audit has made roll-out smoother.
Case 4
www.kelsasolutions.com
Some clients who we have partnered with
Employee EngagementEmployee Engagement
Mergers & AcquisitionMergers & Acquisition
Total RewardsTotal Rewards
Setting up HR processesSetting up HR processes
Learning & DevelopmentLearning & Development
Performance ManagementPerformance Management
HR AuditHR Audit
Organization DiagnosticOrganization Diagnostic
Building HR competenciesBuilding HR competencies
Culture StudyCulture Study
Mentoring FrameworkMentoring Framework
Leadership & Competency Development
Leadership & Competency Development
www.kelsasolutions.com
We’ll be happy to partner with you too.
www.kelsasolutions.com
Thank YouThank You