Capability and Management Development Organization structure Job Evaluation

+ Capability and Management Development Organization structure 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 Ø designing the organizational structure, Ø understanding the roles and responsibilities of positions, Ø job and salary grading based on industry benchmarks, Ø setting performance management systems in place Ø ensuring proper documentation Ø 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 Visual depiction of organization chart – planning the reporting structure and key positions n Visualizing how organization should be structured n Mapping of reporting hierarchies and dependencies *required at the time of setting up or during restructuring / rationalizing exercise 3

+ Process Flowchart 4

+ Competency Framework 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 5

+ Job Evaluation - consisting of Job Specification, Job Description and Job Grading (establishing the relative worth of each job position) n Job Descriptions (JDs) – creating the roles / responsibilities of individual positions, key result areas (KRAs) and reporting structure n Job Grading: establishing the level for positions (levels and bands) based on JDs n 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 6

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

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

+ 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 Ø all essential activities covered and distributed among functions / departments Ø responsibility and accountability established for functions / departments Ø easy reference guide to check if activity in-scope or outside of scope for a function / department n n Updated job descriptions (and job specifications) 9

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

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

+ 12 Why Jadeite Solutions? n 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. n 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. n 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.

+ 13 Our Experts n Jaya Chittoor – More than 25 years of experience in consulting government, bi-lateral and private agencies in evaluating social projects n 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 n Subramanian Narayan: 22+ years of experience in management trainings n Vineet Ohri: An IAS officer served government for 22 years n Omar Pervez: 16+ years in project management, process mapping, evaluations and trainings http: //jadeite. co. in/about_us/team/