HR Systems
» Employee Policy Manual
» Induction Manual
» Training Manual
» Executive Coaching
» Performance Management System
» Competency Mapping
» Organization Structuring
» Assessment Center
» Compensation & Benefits Survey
» Employee Engagement Survey
» Employee Satisfaction Survey
Employment Policy Manual
Sound employment policies provide the principles by which an organization governs its employee relations in a fair and consistent manner. Having all policies and procedures in one manual helps employees be aware of what is expected and can prevent misunderstandings about employer policies. In addition, supervisors and managers are better able to implement policies that are clearly communicated in writing.

Steps in preparing the HR Policy Manual
» Selecting a project coordinator
Establishing a policy committee
» Determining the topics to be covered in the manual
» Gathering information regarding these topics
» Deciding how these topics will be presented
» Drafting, reviewing, obtaining approval for the policy drafts
» Producing the manual
Induction Manual
Ideally, the purpose of any Induction Program is to establish a smooth interface between the newly joined employee and the People and the Processes of the Organization. After going through the Induction Program the newly joined employee is expected to jell well with the culture and the people of the organization, reflect the values of the organization in the job he does and demonstrate proficiency in delivering the ‘goods’ using the processes in the organization.

The contents of this Induction Manual will be:
» Message from the CEO/MD
Introduction of the Company
» Introduction to the Induction Process
» Work processes of various departments and their deliverables
» Specific Induction based on the Job Description of the Employee
» Email templates for responding to each dept. – ‘What did I pick up in this induction?’
» Self Assessment of one’s own Role & Responsibility
» Line and Staff Responsibilities and deliverables
» The Performance Review Parameters and Process
» Brief about Employment Policy
» FAQs asked by the Newly Joined Employee
» Important Phone Nos. and Addresses
This is a broad outline, which can be further customized to bring in more relevance to the Organization’s setup.
Training Manual
The Training Manual will be a standard document, which will contain Training Programs identified for different levels in the organization. According to the competencies identified at each level, within the role, the scope of the Training Topic will differ in terms of the deliverables.

For example: the scope of the program on Leadership Skills will be different for Supervisors, Managers and the Top Management.

Hence, the Training Manual will clearly indicate the contents of a particular program according to the levels existing in each Functional Role.

The Training Manual will also state the guidelines clearly for deciding upon the appropriate Training Methodology as well as the Assessment and the Evaluation process.
Performance Management System
This assignment will be delivered in 4 phases.

Phase 1:
Preparatory Phase.
Phase 2:
Conducting the Job Analysis
Phase 3: Developing the Components of a Performance Management System
Phase 4: Presenting the PMS to the Functional Heads
Competency Mapping / Assessment
Step 1:
Create position profile: describe each position in terms of the competencies most important for successful performance
Step 2:
Rate each person on his current level of proficiency in the competencies identified in his position profile
Step 3:
Discuss with manager: Compare each person's position and person profiles with those developed by his manager and discuss the discrepancies
Step 4: Identify the gaps in competencies for each person in terms of what is required of his position profile
Step 5: Develop a learning plan to reduce the competency gaps for each person
Organization Structuring / Re-structuring
The structure of the organization presents the way people relate to each other and the way in which the business process takes place.

We shall understand the Business Process and the general practice for the way in which people relate to each other.
Step 2:
We shall understand the work process for each functional role and establish the role-links, based on the scope, authority and power delegated for each role.
Step 3: We will present the draft copy of the organization structure, as it should be.
Assessment Center
An Assessment Center can be defined as "a variety of testing techniques designed to allow candidates to demonstrate, under standardized conditions, the skills and abilities that are most essential for success in a given job" (Coleman, 1987).

Phase 1:
» Carrying out Job Analysis
Designing the required Competencies based on Job Analysis
» Designing behavior indicators for the stated Competencies

Phase 2:
» Designing the Assessment Tools (Testing Techniques) for each of the stated Competency
Training the Assessors on how to use the Testing Techniques
» Training the Assessors on how to give Feedback and plan Remedials
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