Strategic Services

Our HR Strategical Services involves the implementation of HR programs, develop future-oriented process, contribute long-term business objectives, and solve several business problems. It presents great opportunities as well as challenges for HR professionals.

Organizational Design & Structure

1 – Get The Stage

  • Business Strategy
  • Organizational Processes
  • Identify Requirements

2 – Gather Data

  • Assess Current Structure
  • Assess Key Work flows :
    • measures & performance
    • Roles
    • Gap Analysis
    • Change Readiness

3 – Design & Develop

  • Determine Design Goal
  • Draft Strategic Organization Structure
  • Job Skills requirements
  • Priorities
  • Develop new tools , formats and measure of success for the proposed Changes.

4 – Implement & Evaluate

  • Engage Key Stakeholders
  • Design Selection Process
  • Change Plan
  • Measuring Success & Employee Satisfaction
  • Monitor & Track (Trimester Review)

  • What is Organizational Design & Structure

Organization Design determine the flow of responsibility and authority within the organization structure.  

Organization Structure is the outcome of the Organization Design and it determine the hierarchy and the information flow between different levels of Management.

  • The benefits of Organizational Design & Structure Service

  • Enhance business performance by aligning structure and people to the strategy
  • Strip out unnecessary organizational complexity, role ambiguity, and simplify the work processes to develop more effective organization units
  • Improve cross-functional working, and reduce costs
  • Streamline your decision making processes to clarify accountability and improve responsiveness and agility
  • When to Consider an Organizational Design & Structure

  • Starting up a new company or division
  • Want to execute aggressive growth plans
  • Business strategy has changed
  • Organization is not delivering the expected performance
  • Entering new markets or exiting some others
  • Need to improve your position in current markets
  • Need to reduce some of the barriers to working regionally/globally/cross-sector/ function/department etc.
  • Can’t afford your current organization
  • Have a major change in the external environment – new competitors, new technologies or new regulations
  • Deliverables

Organization Structure. The same entails the following:

  • Updated Functional and Positional Structure
  • Updated Functional Statements (Departmental Activities)
  • Tools to measure the Success
  • Implementation Plan for the Proposed Changes

Job Analysis & Job Description

  • What is Job Analysis & Job Description

Job Analysis can be understood as the process of gathering information related to the specific job (knowledge, skill, and ability). Job description is a document indicating what a job covers, i.e. tasks, responsibilities, duties, powers and authorities, attached to a job.

  • Key Differences Between Job Analysis and Job Description:

  • The careful study of each and every aspect of a particular job is known as Job Analysis. A descriptive statement that lists out all necessary job facts is known as Job Description.
  • Job Analysis is performed first, on the basis of which Job Description is created.
  • Both Job Analysis & Job Description is developed only in a written format.
  • Job Analysis is a process, whereas Job Description is a statement.
  • When to Consider a Job Analysis & Job Description

  • Recruitment and Selection:helps in determining what kind of person is required to perform a particular job. It points out the educational qualifications, level of experience and technical, physical, emotional and personal skills required.
  • Performance Analysis:Essential , to check if goals and objectives of a particular job are met or not. It helps in deciding the performance standards, evaluation criteria and individual’s output.
  • Training and Development:Can be used to assess the training and development needs of employees. The difference between the expected and actual output determines the level of training that need to be imparted to employees.
  • Compensation Management:it plays a vital role in deciding the pay packages and benefits and fixed and variable incentives of employees. After all, the pay package depends on the position, job title and duties and responsibilities involved in a job.
  • Job Designing and Redesigning: The main purpose of job analysis is to streamline the human efforts and get the best possible output. It helps in designing, redesigning, enriching, evaluating and also cutting back and adding the extra responsibilities in a particular job. This is done to enhance the employee satisfaction while increasing the human output.
  • Deliverables:

Updated Job Analysis which include:

  • Job Description : Contains Job Title, Location, Job Summary, Duties, Machines/Tools and Equipment used, Materials and Forms used, Supervision given to or received from, Working conditions, Hazards.
  • Job Specification : Contains necessary Human qualifications for each Job ( Education, Experience, Training, Judgment, Initiative, Physical effort, Physical skills, Responsibilities, Communication skills, Emotional characteristics .


  • Identify Objectives
  • Identify Sources of Data

Prepare & Communicate

  • Identify Jobs and Methodology
  • Review Existing Job Documentation
  • Communicate the Process


  • Gather Job Analysis Data ( Interviewing ,Observations, etc.)
  • Review and Compile Data (Tasks, Job Contexts, etc.)


  • Draft Job Desc and Specification
  • Review Draft with Client
  • Identify Client Recommendations
  • Finalize Job Desc.


  • Continuous Update as Organization Changes
  • Periodically Review all Jobs

Job Evaluation

  • What is Job Evaluation

Job evaluation is the systematic process for assessing the relative worth of jobs within an organization. It involves a systematic study and analysis of job duties and requirements. It allows employers to analyze jobs in terms of both salary and organizational fit.

  • Deliverables

  • To determine the salary and grading of job descriptions ensuring appropriate compensation levels and vertical alignment of (all posts is the Client Organization
  • To promote best practice compensation practices that result in the hiring and retention of the highest Caliber of Professionals.
  • To review and update all job descriptions if needed
  • Objectives of Job Evaluation

  • Provide a standard procedure
  • use for determining the relative worth of each job in a plant.
  • Determine equitable wage differentials between different jobs in the organization.
  • Eliminate wage inequalities.
  • Ensure that like wages are paid to all qualified employees for like work.
  • Form a basis for fixing incentives and different bonus plans.
  • Serve as a useful reference for setting individual grievances regarding wage rates.
  • Provide information for work organization, employees’ selection, placement, training and numerous other similar problems.
  • Provide a benchmark for making career planning for the employees in the organization.

  • Job Analyzed
  • Job Desc. Reviewed & Updated


  • Know How
  • Problem Solving
  • Accountability

Evaluate & Develop

  • Job evaluated
  • Job Structure Developed


  • Assign the relative Job Weight

Grade & Salary Structure

  • What are Grade & Salary Structure

Grade Structure consists of a sequence or hierarchy of grades, bands or levels into which groups of jobs that are broadly comparable in size are placed.

Salary Structure is defined by the number of grades, the span or width of the pay ranges attached to each grade. It define the different levels of pay for jobs or groups of jobs by reference to their relative internal value as determined by job evaluation, to external relatives as established by market rate surveys.

  • Benefits of Grade & Salary Structure

  • Emphasis on Specialization and Seniority
  • Motivates employees to perform better and thus move up through organizational ranks over time
  • Easy to Administer
  • Stable and Predictable
  • Allow for Decisions About Internal Alignment
  • Allow Placement for Jobs That Don’t Have a Market Benchmark
  • Deliverables

  • Prepare a model of the job grading ( Job Families with Grade and Levels for each family based on Rates)
  • Prepare a clear salary structure for individual staff salaries.
  • Prepare a full Market research for Jobs / Positions benchmarking .
  • Work alongside and build the capacity of the local HR Team so that they are able to prepare future pay reviews
  • Assist in implementing the salary scale and job grading structure as needed.
  • Prepare presentation and/or communication of documentation for all staff on the salary survey and job grading results.

 Understand Clients’ Strategy and Pay philosophy

Organize Jobs into Grades & Levels

Conduct Market Research

  • Determine Range Spread
  • Decide on Jobs not matching the Range 

Updating & Aging

HR Policies & Procedures

  • What are HR Policies and Procedures

POLICIES : Statements of Intent To Guide and Direct People. It Sets The Overall Tone of Your Company .

PROCEDURES: “HOW TO”. The Steps Employees Should Take To Enact a Specific Policy .

PROCESSES: How Procedures in Entire Company Align With One Another. It Details Who is Responsible.

  • Deliverables:

HR Policies & Procedures Manual covering:

  • Policies.
  • Process flowcharts.
  • Forms (If needed).
  • Our Objective:

Develop the HR Policies and Processes covering all core HR functions in line with the local laws & regulations


  • Obtain and review current HR Policies & Processes (if available).
  • Identify areas for improvement in line with the local Labor law and with leading practices.
  • Discuss the process flows with concerned stakeholders and obtain inputs/comments.
  • Document and discuss HR policies & processes with the concerned stakeholders.
  • Obtain approval on the HR policies from the concerned stakeholders.
  • Finalize the HR Policies & Processes Manual.