Bespoke HR Consulting

Employee Engagement Practices

Human Resources form the pivotal resource in any organization and maintaining an engaged taskforce needs no special mention.  Our expertise lies in

• Conduct employee satisfaction surveys, periodic dipsticks, implementation of effective strategies – top down and bottom up
• Coach and guide the organization to become a great place to work
• Conduct exit interviewsand stay interviews to draw up long term employee retention initiatives
• Identify existing practices and cultural mindsets, initiate and establish feedback mechanisms
• Training middle and senior management teams for effective engagement with teams via communication, motivation and building trust.  
• Introduction of Rewards and Recognition programmes, work-life balance initiatives, career development programmes, team building activities and tracking such initiatives consistently with metric bound precision are right up our alley.

Don’t have a HR on board but require HR Expertise at short notice?  Why spend hours of search for a consultant when BCL can offer the same within hours?!    We offer HR On Call services effectively without the cost that comes with full time employees, providing flexibility, scalability, confidentiality well within the purview of legal and compliance related boundaries without losing focus on your core businesses.

We are adept in offering managed services for Recruitment, Learning and development, Onboarding and employee orientation.

1. Employee communication practice

Communicating with employees on a continual basis has attained a never before importance. This need is now accentuated with many jobs being operated virtually.

There is a clear need for systematic employee communication processes to build a strong work ethos and culture.

BCL’s approach to employee communication involves

2.Employee Onboarding

While hiring the best talents is a challenge, providing them with best of memorable onboarding experience is a follow-on! We at BCL provide our clients with best practices on employee onboarding and orientation. This involves

1. Pre-onboarding communication with potential joiners
2. Easing out joining documentation ahead of joining in collaboration with the client’s HR operations team
3. Conduct non-technical employee orientation sessions on behalf of the client
4. Signal early warnings of any employee disengagement and feedback
5. Run periodic onboarding feedback surveys – pre onboarding to post induction - and suggest improvements

This model works best for clients who have high volumes of talent inflow on a regular basis, and thus would like to standardize employee onboarding experience.

3.Learning and development

BCL partners with clients to set up and run the Learning and Development (LnD)  function as an extended arm of the client. This offering involves

• Conducting learning need analysis for target employee groups
• Design and development of appropriate learning strategies for each employee group
• Design the content for each learning area with designated learning outcomes
• Conducting experiential learning sessions by behavioural training experts from BCL
• Monitor and review progress post training
• Continually review contents and delivery based on stakeholder feedback

This arrangement helps our clients derive the best of knowledge and experience from industry experts with contemporary learning inputs.

Conventionally managed organizations approach us to redefine their dated HR policies with newer generations taking over the organization leadership. Even as established organizations, there is a need to revisit the organization policies to ensure relevance and catering to dynamic business requirements.

Our experts facilitate reforming and redefining existing people policies in alignment with the organisation values and vision.

This involves initial assessment on multiple factors, a comprehensive understanding of the organizational vision, mission, goals, cultural establishment and objectives, customization of policies in line with industry benchmark and best practices well documented with consistent and meticulous reviews.

Need help in setting up a PMS system?  Our team of experts can provide end to end assistance, analysing existing tools and practices, align practices to organizational objectives, design frameworks, develop performance metrics, execute processes, provide coaching and feedback on implementation, design performance improvement plans, all supplemented with consistent monitoring, evaluation, reviews and course correction as and when required.

Prevention of Sexual Harassment (POSH) is a hygienic statutory requirement for organizations to reassure a safe place to work. We are empanelled as external consultants with a host of organizations to consult for POSH compliance and training. We help in identification and training of internal committee members, draw up the POSH policy, conduct POSH orientation across the organization and conduct enquiries.

We support organizations in setting up ongoing reward and recognition programs. We help in identifying the critical layers of the organization that need continual recognition and set up the metrics and RnR framework. We review the relevance of this framework annually or as desired by the organisation and help improve employee delight around this factor.

Virtual CHRO is a widely followed concept today. Under this arrangement, a senior consultant of BCL would be engaged by the client organization to run the HR department. The engagement would be agreed for a predetermined time period, with a minimum of 1 year, extendible through renewals.

The Virtual CHRO would agree upon a set of time bound objectives with the client organization. The VCHRO would guide and mentor the HR team of the client organization in accomplishing the set objectives. For all practical purposes, the VCHRO would act as the full time HR Head of the client organization, for the agreed engagement period.

The number of days/hours of engagement per week would be mutually agreed between BCL and the client organization.

Advantages

Small and mid-sized organizations which are in the process of firming up their people agenda find VCHRO very useful. For an organization that is used to having its CEO or a non-HR professional managing HR as an additional responsibility, VCHRO would bring in the much desired HR knowledge and experience.

In the long term, by virtue of VCHRO mentorship, the client organization can nurture and develop home grown talent to head the HR function instead of an external hire.

VCHRO offers the best of subject matter expertise and contemporary industry best practices to the client organization. Such expertise would be available to the client organization on an ongoing basis.

VCHRO would ensure that the latest HR trends and technology are followed in the client organization.