Human Resource - Bespoke Sessions
Human Resource – Delivering BESPOKE SESSIONS on ‘Human Resource’
The BESPOKE SESSIONS on ‘Human Resource’ in the UAE - United Arab Emirates i.e. Abu Dhabi ; Dubai ; Sharjah ; Ajman ; Umm Al Qwain ; Ras Al Khaimah ; Fujairah ; Al Ain , focus and revolve around the concepts that directly impact the revenue and profitability targets of business aka organization, it’s entire pool of talent referred to as “HUMAN RESOURCE” :
| FOCUS on Besopoke Sessions of 'HR' |
| The POSITIVE IMPACT ON … |
|
FOCUS on Besopoke Sessions of 'HR'
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Profitability of Business |
| Employee and Employer welfare |
| Effective and efficient Employee Perfromance Management Systems |
| Effective and Efficient Organization Performance Management Systems |
| Core of Bespoke Sessions on 'HR' |
| The POSITIVE IMPACT ON … |
| Core of Bespoke Sessions on 'HR' |
Business -Revenue & Profitability - POSITIVE IMPACT ON REVENUE AND PROFITABILITY OF BUSINESS THROUGH HR PRACTICES |
| Driving Growth THROUGH HR PRACTICES |
| Aligning HR practices with OVERALL BUSINESS OBJECTIVES |
| Improved Efficiency in people & overall organziation's performance |
| Diversity & Inclusion |
| Higher Engagement Levels of Employees |
Bespoke Sessions on ‘HR’ cover the following concepts:
- Performance Management
- Setting up of HR dept.
- HR Policies – Strategy & Design
- HR Transformation
- Change Management
- Aligning the HR dept with the Business Objectives and objectives of other departments.
- Reward Management & Reward Designs - Design of Rewards and Recognition Programs
- Compensation & Benefits- Design & Restructuring
- Talent Management & Talent Planning -Workforce Planning -Manpower Planning / Budgeting – Revenue & Profitability Targets
- Resourcing Strategies
- Competency Mapping and Competency Framework
- Succession Planning
- Career Planning
Human Resource training / Bespoke sessions in HR include human resource short courses on any or all of the topics stated above .
Performance Management
| Besopoke Sessions By Iris Management Consultant On ... |
| Performance Management through … |
| Focus on |
Buisness Objectives |
| Interactive Mechanism of Giving & Receiving Feedback |
| The Approach , Process & tools Performance Management - By Iris Management Consultant |
| Performance Management |
Settiing of Obectives for Organization- Department- Leadership-teams-Employees through Interactive Mechanism |
| Target Future Perfromance |
| Setting Annual Objectives alongwith Mechanism for Quartertly Reviews on Objective Setting on What worked - What did not work - Future Plan of ACTION |
| Devising of Trasparent Performance Measurement System and Procedure |
| Coaching of Managers and Leadership for giving and receiving Feedback and writing Personal Development Plans of the reportees |
| Perfromance Appraisals - Devising the KRA templates for ready referrals through time-bound interactive process |
| 360 degree feedbacks for overview of performance of employees from peers subordinates and managers |
| Identifying Talent on the basis of Performance Review |
| Manage Underperfromance by recommending on Learning Initiatives -Change Initiatives by organization , department and Leadership |
Performance management training program by Iris Management Consultant aims to share the effective ways along with the methodologies that can be adopted for effective and efficient performance management.
Setting up of HR dept.
| Besopoke Sessions By Iris Management Consultant On ... |
| Setting up of HR dept. through … |
| Focus on |
Brand presence / Business Presence - Local Or Regional Or Global |
| Tyoe of Business |
| Buisness Objectives |
| Industry of operations |
| Cost of Operations |
| The Approach , Process for Setting up of HR dept. - By Iris Management Consultant |
| Setting up HR Dept . |
Assessing the nature and Size of Business |
| Identifying the role of HR dept. as a People's function within the organization |
| Effective and Effiecint Objective Setting mechanisms |
| Effective and Effiecint erformance Management |
| Effective and Efficient Resourcing and Talent Planning Initiatives |
| Effective and Effiecint Reward Policies |
| Identifying the Change Initiatives for the HR dept. |
| Identifying the Talent Management initiatives |
HR Policies – Strategy & Design
| Besopoke Sessions By Iris Management Consultant On ... |
| Setting up of HR Policies – Strategy & Design through … |
| Focus on |
Busienss Objectives |
| Demographics of Workforce |
| Motivating Factor for the workforce |
| The Approach , Process for Setting HR Policies – Strategy & Design - By Iris Management Consultant |
| Setting up of HR Policies – Strategy & Design |
Analyzing & formulation of report on the Business Drivers for the Organization |
| SWOT for organzaiton and devising the policies for the welfare of employer and employee |
| Analyzing the Motivating Factors for the Workforce of organization |
| Designing of policies intending the Optimum utilization of availabe resources |
| Design of Policies to achieve Optimal level of cost of operations |
HR Transformation
| Besopoke Sessions By Iris Management Consultant On ... |
| Setting up of HR Policies – Strategy & Design through … |
| Focus on |
Busienss Objectives |
| Revenue and Profitability targets |
| Expansion Plans - Locally , Regionally , Globally |
| The Approach , Process for HR Transformation - By Iris Management Consultant |
| HR Transformation |
Analyzing the size , design & structure of the department |
| Identifying the Change inittiatives for the Department keeping in view of Business Objectives |
| Resource Allocation within the department as per the Business Objectives |
| Identifying additional responsibilities to be takenover by the department for wellbeing of overall business & Cost Optimization |
HR transformation training by Iris management consultant aims to share the concepts related to HR transformation along with transformation of people function aspect of business.
Change Management
| Besopoke Sessions By Iris Management Consultant On ... |
| Change Management through … |
| Focus on |
Busienss Objectives |
| Revenue and Profitability targets |
| Expansion Plans - Locally , Regionally , Globally |
| Disruptions in the Business |
| The Approach , Process for Change Management - By Iris Management Consultant |
| Change Management - 3 Stage Process |
Forming the Grounds for the NEED OF CHANGE |
| Time Bound Communication for Awareness related to Change. Implementing the Change . |
| Reviewing the change and ensure the change is maintained and upheld in varied situations |
Aligning the HR dept with the Business Objectives and objectives of other departments
| Besopoke Sessions By Iris Management Consultant On ... |
| Aligning the HR dept with the Business Objectives and objectives of other departments through … |
| Focus on |
Business |
| Resources within the department |
| Processes of the department |
| The Approach , Process for Aligning the HR dept with the Business Objectives and objectives of other departments - By Iris Management Consultant |
| Aligning the HR dept with the Business Objectives and objectives of other departments. |
Analysis of Revenue & Profitability targets |
| Workforce Analysis within the department |
| Competency Mapping & Psychometric asessments |
| Design and structure of KRAs of the HR dept. & resources within the department with a BUY-IN from all the internal stakeholders |
Reward Management & Reward Designs - Design of Rewards and Recognition Programs
| Besopoke Sessions By Iris Management Consultant On ... |
| Reward Management & Reward Designs - Design of Rewards and Recognition Programs through … |
| Focus on |
Business -Business Model |
| Demographics of the Workforce |
| Products and services of organization and the sector or market in which the company operates |
| Brand Presence - Local , Regional , Global |
| The Approach , Process for Reward Management & Reward Designs - Design of Rewards and Recognition Programs - By Iris Management Consultant |
| Reward Management & Reward Designs - Design of Rewards and Recognition Programs |
Revenue & Profitability targets for Business |
| Analysis of Business Model of Organziation & its strategic objectives |
| Workforce Analysis of organization |
| Job Evaluation |
| REVENUE & PROFITABILITY TARGETS OF BUSINESS & TOTAL REWARDS COST OF ORGANIZATION |
| ANALYSIS OF IMPORTANCE OF TOTAL REWARDS AS AGAINST FINANCIAL REWARDS IN THE WORKFORCE |
| Design of Rward Pays with Equity fairness & transparency |
Implementation of Reward policy initiatives & practices in 11 steps :
- Alignment of reward policy with strategic objective. Sharing the Need for a new Policy reward initiative. The Solution which will be provided by New Policy & Reward initiative to Management and key stakeholders.
- Formulate broad framework of reward policy and extending the proposed benefits of implementing new reward policy to Management and key stakeholders.
- Proposing a time-frame in which the policy will be implemented, the process followed for implementation of policy.
- Management Buy-in and Buy-in from Key internal stakeholders.
- HR Policy and procedure to support reward strategy
- Clear performance management process in place.
- Clear framework in place for determining pay decisions.
- Employee communication to ensure understanding & engagement with reward strategy via team meetings, emails, posters handbook.
- Capability and desire of line managers to drive process.
- Measures to monitor equity fairness, transparency and consistency
- Measures in place to evaluate effective reward strategies.
Compensation & Benefits- Design & Restructuring:
| Besopoke Sessions By Iris Management Consultant On ... |
| Compensation & Benefits- Design & Restructuring through … |
| Focus on |
Business -Business Model |
| Demographics of the Workforce |
| Products and services of organization and the sector or market in which the company operates |
| Brand Presence - Local , Regional , Global |
| The Approach , Process for Compensation & Benefits- Design & Restructuring - By Iris Management Consultant |
| Compensation & Benefits- Design & Restructuring |
Revenue & Profitability targets for Business |
| REVENUE & PROFITABILITY TARGETS OF BUSINESS & TOTAL COMPENSATION COST OF ORGANIZATION |
| Analysis of Business Model of Organziation & its strategic objectives |
| Workforce Analysis of organization |
| Job Evaluation |
| ANALYSIS OF IMPORTANCE OF TOTAL REWARDS AS AGAINST FINANCIAL REWARDS IN THE WORKFORCE |
| Defining Total compensation and ratio of Fixed pay and Incentive |
| Devising Incentive Structure of organization . |
| Design of Reward Pays with Equity fairness & transparency |
Talent Management & Talent Planning -Workforce Planning -Manpower Planning / Budgeting – Revenue & Profitability Targets
| Besopoke Sessions By Iris Management Consultant On ... |
| Talent Management & Talent Planning -Workforce Planning -Manpower Planning / Budgeting – Revenue & Profitability Targets through … |
| Focus on |
Business -Business Model / Diversification |
| Demographics of the Workforce |
| Products and services of organization and the sector or market in which the company operates |
| Brand Presence - Local , Regional , Global |
| Plans for Expansions -Operationally |
| The Approach , Process for Talent Management & Talent Planning -Workforce Planning - Manpower Planning / Budgeting – Revenue & Profitability Targets - By Iris Management |
| Talent Management & Talent Planning -Workforce Planning - Manpower Planning / Budgeting – Revenue & Profitability Targets |
Analysis of Business Model of Organziation & its strategic objectives |
| Asessing the Revenue & Profitability targets against the Total Manpower COST |
| Competency Mapping & Psychometric Asessments of leadership / teams / employees |
| Identification of Talent for Progression |
| Designing of Manpower plan to accommodate TALENT DEMAND OF ORGANIZATION |
| Recommendation of Learning & Development initiatives to organziation |
Talent Management training by Iris Management Consultant shares the important concepts related to talent management along with the concepts related to performance management.
Resourcing Strategies
| Besopoke Sessions By Iris Management Consultant On ... |
| Resourcing Strategies through … |
| Focus on |
Business -Business Model / Diversification |
| Demographics of the Workforce |
| Products and services of organization and the sector or market in which the company operates |
| Brand Presence - Local , Regional , Global |
| Plans for Expansions -Operationally |
| The Approach , Process for Resourcing Strategies - By Iris Management Consultant |
| Resourcing Strategies |
Asessing the Labor Market in which Business Operates |
| Analysis of Business Model of Organziation & its strategic objectives |
| Asessing the Revenue & Profitability targets against the Total Manpower COST |
| Identify of Talent for Progression |
| Designing of Resourcing strategy that fits the organization's cost , operations |
| IDENTIFICATION OF FACTORS WITHIN THE EXISTING BUSINESS THAT CAN BE PROPOSED AS HIGH EMPLOYEE VALUE PROPOSITION |
| Designing a plan for high employee retention . |
| Advise on plan for lawful separation of an employee from the organization |
Competency Mapping and Competency Framework
| Besopoke Sessions By Iris Management Consultant On ... |
| Competency Mapping and Competency Framework through … |
| Focus on |
Existing Talent - Employee - Leadership |
| Business- nature of Business |
| Business - Revenue & Profitability |
| The Approach ,for Competency Mapping and Competency Frameworks - By Iris Management Consultant |
| Competency Mapping and Competency Framework |
Formulatiuon of JDs |
| Identification of Comepetencies and Design of Competency Document |
| Psychometric asessments & Identification of Personality styles - Management-Leadership-teams. Design of Personality style inventory document for organization |
| Linking the Business with the Exisiting Talent within the organziation . |
| Idenifying the Competency GAPs in Management- Leadership-teams |
| Recommending and advising on the Learning and Development initiatives |
Succession Planning
| Besopoke Sessions By Iris Management Consultant On ... |
| Succession Planning through … |
| Focus on |
Existing Talent - Employee - Leadership - teams |
| Business- nature of Business |
| Business - Revenue & Profitability |
| Workforce demographics |
| The Approach for Succession Planning - By Iris Management Consultant |
| Succession Planning |
Devising the Succession Planning policy for organziation . |
| Review of exisiting Succession Planning Policy , if any and devising recommendations for improvement. |
| Identification of Key roles and positions |
| Identification of Talent for promotion to senior roles and for role diversifications through Competency mapping and psychometric asessments |
| Recommendation of L&D initiatives for grooming the talent for senior roles . |
Career Planning
| Besopoke Sessions By Iris Management Consultant On ... |
| Career Planning through … |
| Focus on |
Existing Talent - Employee - Leadership - teams |
| Business- nature of Business |
| Business - Revenue & Profitability |
| Workforce demographics |
| The Approach for Career Planning - By Iris Management Consultant |
| Career Planning |
Devising the Career Planning policy for organziation . |
| Review of exisiting Career Planning Policy , if any and devising recommendations for improvement. |
| Devising of Employee bands . Review of Exisitng employee band , if any |
| Devising career trajectory of employee on the basis of Employee bands Or Roles and responsibilities |
| Devising of interactive Mechanism with employee for Desining of Individual Development Plans |
| Devising of Individual Development Plan - Interactive mechanism of feedback from identified employee |
| Recommendation of L&D initiatives for grooming the talent for senior roles . |
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