1.0 ISSUES TO BE ADDRESSED

1.1 Corporate Governance

Corporate Governance is the system by which organisations are directed and controlled. The corporate governance structure specifies the distribution of rights and responsibilities among different participants in the organisation, such as, the board, managers, shareholders, and spells out the rules and procedures for making decisions on company affairs. By doing this, it also provides the structure through which the company objectives, means of attaining those objectives and monitoring performances are set.

1.2 Corporate Culture

Corporate culture represents readiness and willingness to change. How well an organisation does accepts new ideas for development and implementation? How does leadership promote change? A culture of aspiration, motivation and confidence can counterbalance the instinctive behavior of risk aversion usually associated with change. Equally important is the organisational structure, which ensures trust between the different layers of management and employees, and leadership's ability to form and communicate clear vision and strategies.

1.3 Corporate Social Responsibility (CSR)

CSR is the continuing commitment by businesses to contribute to economic development, improving the quality of life of the workforce and their families as well as of the local community and society at large.

CSR can drive a corporation positively towards sustainable development by:

• Strengthening corporate brand/reputation
• Improving operational efficiency
• Enhancing employee motivation, loyalty and productivity
• Building capacity of human capital
• Initiating actions to protect and safeguard the environment
• Reducing risks

2.0 DELIVERABLES

In order to develop and introduce corporate governance, culture and CSR practice, Core Resources identifies systems’ interruptions and activity problems, ascertains performance and productivity status and provides solutions by streamlining the Standard Human Resource Management System.Comprehensive diagnosis and analysis of existing corporate systems is made in the 1st month. The deliverables are segregated in three different phases described as under:

• Diagnosis Phase
• System Development & Implementation Phase
• Feedback & Troubleshooting Phase

Based on the diagnosis and analysis of the 1st month, a detailed work plan for the whole assignment is developed in consultation with the Management of the corporate body/organization and month-wise schedules of the deliverables are provided. Tentative deliverables for the assignment is stated as under:

2.1 Diagnosis Phase

During this phase, comprehensive diagnosis and analysis of existing HRM systems are made for drawing-up a detailed work plan.

General

• Understanding of process
• Understanding of corporate vision, mission, objectives, etc
• SWOT analysis of HR
• Review of existing organogram
• Review of integration and interaction of corporate and sister concerns

Personnel Management

• Comprehensive analysis of existing personnel functions
• Review of qualifications, experiences, etc, of existing staff
• Review of job description of existing staff
• Review of placement of existing staff
• Review of existing salary structure and compensation package
• Review of existing monitoring system

Recruitment

• Comprehensive analysis of existing recruitment functions

2.2 Development & Implementation Phase

During this phase, recommendations are made and action plan is developed to capitalize on the strength of the business/organization and overcome the existing weaknesses. Rules, policies, etc, are developed and/or revised and implemented based on the action plan on the following issues:

General HR

• Develop Corporate vision, mission, etc
• Develop Corporate Service Rules Manual
• Revise/develop organogram based on current needs and future projection
• Develop the Management System
• Prepare HR plan based on SWOT analysis
• Develop and implement HR Reporting System
• Develop Internal Control of HRM System
• Prepare guideline for HR Budget
• Delegation of authority and responsibility
• Integration of Corporate HR functions with its sister concerns

Personnel Management

• Set up Personnel Wing
• Revise/develop SOP (Standard Operating Procedure) for Personnel Wing
• Reorganisation and placement of staff
• Revise/develop effective monitoring system
• Revise/develop rules and procedures for personnel
• Revise/develop salary structure with career path for all positions
• Revise/develop effective appraisal system
• Revise/develop incentive plans for employees
• Revise/develop effective Personnel Record Management System
• Revise/develop effective mid-level Management System
• Develop mechanism for team building and instigating team spirit through motivation
• Develop retention plan to retain good and efficient staff and development of career path for brighter employees
• Develop motivational programme for employees
• Revise/develop rules and procedures for PF, GI and welfare schemes

Recruitment

Set up Recruitment Wing

Revise/develop SOP (Standard Operating Procedure) for Recruitment wing

Revise/develop recruitment plan

Revise procedures on recruitment

Fixation of selection criteria

Develop/revise Job Descriptions for staff as per the Organogram

Fix-up detailed qualifications, terms and conditions against each job

Training

• Set up Training Wing
• Revise/develop SOP (Standard Operating Procedure) for Training wings
• Provide training/orientation before placement
• Conduct Training Need Assessment (TNA)
• Conduct training (5 nos) on various topics

2.3 Feedback & Troubleshooting Phase

Trouble shooting is done on the basis of feedback received from various activities after implementation of the rules, procedures, etc, of the system.

3.0 ASSIGNMENT IMPLEMENTATION PROCESS

• A comprehensive diagnosis and analysis will be conducted under the direct supervision of the Chief Consultant to identify the strength and weaknesses of HRM Management of the organisation, draw the scope of work and develop strategies to solve the existing weaknesses.
• Based on the findings, recommendations will be formulated for the solutions of the findings and meetings will be held with Management for discussing the rationale of the recommendations.
• If the Management agrees, a detailed action plan will be prepared which will have to have the approval of the Management.
• After getting the approval, strategies, rules, policies, tools and techniques will be developed for successful execution of the action plan.
• To make the Human Resources get acquainted with the newly developed system and make them efficient in handling the same, training modules and materials will be developed and the following trainings will be conducted for the employees:
• On-the-job training, one-to-one training on the system developed
• Theoretical or classroom training on system developed
• Special trainings on various issues
• After completion of on-the-job and theoretical trainings, implementation of newly developed system will begin.
• After implementation, feedback will be noted and troubles created in implementing the system will be addressed accordingly.

4.0 BENEFITS FROM THE SERVICE

The business/organization will achieve the following goals after successfull implementation of CRL’s assignment to overcome the organizational weaknesses:

• Introduction and practice of a corporate system and culture leading to establishment of organisational discipline thereby saving valuable Management time for concentrating more on policy matters and critical issues;
• Development and implementation of effective strategic and tactical operational plans ensuring business growth;
• Streamlining of Human Resource, Finance & Accounts, Administration and other operating systems of the organisation leading to enhanced employee/staff skill, capacity and effectiveness;
• Introduction and practice of effective HR policy and procedures ensuring improved HR performance;
• Establishment of internal control through development of an effective organogram and appropriate recruitment system ensuring the establishment of a proper chain of command;
• Creation of suitable environment for efficient team building leading towards enhanced team performance;
• Improvement of manpower efficiency and productivity ensuring maximum utilization of resources and lower man-hour cost;
• Reduction of employee grievances and dissatisfaction due to establishment of good policies and practices resulting in reduction of turn-over rate ensuring long-term benefits for the organisation;