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 Profile :
d ÷ is organization was establis ed wit a
purpose to provide strategic services in
Construction and related areas to
competing companies in an uncertain future
market, to en ance value to t e clients and
consequently facilitate to build resilience
and to succeed in t e turbulent times a ead.
 u
   
 
 Create benc mark in terms of determining
optimum levels of productivity. Identify
improvement areas in terms of met ods,
process improvements and automation on a
cost effective basis.
d
duvaluate
uvaluate and
and recommend
recommend taking
taking in in to
to
confidence
confidence tt ee operating
operating team
team work
work station
station
wise
wise manning
manning to to meet
meet various
various standards
standards ofof
process
process and
and acac ieve
ieve production
production as
as per
per plan.
plan.
d ètudy skill set requirement and prepare a
skill matrix.
d ÷ is will provide t e current standing
point on available skills and ig lig t areas
for improvement.
 

uuu 
d mssessment of èkill requirement vis-à-vis
t e current standing point of t e individual
and an establis ed Multi èkill Levels to
draw an individual specific skill/skills
improvement èc eme and accordingly
design a ÷raining èc edule wit a periodic
review and an Internal uvaluation.
£
 
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 èeparate documentation to access any
information in t is regard from t e system
to ave continuity and future data based
action.
 DèDP may be furt er expanded to t e areas
of èkills inventory, individual Progress /
Growt , Build Flexibility in t e system and
so on.
d uvolve team reward system like t e
incentive sc eme, Bonus sc eme, individual
reward sc eme based on significant
parameters as may be t e focus for t e
Business to nurture, inculcate be aviour
w ic will ultimately improve collective
discipline, establis required standards and
work practices consequently resulting in a
collaborative culture.
 






 un anced Productivity Plan and Implementation.
d Yndertake Hay¶s Module processes of Job
description and related documentation by activity
Mapping and evolve an organization structure
relevant for t e time to give opportunity to t ose
willing to take more responsibility and deliver as
per èet Goals of t e Organization.
d ÷ake care of t e Hiring t e rig t person for t e
job.
M Process / mctivity Mapping exercise w ere
a profiling is carried out in terms of t e
position covering reporting structure, role,
responsibility, aut ority, Job dimensions
and specific accountability.
M ÷ e assessment is also carried out to
determine t e knowledge and skill sets
required for t e position
]ork Flow mnalysis ± ]ork Flow document
to measure and to identify areas of
duplication and NVm¶s in t e system.
mreas of computerization and
determination of effective utilization of
computerization and systems as per tested
model wit customizing provision / Option.
 u
 u 

u
d It is seen t at post implementation of u P
t ere is a ig reliance on manual systems
and duplication of work is very ig .

d ÷ e study will ig lig t suc areas and

align to optimally utilize t e u P systems.
 d   
!"#$ !!!
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  in any required area to t e
client to make t e rig t c oice in all
respects. ÷ e new H agenda is based on
Human esources Competency Mic igan
ètudy. (H CMè
.
d uvaluate t e current standing point (CèP
in
terms of competence of t e Job older vis-à-vis
t e requirement of t e position.
d Map a competency model and do a gap analysis
exercise for t e present position and in potential
cases for t e next ig er level and evolve a
dynamic development plan to implement on a time
frame resulting in an over all ig er standards of
competence.
mrising out of eit er Competency Mapping
or ot erwise identified training need
suitable module of customized training may
be evolved and arrange to conduct t e same
by experts in t e specific field wit a view to
be focused.
 ÷ ere are a set of sub systems t at ensure
an objective functioning of all H activities
namely, periodical evaluation of t e
Performance mppraisal èystem and modify
depending on t e observations,
Performance Counseling at Periodic
intervals and Documentation of
Proceedings for follow ± up, preparation of
Manuals like H /I /Delegation of aut ority
etc.,

 for effective delegation at action point
resulting speedy disposal of issues,
ètructured Business Communication to
demonstrate transparency and ent use
participation at all levels, new initiatives as
may be required. Preparation of Manuals
like (H / I / Delegation of aut ority etc.

and undertake OY÷ èOY CING.
d ÷rust t e above is an indicator, providing
you a base to specify your interests to
furt er discuss in detail w en we meet
resulting in mutual benefit. mwaiting your
early response.
 -





 

]




 èome people get w ere t ey want to be
wit out effort.
 Ot er people never seem to get started no
matter ow muc elp t ey ave.
 C ances and opportunities exist for every
one.
 èome grab wit bot ands, but ot er¶s let
t em drop t roug t eir fingers.
 ]orks arder and as more
time
 Goes straig t to t e problem
 Make a commitment
 Knows w en to fig t ard and
w en to go in
 Feels strong enoug to be
friendly
 Listens
 espects t e strengt s of ot er
people.
 mlways busy and as less time
 Goes around t e problem and
never solves it
 Promises too readily
 Gives away on important issues
 arely friendly
 ]aits for turn to talk
 Focuses on ot ers weakness
 Own doubt about oneself.
 Lack of confidence
 You are your worst enemy in any given
situation.
 You put obstacles in t e way your own
progress.
  $  !#*( 
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 Life is good time
 Yes I will
 I will find time to do it.
 Lets get into t e eart of t e matter /
problem.
 I ave not expressed myself.
 Ñ

  

  
 Ñ
 
 Ñ

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   

 ÷ e problem is yours, You own it and it is
easy to be ]inner w en sun s ines. But
w en you face pain-stacking problems and
difficulties, t e trend is to blame anyt ing
and everyt ing.
 3 
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 ]e need to consistently scan our
operating system to identify
opportunities and t reats and t eir
impact on t e organization, so t at we
can ensure pro action as well as
adaptation t roug development of H .
 ole analysis and
development exercises
 Performance planning
 Performance analysis and
review
 Performance counseling
and interpersonal
feedback.
 Induction training
 ÷raining
 Job rotation
 Potential appraisal and
development
 Career Planning and
development
 èelf renewal and
institution building
exercises.
 ètress audit and stress
management
 



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