HRPD's consulting services offers a comprehensive portfolio, starting right from an audit of existing HR processes within the client company for a need-gap analysis. The audit helps understand the organization's views on various HR aspects, to help re-design the process specifically for its needs, and better balance these with legal compliances as well as business requirements. 

This process of identifying, redesigning and laying the people practices framework necessitates veteran HR practitioners to hand-hold the company through this significant transition. HRPD offers precisely these insights and on-ground support, partnering the client right through the conceptualization to a successful, time-bound implementation of a defined project. 

Some of the areas we specialize in the area of Consulting are as follows:

• HR Audit : Systems and Process review
• Organizational structure Design / Redesign : Broad Banding
• Job Descriptions : Role and skill mapping
• HR Framework (Policies & Procedures) : Administrative and Strategic
• Designing of Performance Management System : Reviews and formats

HR Strategic Advisory can be best described as a short-term HR intervention to help organizations unlock the full potential of the changes implemented in the HR domain and strengthen the people practices.

In other words, HR strategic advisory means getting an external subject matter expert onboard on an interim basis to ensure the smooth strategic and operational flow of HR processes, while the organization can remain more focused on their key business goals and objectives.

Our HR Strategic Advisory services aims at supporting organizations by providing a senior HR Specialist who will lead, supervise, guide and mentor the existing HR team for a definite time period.

Compensation & Benefits management is one of the key contributing factors for the success of any organization.

An effective compensation and benefits program ensures that the organization attracts and retains the skilled, competent and well-motivated workforce it needs to achieve its business goals.  This may be achieved with a healthy mix of guaranteed and variable pay, benefits and equity-based compensation in line with today’s competitive, global standards.

HRPD’s core competence is in assisting organizations to outline an equitable compensation and benefits program for their employees’ efforts and contributions.

Every organization, however small or large, strives to adhere to various statutory compliances and yet, it remains a  neglected area as it requires  a significant amount of time and energy.  This often results in partial or complete non-compliances of various labor laws prevalent in the country such as:

• Factories Act
• Contract Labor Regulation and Abolition Act
• PF & Misc Provision Act
• ESI Act
• Minimum Wages Act
• Bonus Act
• Professional Tax Act
• Shop and Establishment Act
• Labour Welfare Fund
• Maternity Benefit Act
• Payment of Wages Act
• Other Labour Regulations as applicable for the establishment

HRPD’s expertise in this arena helps organizations to stay abreast with the relevant and ever changing statutory compliances.  HRPD helps the organizations remain 100% legally complaint.

In today's highly competitive market, it is vital for all organizations to identify, hire and retain talent. At HRPD, the hiring focus is on the top, senior and middle level management and our search methodology is based on a thorough understanding of the organization’s strategic, financial and operational philosophies.

 HRPD’s talent recruitment and selection process to assist its clients in finding the right candidates within the stipulated time period maybe divided into three phases :

• Phase I – Client Orientation
  This ensures complete understanding of the client’s expectations, which is imperative to execute the search effectively.
• Phase II – Search & Identify
  We leverage our extensive executive talent pool and industry network to ensure we identify the right talent as per the client expectations
• Phase III – Assessment & Reference Checks
  We offer the additional service, if mandated for, to conduct the necessary reference checks and handhold the client & the candidate throughout that process. 

To enhance alignment of people, processes and practices with the organization’s business goals, HRPD conducts the ‘diagnostic workshops’ of the target audience, to pinpoint the hindering factors or concerning issues of the employees and presenting it to the management with the probable solutions.

These diagnostic workshops may also act as a source for identifying various behavioral training programs that are necessary for the talent development besides the L&D needs identified by the organization.

HRPD is well equipped to help design and deliver the L&D calendar for the organization based on short-term and long-term needs of the organization.