1. SERVICE PORTFOLIO
HR AUDIT & ORGANISATIONAL DIAGNOSTICS
Is your HR Department effective? Is your HR Function helping you or
putting you at risk?
In today’s competitive business environment, every part of an
organisation must demonstrate its contribution to enterprise success. The
way HR is handled can either strengthen an organisation or put it at risk
of suffering attrition, inefficiency, low productivity, low morale or
statutory non-compliances.
Conducting an audit can provide key insights into how well HR delivers
its share of value creation while identifying areas of potential liability.
Human Resource Management (HRM) has experienced a strong
evolution. In order to provide useful information to managers, it is
necessary to evaluate the results generated by the design and
implementation of personnel policies. This is the goal of the HR audit
that includes two different analysis and valuations: the HR policies and
their level of relevance with the strategy of the firm and the
characteristics of human capital.
An HR audit is a systematic review of the HR function, its strategic
direction, structure and resources, systems and procedures; gaps and
risks, costs and capabilities; and ultimately, its contribution to the
organisation.
We provide well defined diagnostic tools to measure HR’s performance
against an
organisation's expectations and leading practices, and target areas that
would benefit from improvement.
ORGANIZATIONAL FUNDAMENTALS AND STRUCTURING

2. What is your Organisational Identity? Do your employees know what
you stand for? Who is accountable for each task? Are reporting
relationships clear? How do you make employees feel important and
professionally fulfilled? Do you pay your employees in the “right way”?
An Organisation is a mix of ideas, values, dreams and execution. Its
Vision, Mission, Values and Goals need to be thought through,
articulated and internalized by all. There is no point going for nice
sounding and politically correct statements that do not reflect the
organisation’s actual culture and realities. We help you ‘brainstorm’
through these core issues. We help you spell out your basic identity
related issues and communicate those to your employees and other
critical stakeholders.
Organisational Structure is the framework that defines formal
accountabilities, decision making authority, execution channels and
reporting relationships within the organisation. It needs to be put in
place or perhaps altered depending upon the organisation’s culture,
goals, competencies, environmental factors or a change in the corporate
strategy of the organisation. In a properly drawn up organisation
structure, the internal customer-vendor relationships are also defined,
which streamlines work flows and increases the overall efficiency of the
process.
The Organisational Structure has a bearing on employee status and
growth too. Employees look for visible growth, rituals and symbols in
the Organisation which represent their status and position. They require
designations, grades, perquisites and corporate formalities to give them a
sense of worth and success which cannot be had through money alone.
If the requirement arises, Bengal Hr Solutions would help you structure /
restructure your organisation, its hierarchy, designations, compensation
and benefits et al. This would be done with a focus on organisational
goals and strategy as conceived while working on your fundamentals...

3. NORMS AND MANUALS
Do you have properly drawn up administrative norms, employee
entitlements and statutory compliance systems? Are your norms and
processes well-understood and administered?
Norms and processes are important to an organisation. These ensure the
proper exercise of management’s control. The management’s priorities,
values and prerogatives can only be secured if these norms are uniformly
followed by those for whom they are made. Important statutory
compliances are also ensured through a proper enforcement of these
rules. To that extent these help in de-risking the organisation’s vis-à-vis
defaults and legally unsafe practices.
It is not only important to draw up the norms and policies, but of similar
criticality is the proper communication of these to employees through
documentation and training.
We help you to collate your norms and processes; design new norms
where necessary; check their legal viability and compare them with
accepted practices. We deliver well documented norms and processes
and train or counsel your staff on the same.
PERFORMANCE MANAGEMENT SYSTEM
Are you able to get your work done effectively? Do you have a culture
of high performance? Do your employees effectively contribute to the
organisation, compared to what you pay them? Do you reward the right
people?
There is much more to a Performance Management System (PMS) than
annual appraisals! It all begins with how roles and jobs are designed and
allocated; how output is defined and measured; how priorities are set and
enforced; how individual performance ratings are in sync with the
organisation’s overall success.

4. The level of performance has to translate into concrete consequences for
individuals and groups. Increments, promotions, performance bonus,
important assignments etc., should ideally be linked to performance
record.
We have very strong PMS Models drawn from global practices as well
as indigenously developed ones. Since we cater to a wide variety of
industries, organisational cultures and size of operations, our PMS
Models have evolved through experimentation, adaptation and
customization over the years. In short, we would be able to provide a
tailor-made PMS to suit your unique needs. Perhaps the strongest
advantage we offer you lies in the fact that we don’t advise and quit! We
don’t leave you to implement a challenging system by yourselves after
doing an academic exercise for you! If you so wish, our team will stay
back for a defined period and handhold the execution and familiarization
process.
LEADERSHIP AND MANAGEMENT DEVELOPMENT
Is your organisation well led? Do you have a second or third tier of
leadership which can get performance out of the organisation and have
the potential for taking over increased responsibilities? Are your
Managers inspirational role-models? Do all problems finally come to the
top management for solution?
Leadership makes or breaks an organisation. Studies by industry
associations and the RBI show that most incidents of industrial sickness
are due to leadership failure rather than employee problems. A
designation does not make a leader!
Leadership is a culture. It is facilitated through your system of managing
performance, delegation, encouragement of risk-taking behaviour,
factors for rewarding people et al. We help you nurture the process of
leadership development and internalization of responsibilities. We spot
leadership material; help you in defining roles and growth paths for
these people; we conduct powerful leadership development workshops;

5. measure the process of progress and finally push leadership down the
line.
We use globally validated leadership and Management Development
Programs as well as rich spiritual models from Indian philosophy.
CHANGE AND TRANSFORMATION MANAGEMENT
Is your organisation impacted by changes around you? Have you been
able to make your people accept change? Have you experienced
resistance to change which has affected the organisational climate?
All organisations are operating in an environment where change is
imperative whether they like it or not. Sometimes the change process is
initiated internally whereas at other times change is enforced by outside
environment. In either case, you need to cope with it and make the best
of it.
Employees usually resist change. Owners and seniors too can resist
change in their own way! Sometimes, if change is not handled properly,
it can disturb the organisation seriously.
We have specific models focused on the science and art of Change
Management. These include interventions and processes targeted at the
collective level as well as assistance provided to individuals to cope with
change.
HRD AND BEHAVIORAL INTERVENTIONS
Do higher salaries make people better? Can insecurity and hard tasking
bring out the best in people? Does a “qualified” employee stay effective
throughout his career? Does suppressing conflict ensure discipline?
Should mavericks be thrown out?
Employees come into the company, at best, as potentially useful people.
However, potential and actual performance may vary widely. At one
level employees require a conducive environment, system and processes

6. to perform at his or her peak levels. But beyond the general environment
there lies an issue of individual application. Here comes in the factors of
individual skills, attitude, moral and motivation.
Bengal Hr Solutions has a very strong behavioral skills background. We
can work wonders at the individual level through globally recognized
models like NLP combined with sources of infinite energy found in
Indian spiritual practices.
OUTSOURCING OF HUMAN RESOURCE MANAGEMENT
AND DEVELOPMENT
What is your business? What are the core competencies required in your
business? Is HR a core competency for you? Why do you have to make
large fixed cost commitments to HR? As top management do you really
have the time and ability to do justice to the HR function?
No, we are not referring to third party employment or payroll
outsourcing!
Bengal Hr Solutions brought in the concept of complete outsourcing of
HR as a function with all its liabilities, commitments and
responsibilities. Simply put, you may ask us to become your HR
Department! And for this, you do not need to carry responsibilities of
evaluating, hiring, retaining and managing HR specialists as your own
permanent employees.
You just hire Bengal Hr Solutions! We are not your employees and
hence we do not resign, leaving for greener pastures. We don’t have to
be given automatic annual increments and perks! Since we are
responsible for results, you do not need to take on the headache of doing
the critical things necessary to manage an HR department. And the cause
for further joy is that, this relationship can be expanded, terminated or
changed as per requirement, at short notice.

7. We have a multi-tier system of deployment through which we manage
your “account”. Starting with our Principal Consultant, our people are
involved at various levels to bring different kinds of value to your
organisation. You pay for what you need and how much you need. You
are neither stuck with very senior experts on your payroll nor have you
to compromise by using junior and inadequate resources.
RETAINED ADVISORY SERVICES
Does a relationship have to be a permanent liability? But what about
continuity and its benefits?
Bengal Hr Solutions has set up your system, handheld the execution,
demonstrated success. Now you are free! But is your need for expertise
over? Bengal Hr Solutions offers the option of retained advisory services
as a follow through to all aforesaid services.
We are available at a lower level of involvement and cost, as a guide and
friend on all matters related to HR. This may include new
interpretations, upgradations or simply expertise backed consultation.
WITH BENGAL HR SOLUTIONS YOU ARE NEVER ALONE
OR UNCARED FOR.