HRFolks.com...Empowerment through Education

OUR JOURNEY TOGETHER BEGINS HERE

Founded in 1992 as Skill Search International, our company has been at the execution, conception & development stage for many years.

Today, as HR Folks.com our reason for existence is Human Resource Management Excellence. With this idea, we have created a capability base that spans most of human resource knowledge, application, industry situation, and contemporary & futuristic systems.

A HR team with its intellectual infrastructure and global reach backs us. The collective experience of our team spans an excess of 400 Man-years of HR work – conceptual, practical, significant, impacting and global. However, we strongly believe that the past is merely a statistical archive and are investing in our own knowledge to help create the future.

We are in business with an objective to add value and serve where our contribution is sought and of relevance. We hope to define the new Human Resource Management Consulting paradigm of a complementary competence set of thinking and doing embodied in each member of our team.

We seek relationships of lasting mutual value with client organizations and will invest in building relationships through service delivery with passion and commitment.

Our organization is young in age, beliefs, & attitude. We are Information Technology and People friendly.In the synthesis of the two we see a glorious future…

VISION

To add value in every client interaction and make the relationship meaningful

STATEMENT OF PURPOSE

We are in business to facilitate organizations manage their human resources, the HRM Knowledge, activity, system and the process.

We offer world-class technology savvy products and services, naturalized to local conditions, at economical prices.

We are guided by our moral values in our pursuit of knowledge to make a difference to our clients and our people.

OUR VALUE PROPOSITION

We offer the complete range of HR solutions:

Strategic HRM “Outsourcing” involving the HR Value Chain from Hiring, Compensation Benefits, Rewards, Performance Management, Career & Succession Planning, Training, Administration and Relations Management.
Creating an Organization Design best suited to the Business Strategy, optimizing people talent and costs.
Restructuring from the current or building a new Structure on a Zero Base (Greenfield Structures)
Creating HR policy/systems to support the Structure, Process & Culture.
Managed by a specialist team, associates and network of HR Professionals with a strong academic and work organizational experience.

“Open the mind, create best practices, build a learning organization, manage knowledge and measure intellectual capital through futuristic HR solutions”

Organizational Value Proposition And Structural Effectiveness- The Conceptual Framework Of HRFolks.com

Services Hrfolks.com offers…
1. Human Resource Management Strategy We help clients create Comprehensive HRM strategy. Piecemeal solutions are not as effective as a coherent well thought through HRM strategy designed exclusively for a client. For a startup venture such strategy would imply a systematic approach to management of the human resources in line with the business strategy. For organizations taking a re-look at themselves and the way they are structured or the way their cultures work, this could be the beginning of a comprehensive change process.

2.Organizational Design & Structure

Organization design process involves choosing the right structural type, creating roles, authority distribution, definition of processes to make the structure work and accountability parameters, all geared towards creating an effective organization in line with the vision of the organization.

We offer services in this area to start-up organizations and also to organizations recasting their business strategy on account of environmental or business imperatives.

3. Change Management & Organization Development

The changing environment makes it imperative for organizations to reorient their positioning with respect to the environment, periodically. Organizations are rarely designed to change and such change has to be consciously planned and carefully implemented. Such change management initiatives follow the model of unfreeze-change–refreeze. The initiatives cover the entire spectrum of initiatives from crafting the vision, identifying the change needed, justifying the change, creating momentum for the change, creating new structures, creating new processes, defining and rewarding new behaviors, celebrating the change. Several OD interventions are possible involving diagnosis, actions/interventions and process maintenance covering such organizational sub systems such as the ideological system, information sub system, technical sub system and power sub system.

4. Building Cultures: Culture Beyond 2000

Marvin Bower, long time Managing Director of McKinsey & Co. defined culture as “the way we do things around here”. All successful businesses have a strong culture as their foundation. A culture helps a business transcend its commercial boundaries and become an institution. Large companies who have survived over the years have done so by building cultures.

Culture building is a slow process necessitating the presence of vision, values, stories and myths, heroes and tribes and other subliminal moorings. Cultures can be planned and by meticulously adhering to the vision for the institution, culture can be created with certainty.

A culture building initiative begins with a diagnosis of the current culture and an articulation of the desired culture and gradual creation of symbols, heroes, rites and rituals that will build and reinforce sub cultures that form part of an integrated corporate culture.

5.Human Resource Management Practice (Including Outsourcing) Great organizations are built through meticulous attention to every aspect of Human Resource Management. Whether it is selection standards or ethics, methodology and sanctity of training, importance given to the appraisal and development process, fairness and equity in rewards management, consistency and fairness in dealings with employees, importance of internal communication or attention to planning careers of employees, good organizations where people want to come and give their best are different.
They do things differently, though they maybe doing the same things as others.
AND THE CLIENT NEED NOT DO HRM PHYSICALLY. WE CAN DO IT FOR YOU
With our knowledge of best HRM practices, we help clients benchmark their HRM practices and improve them significantly. We offer counsel on HRM practices such as Recruitment & Selection, Training & Development, Potential & Performance Appraisal, Career Planning & Rewards Management, Communication and Employee Relations and make these practices self sustaining and capable of continuous improvement. HR Outsourcing implies we would create and manage your HR Policy, System, Process and day to day administration at a cost lower than what you would have spent managing the function yourself.
AND IT WOULD NOT BE AN ADMINISTRATIVE ROUTINE. WE WOULD ADD VALUE.

6.HR Engineering - Creating the Intellectual Corporation

In an era where the intangibles of service add greater value in the value-chain, managing people assets becomes the predominant and core business process. The transition towards becoming the intellectual organization involves unlearning the process of measuring returns on physical capital employed. What has to be learnt is even more difficult - that people assets can be enhanced in their capital value, the returns can be manifold if managed through appropriate processes. A change is also needed in the paradigm of strategy-structure-process-people in that order.

The process that we adopt for this product is as follows:

Establishing the intellectual capital base for the organization

Modeling the entire Knowledge People Processes Systems (KPPS) chain

Selections Strategy that will create an intellectual asset base

Deployment strategy for maximizing returns

Retreat Modeling for development of intellectual assets

Culture environment definition for enabling a performance orientation

Knowledge Systems creation for facilitating the intellectual asset in the performance efforts

MODELING ORGANIZATIONS

THE CCC FRAMEWORK © FOR ORGANIZATION MODELING ©

CCC Framework © is the model with which Hrfolks.com works with its clients. The framework provides both the client and the consultant a conceptual model of defining organizations in the context of structure, competence, and culture. Organizations are created to achieve a set of objectives. Based on environmental imperatives and internal capabilities, these objectives are modified over time. In the process of achieving their objectives, organizations orient their structures, business processes and "a way of doing things" that lends a unique organizational personality. We view this orientation on three dimensions and based on the three dimensions, we have defined various organizational models.

While the model does not straightjacket our appreciation of business processes and the internalized strategy, it does provide a definitive frame of reference and a platform for an appropriate organizational intervention.

Configuration Competence Culture

Dimension 1: Configuration

Organizational Configuration covers Work Design and Organization Structure, Organizational Knowledge Management Process, the Decision-Making Process, Authority Process, Performance Management Process & Systems and Organizational Communication Systems. In our assessment, while the practice or type of each of these processes would differ, it may also be observed that the extent of Configuration in organizations would differ. Based on the intensity of occurrence of each of these processes, we map an organization on a continuum of Tight to Loose Configuration.

Dimension 2: Competencies

When we speak of competencies, we cover Knowledge, Skills and Behavior in the organizational roles. While every organization would seek its employees and associates of the highest level of competencies, the business process or the configuration may steer the level of competency requirements. Our analysis process maps the organization on a spectrum of highest level of Competency Focus to a level of Competency Defocus.

Dimension 3: Culture

Culture in an organization is defined by observation. The visible attributes that form the culture are Vision, Values, Symbols, Rituals, Frames Of Reference, and Rules of Behavior. While all these attributes may not be formally defined, organization cultures may have a strong character based on various practices while some cultures would yet be in an evolutionary state.

Based on the measurement of these dimensions, we map organizations into the following eight types:

ORGANIZATION	CONFIGURATION	COMPETENCIES	CULTURE
Competing Organization	Tight	Focused	Thick
Learning Organization	Loose	Focused	Thick
Human Organization	Loose	De-focused	Thick
Institution	Tight	De-focused	Thick
Performing Organization	Tight	Focused	Thin
Intellectual Organization	Loose	Focused	Thin
Voluntary Organization	Loose	De-focused	Thin
Mechanistic Organization	Tight	De-focused	Thin

Diagnosis & Interventions

While there is no single "Best Organization Model", based on the objective to be achieved, there is one "Best CCC Model" that an organization should strive to be. Our CCC diagnosis methodology helps us map the current position of the organization and examine the appropriateness of the organizations' status on the three dimensions.

The model envisages usage of information, data and knowledge characteristics of the corporation in reaching a well-debated classification of the current and desired organizational fit.

Flowing from this diagnosis, we work with organizations into becoming the Organization Model that is relevant for the business objective. The interventions could then be in the area of Management Consulting Interventions which target process initiatives at the organization level; Management Development Interventions targeting teams and individuals for competency building, perspective building and performance effectiveness; through Technology Products that help streamline Human Resource Management Processes through IT solutions; and through Search Interventions that will help redefine Human Capital Indices of the organization.

Technical Mall

As an Information Technology leveraged one stop shop for HR solutions, we offer technology leveraged HR solutions. These solutions incorporate a concept and a theory, software to operationalize the concept and training to the employees who operate the software (wherever necessary).

Our products are sold through the net, the e-commerce route as well as directly on a tailor made basis.

IT HR Products Library

1. Human Resources Information System (Integrated)

HR enterprise resource-planning package

Tailor-made for each company according to their needs and specifications

Integrates the HR Value Chain

2. Hiring Information System (Modules)

Operational, data warehousing & decision support system

Manpower Planning, short listing and scheduling selections

Online interview evaluation & automatic appointment letter generation

Capable of handling very large-scale recruitment

3. Training Information System (Modules)

Identification & storage of training needs

Training calendar generation

Online nomination and confirmation

Budgets & Training logistics management

4. Career / Compensation Management Information System (Modules)

For managing & tracking careers

Parameters such as education, batch (vintage), experience, performance rankings and rewards received

Decisions support for promotions & transfers while dealing with issues such as batch parity, experience and performance weightage.

5. People Information System (Modules)

Heart of an HRM function

Basic data storage and all kinds of demographic analyses

Linkages to the Electronic Swiping Attendance & Leave System, Compensation, Career Planning, Finance & Accounts, Selections, Training, Performance Appraisal and Discipline system

Statutory obligations report generation

6. Performance Management Information System (Modules)

For periodic appraisal before each stage i.e. probation, confirmation and annual appraisal

Manages and monitor the appraisal process

Analysis of fairness, equity and consistency in the performance rankings and identifies exceptions

7. Exits and Early Retirement System (Modules)

Regular exit of employees as well as Voluntary Retirement Schemes

Monitoring the Voluntary Retirement Process, identification of the surplus employees, tracking resigned employees, generation of the benefits sheets for the employees, keeping track of resignations received and the full & final settlement process.

Full & Final Settlement of dues

8. Disciplinary Execution System (Special)

Systematic maintenance of discipline-related data

Individual discipline records, actions taken, precedents

Data storage & decision support system for suggesting actions to be taken depending on cases, precedents

Facilitate proper enquiry process

The PCMM Framework

In order to improve their performance, organizations must focus on three Interrelated components—people, process, and technology—. With the help of the Capability Maturity Model SM for Software many software organizations have made Cost-effective, lasting improvements in their software processes and practices. Yet many of these organizations have discovered that their continued improvement requires significant changes in the way they manage, develop, and use their people for developing and maintaining software and information systems—changes that are not fully accounted for in the CMM. To date, improvement programs for software organizations have often emphasized process or technology, not People.

What does the PCMM Do
Objectives	Objectives Achieved Through
Improve the capability of software organizations by increasing the capability of their workforce	Audit the key Process Activities in the Organization	Audit HR practices in the Organizations

Ensure that software development capability is an attribute of the organization rather than of a few individuals	Identify the PCMM Maturity level of the Organization	Initial , Repeatable, Defined, Managed, Optimized

Retain Human assets (i.e., people with critical knowledge and skills) within the organization.	Guide the organization to a Higher PCMM level	Target KRA's for change.
		Carry out Change in Key Practices and processes so as to achieve a higher Level

PCMM PROCESS RATIONALE

Improvement in key process areas

Graduation to a higher maturity level

Increase in workforce capability

Where do we come In:

It would indeed be the Endeavor and the dream of every organization to achieve the optimizing level i.e. Maturity Level 5. A situation where the organization has inbuilt capability to regenerate intellect self learn and use the competitive tools such as innovation to combat competition in the Knowledge era. We guide the organization achieve this state by being change managers.

We

Audit Key HR Process Areas in Organization.

Give Objective Assessment of PCMM status level of the Organization.

Suggest Steps, which help Organization, achieve next Level of PCMM

Moving from one maturity level to a higher one is not only about implementing key process areas it is about managing change it is about managing people…

Helping you to implement Change

Identify Change Management Issues and help Client overcome the problem areas and make a smooth transition from one level to a higher level.

Define Time Frame to bring about the transition successfully.

Help Incorporate Change in Key process Areas to achieve higher PCMM Level

Help Align Key Process to the Organization needs:

content delivered by hrfolks.com for PCMM implementation. Some suggested products and services outlined above. Similarly a conceptual diagnostic method relevant for PCMM execution is stated below.

Where do we come in...

Identified inadequacy of competencies in a dynamic & growing organization.

Create Renewal processes for mature organizations

Understand the Learner Spectrum and Learner Context

Creating the Learning Environment

What do we offer?

Competency based E Learning is our specialization. We facilitate a holistic HR Intervention with a competency framework as the backdrop of the learning profile analysis of both the institution and the individual. Closely integrated with the system is the need for assessment of needs, development of the process/system, grading and standards setting and finally the fitment of the individual to the organizational needs.

The Learner Coaching model originates from the assessment of needs and consequent architecture of a solution dependent upon needs felt and researched. As organizations mature into a new paradigm so do people within. Facilitating pace and internalization is equally an important task.

The Faster Learning Continuum provides the conceptual framework to link rate of learning and the challenge of learning along with learning styles. In a conclusive manner our organization helps institutions work through learning as the fundamental premise of organizational effectiveness.

1. The New Millennium Program Series: Preparing for the New Millennium

A combination of knowledge and perceptual reorientation, these programs expose participants to new reality models and equip them with coping skills. These programs are focused at managers in leadership positions who will in turn lead their teams along the path of reorientation.

Global Vision Workshop	Competency Based HRM
Strategic Human Capital Measurement	Managing Knowledge in the 21st Century
Dynamic Learning Organization	Transformational Leadership
Renewal and Change Management	Organizational Structures and Processes
Tell Me Effect: Sensitivity Group Training	Organization of Teams for Tomorrow
Values Clarification Workshop	Culture Beyond 2000 Workshop
Millennium Leadership and Star Tracking Series	Work Organization: 21
Benchmarking and Standards Setting Methods	Career Planning & assessment of Potential
Competency Based Selections	Competency Based Performance Management

All the above programs use an experiential learning methodology along with theoretical inputs spread over one - three days.

2. Behavioral Training & Process Consultation

Behavioral Programs focus on the individual (self-awareness & development) and the individual in the social context (dyads, triads and groups). Interventions are aimed at bringing in a change at the level of individual behavior, modifying perceptions and attitudes and hence bring in a change in the interactions between individuals, teams and the organization as a whole.

Behavioral & coping skills for handling different leadership situations encountered in organizational life are developed through insights from organizational behavior.

The efficacy of the program depends upon on the robustness of the design and the skill of the facilitator. The design allows for formation of an experimental group of strangers or colleagues, feedback, experimentation with new behavior patterns in the security of a trusted group and reinforcement through positive strokes.

We offer the following programs / methodologies in this area:

Organization Diagnosis & Consultation

Assessment Centre & Competency Profiling

Enabling & Encounter Groups

Personality Synthesis & Psychodrama

Cross Cultural Management

3. Managerial Skills Development

Development and sharpening of managerial skills is achieved through packaged programs, which are customized to suit the unique requirements of the client organization.

These modules are developed with clear instructional objectives, which lead to an expected terminal behavior (behavior at the end of the training). The modules use tested instruments, cases, videos, audiotape, games and simulations and extensive group work.

Pedagogy is interspersed with participation & experiential learning to facilitate high learning. Participants are led towards the desired behaviors in a structured manner, to ensure uniformity of learning.

Depending on the content such courses may be of one-three days duration.

Team Building and Group Process Workshop	Psychometric and Social Testing Methods and Uses
Negotiation & Conflict Management Workshop	HR Process Reengineering and Audit System
Top Star Track 100 Workshop	Performance Appraisal and Management Workshop
Train the Trainers Workshop	Strategic Human Resources Management Workshop
Pillars 2010 for First Line Management	Early Retirement Planning
The Power Within: Empowerment Workshop	Measuring Business Performance of HR
HR Value Chain: HRM Skills & Competencies	Dream Factory

Executive & Talent Search

While there is no one “best” candidate, there is indeed at least one “best fit” candidate for every position. Our Executive Search division locates those “best fit” candidates for client organizations. Our Competencies… We understand DOT COM's Extensive industry experience in the Search business and have successfully completed General Manager and Functional Manager Searches in Manufacturing, Fast Moving Consumer Goods, Textiles, Garmenting & Retail, Information Technology, Power, Oil & Petroleum Products, Pharmaceutical and Services Sectors. We also offer specialized service in International Searches in countries like the US, UK, Middle East, Europe, China, Sri Lanka and Bangladesh. We have completed several Presidents, CEO's, Vice Presidents and Director level positions through on line experience.
Our Services… 1. Retained Search
Specialized Search Services for locating Top Management CEOs/Vice Presidents/ General Managers/Business & Functional Heads and specialist positions.
Spend time in understanding the client, the position requirement and search globally/locally for locating a select few, who would fit into the position in terms of competencies, culture and maturity.
Help clients' define/redefine roles to make the fit appropriate.
2. Middle Management Recruitment Retained Search well as database and advertised placements. We maintain an industry database to help clients in choosing the “best fit” candidate in the shortest possible time with minimum iterations. Recommending a select few options.
3. International Placement In the global village, careers are no longer restricted by geographical boundaries. Employers prefer mixing their cultural stew and managers look at international exposure to add value to their skill repertoire. Global operations of large Corporations are constantly on the lookout for Global Managers. In addition to global recruiting we provide an integrated service, from identification, to facilitation, socialization of the settling down process of the new hire in an International location. 4. Start-up, Dot Com and E Commerce Venture Manning Large expansion & new ventures require talent in large numbers to be hired in a short span of time. This is also the time when management attention is needed for making the project operational in the shortest possible time. To help clients manage the multiple tasks simultaneously, we offer services in Manpower Planning & Sourcing in a scientific manner. We use scientific Manpower Planning & Selection tools in ensuring the quality of hires. The tools are customized to the client organization vision, strategy & culture. 5. Campus Recruitment The Campus Recruiting Scheme includes identification of the right schools for hiring, image building at the campuses, compensation offer structuring, scientific recruiting and induction into the organization. Design and implement modules for a full one-year training for the trainees which includes familiarization, cross functional training and on the job experience with built in mentoring, periodic appraisal & feedback processes. 6. Consultants / Expatriate Hiring There is a growing trend towards engaging specialist services from the best person in the field on a contractual basis. Such specialists/consultants are unique in their fields and would not be interested in a permanent employment. Sourcing such experts globally for specific solutions is an area where we have distinctive competence. Our contacts worldwide enable us to locate the right person. We thereafter facilitate the selection and engagement of the right consultant and his /her immigration, work permits, cross-cultural training, legal & taxation issues. 7. Retained Manpower Planning & Out Sourcing Services Organizations keen on a scientific and high quality Manpower Planning & Resourcing function have the option of outsourcing the entire function. Range of Manpower Planning & Resourcing Services for client organizations. This would include scientific Manpower Planning & Budgeting, generation of forms/formats, sourcing of selection systems, actual recruiting and induction of employees. The function can be operated from the client's premises for immediate & prompt servicing of client needs. Our Ethics We work for the client and manage the entire selection process. We would neither place nor recommend a candidate, whom we are not convinced about. We conduct reference checks before the offer is made. We guarantee confidentiality for the client and the candidate. We are a value-based organization.

4. Start-up, Dot Com and E Commerce Venture Manning