Category Archives: Organisational Structuring & Strategic Management

Differences Between Job Function & Job Title

Internal Vs. External Importance

One distinction between job title and function is that a title is often used to provide a label for an employee to the public. On business cards and in introductions, a title helps identify a person’s role within an organization. Job functions provide more benefit internally. A job description typically outlines the various functions of a particular job that an employee is expected to perform.

Substance or Style

Organizations sometimes serve job titles as a way to emphasize the prominent function or role in a given position. For instance, a sales associate in a retail store normally performs active sales processes, including questioning customers and making product recommendations. Job functions are detailed views of the various activities an employee performs. The process of working with customers and making product recommendations is a typical job function of a sales associate. A function is the substance within a given position or job title.


An obvious difference between job title and job function is that most employees have one job title, but may have many job functions. A store manager has one title, but his functions include hiring and training employees, motivating them, scheduling hours, overseeing merchandising and doing regular inventory checks. However, these same functions may be performed by a management employee with the title of store manager, general manager, manager or senior manager.


Both concepts play a role in the compensation system within an organization. People bearing the same job title often make the same salary or similar pay as designated on a formal or informal pay schedule. While the title is used to identify position on a pay schedule or compensation system, job functions are used to determine the appropriate level of pay. An entry-level office clerk may denote a pay range of X to Y, a salary commonly posted for this position. This pay range is based on a human resources assessment of the skills required and level of tasks performed in the position’s job functions.




Human Resource information system

6 Marks


  1. what are the sources of data.
  2. what is the need for oracles financials
  3. what is meant by data storage and retrieval
  4. distinguish between data and information
  5. describe the module on PA system
  6. how does HRIS help in authority and responsibility flows
  7. elucidate the role of HRIS in communication process
  8. discuss about the orientation and training module for HR
  9. trace out the difficulties faced by HR manager doesn’t have technology back ground
  10. how data storage and retrieval helps the HR manager for his functions
  11. identify some software called as standard software and customized software used for human resource information system
  12. explain the modules of MPP
  13. identify how the information system support the planning and control in HRIS
  14. explain how the organization structure is a factor in the HR management process
  15. describe the essential communication process involved in the human resource management
  16. what are the role of ITES in human resource management
  17. give the meaning of ERP and what are the object ERP and HRIS
  18. what do you mean by SAP? Why is it important in information system
  19. point out the characteristics features of Indian management for HRIS
  20. distinguish between standards software and customized software in HRIS
  21. what do you understand by MPP? Why is it essential for HRIS modules
  22. outline the salient features of organization structure in HRIS
  23. what are the security of data and operations of HRIS modules
  24. what type of data and information needed for a HR manager
  25. explain the HR software packages used in current HR practices
  26. how do the system of office automation facilitates the HR management function
  27. how the HR manager is responsible for HR decision making
  28. explain the module on pay and related dimension in HR applications
  29. write short note on : organization culture and power”
  30. write short note on “ communication process in organization”
  31. explain the styles of organization
  32. what are the data and information needed for the HR manager
  33. HRIS in ERP and SAP
  34. explain data formats, entry procedure and process
  35. HRM needs in an organization
  36. differentiate HR management process and HRIS
  37. what are the information systems support for planning and control
  38. what are the behavioral patterns of HR
  39. what is responsibility flows and communication process

10 Marks


  1. discuss the importance of IT for managers
  2. elucidate the relevance of decision making concepts for information system design
  3. describe about standard software and customized software
  4. discuss the behavioral patterns of  HR managers in information processing for decision making
  5. how are common problems during IT adoption efforts and processes overcome
  6. explain the applications of ovacles financials and ramco’s marshal in HRIS
  7. design an HRIS for  an 100 bed hospital management consists of 50 doctors 50 technical staff
  8. “ human resource management needs HRIS for a well functioning so HRIS is not an expenditure it is an investment” comment
  9. how the HR modules to be developed for training? Develop a model which suits for the company like manufacturing industry
  10. discuss about the role and responsibility of the HRIS manager to be followed in HRIS management
  11. “ data security and data operations is a key issue in HRIS management” critically evaluate the importance of this statement
  12. discuss about the types of orientation and training modules for HR and other functionaries to be given for HRIS management
  13. discuss the human resource management practices that may be applied for survey of software packages of HRIS
  14.  examine the various software packages and ramco marshal formulae that may be applied in HRIS
  15. what do you mean by information processing and control function? How it can be brought about in a HRIS
  16. examine the process of HR management in PA system module
  17. describe the behavioral patterns of HR of other managers in HRIS
  18. evaluate the ITES personnel and explain he employs legislation in HRIS
  19. how the human resource information system are effectively adoption of substance in HRM
  20. what are the common problems faced by the IT industry. Suggest you remedial measures to overcome the problems?
  21. discuss the role of information technology and information technology enabled services in HRM
  22. explain the applications of ERP and SAP software’s for HR functions
  23.  how to plan for a design of HRIS? What are the difficulties faced by the HR manager in HRIS planning
  24. discuss the scope of the module development to be used for training and development in a organization
  25. discuss the influences of organization structure design and flow of authority and responsibility in developing HRIS in organizations
  26. discuss the role of HR manager in relating the HRIS and employee legislation
  27. discuss the chance of winning and loosing opportunities in implementing HRIS by the organizations
  28. the investment made on HRIS will have a scope to get a return by a productivity and performance of a organization – comment on this statement
  29.  discuss the role of ITES in HRM and IT for HR-managers
  30. explain a) SAP b) ERP  c) oracles finance in relation with HRIS
  31. explain information processing and control function
  32. give some standard software and customized software of HRIS and explain the investment procedures for it
  33. explain the following module :

a)      PA system

b)      7 and D

c)      pay and related dimensions


  1. what are the information systems support for planning and control
  2. explain organizational structures and related management process
  3. how will you capture data and flow will you monitor and review it

Global Human Resource Practices

6 Marks


  1. discuss the use of balanced score card
  2. what do you mean by motivation? What are its types
  3. explain the need for change in management of models
  4. what are the universal quality standards
  5. what are the advantages of international business
  6. differentiate between HR practices followed by domestic and MNC’s
  7. what are the factors responsible for stress in an organization
  8. what do you understand by change management
  9. explain stress free orientation
  10. what is balanced score card
  11. what are the human resource career options in international business
  12. what is the role of technology in today’s organization
  13. what is proactive mechanism of grievance handling
  14. what should be the human resource policy frame in a global setting
  15. what are the challenges posed by the globalization to human resource department
  16. what are the objectives of globalization in human resource perspective
  17.  explain the ethical and social responsible behavior
  18. explain the various compensation packages
  19. state the functions if human resource manager
  20. state the steps involved in man power planning
  21. state the methods of performance appraisal
  22. describe coaching and mentoring
  23. what are the use of balanced score card
  24. what is the equity theory of job motivation
  25. what is HRIS
  26. list out the various dimensions of HRP
  27. who is a protégé
  28. what is quality of work life
  29. explain job enrichment
  30. what do you mean by feed forward control
  31. motivation and motivators can be compared to the carrot and the stick. Explain
  32. how is the international trade pave way for globalization
  33. what are the operational objectives of globalization
  34. what are the uses of balanced score card
  35. in what ways global business are helpful for HR
  36. how is HR helpful for creating linkage among nations
  37. what do you understand about reactive mechanism
  38. how is motivation helpful for HR development
  39. “ analysis is a must for introducing change in organization” discuss
  40. explain balanced score card
  41. explain socially responsible behavior
  42. enumerate the distinctive features of organizing at global level
  43. what is meant by industry analysis
  44. explain EFQM
  45. what  is meant by ISO 9000
  46. what is meant by motivation
  47. give and explain four careers in international business

10 Marks


  1. what is globalization? What are its objectives
  2. explain the HR challenges faced by MNCs
  3. explain the HR functions
  4. explain reactive and proactive mechanism
  5. what do you mean by appreciating change. Bring out its advantages
  6. discuss the thoughts of sri Aurobindo
  7. “people sometimes resists to change for the sake of resistance” comment
  8. explain the steps followed by HR manager while recruiting people for MNC’s
  9.  discuss the HR perspective in the context of growth of international business
  10. how will you link the people, strategy and performance
  11. what are the HR challenges and opportunities when national differences arise
  12. what are the distinctive features of HR functions in a global set up
  13. suggest HR practices for compensation package and grievance handling
  14. explain the role of leadership in taking up change management
  15. how will you ensure quality in knowledge based organization
  16. explain the views of sri Aurobindo with regard to quality and commitment
  17. what are the distinctive features of human functions
  18. explain the eastern management thought for global management with illustrations
  19. state the human resource management in multi nation companies
  20. what are the motivational systems available in the human resource management because of globalization
  21. explain the universal quality standard in human performance
  22. what are the issues involved in compensation management
  23. what are the recent changes in the leadership qualities
  24. what are the sources of grievances? Explain grievance redressal machinery
  25. explain the need for motivational system in HR practices. Also explain the various need theories of motivation
  26. what are the various financial and non-financial incentives. Discuss
  27. what are the main HR operational functions. Explain in detail
  28. it has been argued that firms have an obligation to train and develop all employees with managerial potential. Do you aggress? Why, or why not
  29. what is an expert system, and how it helps managers make decision?
  30. to what extent and how is money an effective motivator
  31. explain why the managerial grid has been as popular as a training device in the MNCs
  32. how do  you choose an international strategy for thriving at the national level
  33. what is LPG. How do you interrelate these in international business
  34. are you think that the ethical and social concept in India have eroded after the introduction of globalization in India
  35. what are the challenges faced by HR at international level
  36. give the distinctive functions of HR in global setup
  37. give the distinctive functions of HR in global setup
  38. write a note on incentive and compensation packages available for HR at global level
  39. explain the role of leadership in executive change in an organization
  40. discuss the thoughts and practice of  shri Aurobindo
  41. discuss the factors influencing international competitive strategy
  42. explain how cultural differences between countries influence HR practices
  43. distinguish  between control internally and internationally
  44. explain the concept of change management and enumerate the steps in executive change
  45. explain Aurobindo’s writings on commitment, quality and stress free orientation
  46. examine the role of technology in global HR practices
  47. is there any difference in offering compensation package and incentive management at national and international levels. If so explain
  48. discuss the operational objectives of globalization

Compensation Management

6 Marks


  1. what do you understand by performance appraisal
  2. discuss the need for rewards for sales personnel
  3. distinguish between pay and commission
  4. discuss the advantages of job evaluation
  5. what are the  essentials of sound ppraisal system
  6. what is meant by commission
  7. what is meant by performance based pay system
  8. elucidate pay commissions
  9. discuss the limitations of traditional method of performance appraisal
  10. why the job evaluation is important for compensation management
  11. write basic applications of performance appraisal systems
  12. explain the classifications of compensation
  13. distinguish the basic features between wage and salary
  14. how a wage is fixed in India
  15. who are all the members in wage boards
  16. how the pay commission in summarizing the data for pay fixation
  17. define job evaluation. Distinguish it from performance appraisal
  18. what to you mean by incentive system. Discuss its features
  19. discuss balance method of wage payment
  20. what is commission salary plan. Bring out its merits and demerits
  21. how the compensation management is dealt in multinational organizations
  22. explain performance appraisal. Enumerate the trends in it
  23. discuss the measures to make a fringe benefit programme effective
  24. bring out the features of a good rewards system for sales personnel
  25. explain the traditional and new technique in job evaluation
  26. how to set a performance standard? Can we alter the performance standard frequently?
  27. explain the classifications of compensation
  28. how the wages are fixed up
  29. differentiate between pay and commission, which factors decides the decision of pay and commission
  30. write short note on “ rewards for sales personnel”
  31. list out the objectives of pay commissions
  32. how the wage board play a note in employee welfare
  33. explain ranking method of job evaluation. Bring out its merits and demerits
  34. what do you mean by incentive system. Discuss its features
  35. how will you calculate living wage and fair wage
  36. bring out the features of a good rewards for sales personnel
  37. examine the main provisions of minimum wage legislations in India
  38. discuss the performance standards of the employees in an organization
  39. what is profit sharing scheme. What types of problems do emerge in profit sharing scheme
  40. enumerate the requisites for the success of wage incentive paln

10 Marks


  1. explain the procedure of job evaluation
  2. how are the compensation classified. Explain
  3. discuss various theories of wages.
  4. describe executives compensation plan.
  5. elucidate the importance of pay commissions
  6. describe wage payment
  7. explain ranking method of evaluation. Discuss its merits and demerits
  8. discuss about the modern methods of performance appraisal
  9. explain salary administration
  10. discuss the need for incentives for sales personnel
  11. explain the importance of wage boards
  12. elucidate the need for compensation management in multinational organizations
  13. how managers can make a choice of performance appraisal system.
  14. discuss the new techniques involved in the job evaluation in the present scenario. What are the difficulties faced by the job evaluation during job evaluation
  15. explain the role and responsibilities of the performance appraiser at the time of performance appraisal process
  16. “ fringe benefits are normally used as a informal way rather than a ethical motivation in a company” critically evaluate
  17. “ salary administration in India is not so flexible, it is more static than dynamism” – comment
  18. discuss about the executive compensation plan and packages in India
  19. “ pay and commission are the tools equally powerful, it should be used as a double edged sword. If one is exceeding the other it will be a demotivating factor” . how do you foresee the above statement. Give suitable examples.
  20. compare and contrast the compensation management system in India companies and in multinational companies
  21. critically evaluate the functional role of pay commissions in India
  22. explain behaviorally anchored rating scales (BARS) method of performance appraisal. Bring out its steps involved and evaluation
  23. what do you mean by employees welfare and social security. What are the benefits that are provided under these schemes
  24. explain time wage method. Discuss its merits and demerits
  25. discuss the executive compensation plans and packages
  26. examine critically the role played by wage boards in the development of a wage policy for the industrial sector of the Indian economy
  27.  what do you mean by appraisal results? How does it work
  28. how will you formulate a good incentive system.
  29. describe the evolution of wage policy in India. How far wages have been standardized in India
  30. job evaluation must be case by case and industry by industry-justify this statement , how these concept of job evaluation should be practiced in each industry
  31. discuss the types and methods of incentives and fringe benefits in IT industry
  32. explain the wage and salary administration method in India
  33. how the wage fixation is implemented and  designed by the government in India. What are the pitfalls in the wage and salary administration in India
  34. explain the methods and procedures involved in executives compensation plan. How this compensation plan should be a motivation tool to the executives
  35. discuss the methods of compensation management is multinational organizations
  36. critically evaluate the role of pay commission in India
  37. Performance appraisal system in India is not much focused towards the employee orientation – agree (or) disagree. Give suitable support for your arguments
  38. explain point method of job evaluation. Discuss its merits and demerits
  39. what is cafeteria compensation plan. Discuss the situations in which this plan is more effective
  40. explain piece wage method. Bring out its merits and conditions where it can be followed effectively
  41. enumerate the incentives offered to sales personnel
  42. examine critically the role played by pay commission in compensating employees
  43. discuss the factors affecting wages
  44. what do you mean by straight salary plan? Bring out its merits and demerits
  45. what  do you mean by wage structure? What is minimum wages? How will you calculate minimum wages?

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Human Resource Accounting

6 marks


  1. explain the modern market investment theory in HRA
  2. how the human resources is treated as capital in the industry
  3. explain the various approaches to human resource accounting
  4. what are the different types of depreciations involved in human resource accounting
  5. what are the informations to be presented in human resource accounting reporting
  6. why is HRA important for managers and HR professionals
  7. write a brief note on human capital investment
  8. compare organizational behavior vs. turnover
  9. what do we understand by the human resource accounting. How it is useful to HR manager
  10. explain the quality focus approach in work force and in organization
  11. explain the steps involved in human resource planning
  12.  what is called as human value. What are the mechanics involved in designing human value
  13. write short note on “ relationship between organization behavior and productivity”
  14. how to design a management control structure and process
  15. what is known as non-value adds in the management of human resources. How to control it
  16. define human resource accounting. Bring out its importance
  17. explain human capital in detail
  18. enumerate the investments made on human resources
  19. what are non value adds is the management of human resources. How will you measure them
  20. discuss the behavioral aspects of management control
  21. how costs are classified in human resource accounting
  22. identify the areas in which HR auditing can be conducted
  23. explain how responsibility accounting assist management control
  24.  who are HRA managers and HR professionals
  25. what are the objectives of HRA and mention different approach to it in short
  26. explain human capital and productivity
  27. explain the HR values, concepts and its methods
  28. determine the changes in human resource variables
  29. explain the HR accounting and its design
  30. what are the different classification of costs in HRA


10 marks


  1. human capital is a vital component than a investment capital. Justify with suitable illustrations
  2. discuss about the process of human value addition into money value calculation. Give suitable illustrations
  3. recruitment costs and training costs is an investment not an expenditure. Critically comment
  4. behaviour of the organization and individual is a variable factor in the organizational turnover. Comment
  5. explain the do’s and don’ts to be followed in the preparation of PSL accounts and balance sheet in reporting human resource accounting process
  6. human resource is a continuous process, it should be accounted periodically, not at one time. Justify
  7. elucidate the significance of human capital productivity
  8. discuss the measures and prevention of non value adds in the management of human resources
  9. describe management control structures and process
  10. explain HRA software
  11. write about efficient use of workforce and organizations performance
  12. describe the management of human value addition into money value
  13. discuss the meaning and importance of human resource accounting in organization. How this HRA will improve the performance of organization
  14. explain the modern market investment theory and its involvement in calculating HR assets
  15. Accounting the human resources is not so easy as like other management and financial accounting – justify this statement. How would you suggest to do these best HR accounting.
  16. explain the types of approaches in human resource investment . what are the different methods of HR values in corporated in HR investment
  17. narrate  the role of HR sub system and its contribution in designing HR accounting process
  18. how to prepare a HRA oriented reporting process including P and L accounts and balance sheet. Give examples
  19. forecast the future scenarios of human resource accounting in India
  20. explain the soft skills and hard skills required for HR accounting manager in a organizations
  21. explain quality of work force. How organizations performance can be improved through it
  22. what is human resource accounting. Discuss its objectives and explain problems
  23. explain HR cost accounting and HR value accounting. How do they differ
  24. what do you mean by human assets. Discuss the different types of human assets and their relevance in an organization
  25. how wil you determine the changes in human resources variables
  26. enumerate the reporting process for HR accounting
  27. state the advantages of HR accounting and difficulties in implementing it
  28. discuss the software packages available for HR accounting
  29. how HRA concept developed and discuss historical score card
  30. how will you calculate market value of assets and explain the term marketable assets
  31. what are the approaches to HRA
  32. what is HRD and human capital investment
  33. explain the term “ recruitment and training cost” and what is its rate of return
  34. what are non value adds in the management of human resource
  35. explain the management control structure and its process
  36. design the HR procedures for “induction and training”

Organizational development and change FAQ

6 marks


  1. write short notes on  forces stimulating change
  2. what are the factors treated as individual factors influences the resistance of changes
  3. how the change program should be effectively designed to manage the changes
  4. explain the phases of organizational development
  5. how the process of intervention is important in O.D
  6. what do you understand by the concept of learning organization. Give any two examples
  7. what is planned change?
  8. write short notes on survey feedback
  9. identify the agents influencing the changes
  10. what are the organizational factors effects the resistance of changes
  11. write a short note on job redesign
  12. identify the basic values of organizational development
  13. explain the importance of  feedback in organizational development process
  14. write short note on sensitivity training
  15. how the concept of innovations can be utilized for organization development
  16. write short note on technological interventions.
  17. explain kurt lewin’s three phases of change
  18. discuss the role of group dynamics to overcome the resistance to change
  19. bring out the effectiveness of change programs
  20. discuss the role of diagnosis in understanding the problem of the organization
  21. what is the role of grid organizational development. Describe its various phases
  22. narrate the dimensions of planned change
  23. discuss the techniques to overcome change
  24. what is job redesigning. Discuss its impact on work order of an organization.
  25. what is called as change. What are the sources for changes
  26. how to plan for the unplanned changes in change management
  27. identify the organizational and individual factors for the resistance of change
  28. explain the methods to implement changes
  29. how to evaluate and terminate the change plan
  30. write short note on sensitivity training
  31. how to develop a inter group development in a organization


10 marks


  1. explain the lewin’s three step model
  2. How the organizational manager should manage the planned and unplanned change. Give suitable illustration
  3. explain the need and importance of socio-technical system approach for change management
  4. How the human process interventions can be utilized as an effective tool for organization development  interventions. What are the pitfalls can arise in the involvement of human interventions
  5. Structure and strategy interventions most of the time gets failure result. Justify
  6. Regular manager will not have same vision like the OD manager.  Comment
  7. elucidate job redesign
  8. discuss the role of inter group development in organizational intervention
  9. explain lewin’s three step model
  10. how manager can make a better change agent. Discuss
  11. why people resist change. What are the different  causes for resistance to change
  12. explain the different models of organizational change
  13. change is the only event, which cannot be stopped in the organization. Critically comment
  14. discuss about the reasons and factors influencing the resistance for changes. Give suitable illustrations
  15. how to measure the effectiveness of change programs. If not so correct. How to redesign the change programs.
  16. how the organizational diagnosis should be done for OD? What are the do’s and don’ts to be followed in organizational diagnosis
  17. explain the methodology to be adopted in survey feedback for organizational development. What are the pitfalls occur in survey feedback method
  18. inter-group development is more difficult than a process of OD. comment
  19.  OD should not be the one time process it is a continuous process. Justify
  20. why do people generally resist to change? Do personality factors play a role in this process
  21. narrate the efforts at the individual level to overcome the resistance to change
  22. what is OD? Bring out its characteristics
  23. what do you mean OD intervention. Explain sensitivity training in this regard.
  24. discuss the process involved and strategy followed in planned change
  25. discuss the lawin’s three step model in change management
  26. any changes will not be a permanent one, the next change will replace previous change- in this situation how the organization should plan for managing these changes
  27. explain the steps involved in change process. How to encounter the problems arises during the challenges in the change implementation
  28. discuss the OD intervention techniques with its merits and demerits
  29. explain the role of process consultation and survey feedback in the organization development
  30. how the intergroup development can be developed in a organization. What are the advantages of inter group development
  31. explain the role of consultants in the process and plan of organizational development,

Organisational Structuring and Strategic Management

Strategic HR Planning
Organizational  Structuring / Restructuring
•HR Process Improvement
•Change Management
•Talent Acquisition & Retention
•Designing Policies & Formats.
•Measuring Process Performance.

Organizational Structuring / Restructuring

•Align Organizations Objectives
•Decentralized Reporting & Flat Hierarchy Benchmarking
•Contribute To The Organizations Effectiveness And Efficiency
•Develop And Design Organizational Core Competencies
•Annual Cost Benchmarking Departmental Wise

HR Process Improvement

•Increasing Workforce Productivity
•Develop An Effective Orientation Program
•Organization Compensation Structuring In Respect To Market Rate, Level In The Organisation And Employee Tax Beneficial
•Analysing, Structuring And Standardizing Organization’s Performance Management System
•Analysing And Implementing Organizations Training & Management Development Programs
•Better Time Office Management Techniques
•Employee Welfare & Engagement Program
•Career Development

Change Mangement

•Identify & Define Change Management Process & Practices
•Receive Change Requests
•Analysis Of Changes
•Plan For Implementation Of Changes
•Implement And Monitor The Changes; Back Out Changes If Necessary
•Predicting The ROI Of Change
•Evaluate And Report On Changes Implemented
•Modify Change Management Plan If Necessary
•Techniques To Empower People During Change Initiatives
•Monitoring And Managing The Risk

Talent Acquisition

•HR Workforce Analysis & Planning
•Manpower Planning Job Profiling
•Setting Departmental And Specific & Fix Employee KRA
•Teamwork Development
•Acquiring Key Talent & Lack Of Available Talent
•Talent Retention
•Building Leadership
•Capability Management
•Reward And Recognition

Designing Policies & Formats

•Policy Formulation & Analysis
•Determining The Objectives
•Assess Need For New Or Revised Policy
•Cost Benefit Analysis
•Risk Analysis
•Review Draft Policy
•Draft Layout For Policies & Formats (Forms & Letters)

Measuring process performance

•Measure Objectives Facts
•Focus On Variable
•Analysis Of Employment Satisfaction
•Data Collection Approach
•Select / Configure Appropriate Measurement Technique – Eg: MIS, Database, Surveys, Graphs, Charts, Checklist, Files, Forms, Etc.
• Determining Success Criteria & Kpi
•Change Of Approach & Attitude Towards Human Resources & Organization’s Management
•Enables To Manage HR Function Efficiently And Effectively
•Proper Hr Planning Implementation For Audits
•Smart Sizing Of Organization, With Reduction In Attrition
•Rationalization Of Pay Structure
•Reduces Workforce Cost
•Better Formulation And Implementation Of Policy
•Adequate Focus And Commitment Of The Top Management Towards Change Program – Organization As Well As Employee Beneficial
•Drastically Reduced Need For Manual Interfaces
•Clear Defined Roles & Functions Of Departments
•Better Understanding Of Personal Kra’s, Resulting High Scores In Performance Of Employee And Organization
•Rise Of Employee Morale & Development Of Leadership Quality
•Develops A Strong Shared Vision, Leadership Support And Clear Communication Between The Management Of The Organization And Employees, Giving Rise To Success Lucent Policy.
•Measuring Of Process Implementation, Helps Making Progress With Process Maturity

List of HR activities- for a start-up – Checklist

Employee Handbook (A document to be submitted to the new joinees)

a. Short introduction of the company (2 pages max)
b. Code of Conduct (3 pages)
i. attendance/ punctuality
ii. absence without notice
iii. telephone and internet use
iv. dress code
v. tobacco products
c. Leave and holidays (2 pages)
d. Performance Policy (1 Page)
e. Grievance Policy (1 Page)
f. Termination Policy (1 Page)
g. One page document for new joinees checklist (documents to be submitted)

2. Recruitment Process (documented) and workforce planning (A standard document for the management use)
a. Manpower Requisition
b. Standard Procedures of selection
c. Hierarchy of selection
d. Orientation and probation
e. Work Hours / Shift timings, breaks
f. Personnel Information

3. Induction Management (A standard Document for the management use)
a. A chart of organization hierarchy
b. A gist of HR Policies – attendance, leaves, performance, office conduct and codes
c. A gist of compensation and benefits
d. A gist of performance review

4.Employee Records (Files with the set of documents one for each employee)
a. Interview details with correspondence
b. Complete and latest CV of the employee
c. Interview records
d. A completed employee form including references
e. Educational certificates and sheets
f. Any other required documents
g. Medical Reports
h. Relocation details if any
i. Work permits and related documents
j. Employment related letters

5. Performance Management
a. Objective of the Performance Reviews
b. Performance goals and criteria for reviews
c. Performance Review Procedure
d. Performance Reviews schedule
e. Performance Reviews Hierarchy
f. Performance Development meetings

6. Compensation and Benefit managemen
a. General Benefits offered to the employees
b. Rewards – temporary and permanent
c. Payroll

7. Training Management
a. Need Assessment
b. General Training
c. Topical Training
d. Skill enhancement
e. Advancement of knowledge

8. Exit Process
a. Hand over
b. Exit Interview and forms
c. Contact information


Organisational Structuring & Strategic Management


  1. Analysis of the organisation’s business and goals.
  2. Listing of the organisations vision, mission and objective.
  3. Listing the business competence and market competitors.
  4. Listing the organisations core competences.
  5. Repeat (Step 1 & 2 according to Step 3 & 4).
  6. Succession Planning
  7. Structuring or Restructuring of the Reporting Pattern Functionally or Departmental
  8.  Aligning of Organisations Goals based on the aforesaid steps.
  9. Based on the Step 6 Subdivision of the Organisational goals into Functional and Departmental Goals
  10. Based on the Step 7 aligning of the individual goals

Purpose of Goal Setting 

Purpose of setting a goal is to have a sound, defined and effective direction to actively work, perform and explore towards the goal with a SMART objective.

SMART GOALS: Smart Goals are Goals which are specific, measurable, attainable, realistic and time bound.

GROWTH: Growth means Goal, Reality, Options, Will, Thoughts and Honesty

Organizational goal  —-    Team Goals   —-     Individual Goal

I                                                                  I

Individual Growth  —–      Team Growth   ——-  Organizational Growth

11. Process for Step 6, Step 7 & Step 8

  • Define and Decide a Goal – Goal Setting
  • Bifurcate into Long-Term To Short Term Goals
  • Goal Counselling
  • Goal Sheet Preparation: Department and Individual
  • ARCI
  • Review
  • Closing
  • Documentation

12. Deciding on the Benefits on completion of Goals which would result in Organisational growth, Team growth & Individual growth

13.Conflict Management

14. Open discussion on Organisational Development, Goal Setting, KPI, Measurement of Goals and its Benefits

15. Training on Goal Setting along with activities

16.Understand the organization politics/influential people

17. Understand the organization/individual roles

18. Based on Step 10 and 17, build individual KRA’s

19. Understand, analyse and measure individual core competencies and Interest

20. Development of one additional responsibility, beneficial for the organisation for every half yearly to be aligned for every employee

21. Based on Step 19 and 20, provide training need analysis or educational need analysis with its ROI and debating need.

22. Manpower Planning based on step 18, 19, 20 and 21.

23. Individual discussion with the Higher Management and HOD’s on step 22 and conduct Talent need analysis

24. Measurement of the new recruitment analysis effect on the monthly payroll for the year.

25. Reviewing the requirement

26. Finalising the requirement

27. Preparation of the JD for all the requirements according to the Manpower planning

28. Finalising on the Pre – Recruitment Policy according to the aforesaid steps for further requirement ahead.

29. Drafting of required forms and formats

30. Analysing with the competitors recruitment strategy

31. Analysis of the best possible recruitment practices for the closure of different profiles and positions.

32. Reviewing of the entire recruitment process, direct from setting of KRA, JD, Manpower Planning, Policies, Forms and formats, Training and Educational Analysis Reports.

33. Closure of the Pre Recruitment process with documentation and formulation of Process SOP.

34. Setting different parameters for reference checks

35. Fixing of the Recruitment contract for the consultants

36. Finalising and closing on the Recruitment Policy with documentation and formulation of Process SOP

37. Finalizing on the Induction Program as per step 1 to 10

38. Orientation Program

  • Introduction (Organisation, Process, Department)
  • Training (based on Training need analysis)
  • Joining formalities (Welcome note, Visiting Cards, Submission of forms, etc)

39. Closing the Post Recruitment Process by setting of policy with documentation and formulation of Process SOP

40. Based on step 18, 19 and 20 providing continuous coaching and feedback during the period of delivery of performance.

41. Identifying the training and development needs by measuring the outcomes achieved against the set standards and implementing effective development programs for improvement.

  • Holding quarterly performance development discussions and evaluating employee performance on the basis of performance plans.
  • Designing effective compensation and reward systems for recognizing those employees who excel in their jobs by achieving the set standards in accordance with the performance plans or rather exceed the performance benchmarks.
  • Providing promotional/career development support and guidance to the employees.
  • Performing exit interviews for understanding the cause of employee discontentment and thereafter exit from an organization