You are no doubt extremely proud of your business success and growth record to date. Whether you are a family run business, a rapidly growing start up, or a successful corporation, you will inevitably be feeling growth pains and your HR team will at times be venturing into uncharted territory. Growth and momentum can also be your enemy. Not everything can be learned on the job! At times like these bringing in seasoned professionals with years of relevant experience can save you time, money and commercial dead-ends. Here are some of the ways we can help.
Becoming an international company places considerable pressure on the contribution of national employees. This includes complying with international standards of business behaviour and etiquette, whilst simultaneously meeting governance, regulatory and performance standards.
Businesses are becoming increasingly international with regulatory and performance standards applied worldwide. All international companies must achieve these standards and efficiencies, and have a well-defined world view if they are to compete and contribute internationally. What are normal cultural and work practices in India may not be acceptable to your overseas partners, and in the context of the internet, and a highly connected world, the emphasis is on consistency and global risk management. JAZ HR has the necessary extensive international expertise to help companies define and achieve global performance standards.
To attract the best talent into your company, you must be prepared to create attractive career prospects for retaining and motivating your staff? However, salary alone is rarely enough. How do companies create the right workplace conditions to retain and motivate their talent in a highly competitive employment sector? Developing and motivating your talent to perform at their full potential, and supporting key individuals to grow their careers within the company, requires careful planning and consistent, well considered HR programmes. JAZ HR Consulting can help with this very real and immediate HR challenge.
Managing human capital requirements and succession planning is a major contributor to business efficiency, growth and profitability, and a continuous challenge for organisations. Indian business culture is a complex mixture of national talent, expatriate expertise, hierarchical expectations, family and religious loyalties. This creates a multifaceted background to how best to structure and manage businesses to meet growth and efficiency needs. Planning human capital requirement and succession planning; developing talent capability and building commitment; are all on-going HR challenges, particularly in a growing and expanding businesses. In the Indian context this is likely to be highly sensitive process, one requiring careful handling if motivation and retention does not suffer.
Effective companies worldwide invest in integrated HR strategies that are aligned with business objectives and facilitate and support business success.Too frequently we meet organisations that have failed to align their human capital strategy, policy and systems with the needs of the business as it expands internationally. Often part of the problem is that they have purchased standalone software solutions that are not effectively integrated and are unable to deliver the promised benefits. Even worse, sometimes these systems actually constrain business effectiveness by limiting flexibility and focusing attention on the wrong business dimensions. JAZ HR ensures that HR strategy, policy and systems are sensitive to the unique local conditions and practices, and are carefully implemented to achieve maximum engagement.
To successfully benefit from acquisitions and mergers, growing companies must prepare their people systems and processes in advance of the transaction, and then follow through with post-deal integration programmes. Most aspirational companies will attempt to expand and grow through acquisition and merger. However, all too often the desired synergies and projected growth benefits fail to be materialised. In our experience, a successfully acquisition or merger follows a three-stage process. The first requirement is to evaluate the cultural fit, and define the human capital capabilities required to achieve the projected benefits. Secondly,companies must design the new organisational structures and HR strategies, overcoming the inevitable difficulties of merging different business cultures and preparing people for integration and changes in their work habits. Finally, to implement, manage and follow through with the integration plan to achieve post-deal success. JAZ HR has the range of expertise - psychologists, change experts, consultants and trainers - to help at every stage of this complex and necessary process.
Do your people have the right skills, abilities and critically the right attitude to do their jobs, now and in the future? Classroom training is only a small component of a larger more complex capability growth strategy.Certified training is likely to be part of a wider solution to building superior company capability.Having the right human capital development strategy in place is critical to future performance. Buying ad-hoc certified training workshops rarely amounts to an adequate development strategy. Certainly the 80:20 rule applies. 80% of the impact of your training will come from 20% of the activity, identifying that 20% through analysis, observation and feedback is essential. You could easily miss it and many training programmes often do. At JAZ HR we start with your business strategy and a comprehensive behavioural and technical competency framework. From this we design bespoke and tailored training solutions, combining classroom, on-line, experiential and peer learning groups. We take account of the fact that in India learning, especially at senior levels, can be a very personal and sensitive process. During our management training programmes, many participants privately tell us how useful it is to refresh and renew their management skills. At more senior levels, our development focus switches to confidential one-to-one coaching.