Hi All,
I am currently doing a freelancing assignment for a client who wants me to do HR consulting for his firm. This firm is a real estate firm with around 50+ employees. I thought of doing a Assessment first by preparing a elaborate questionnaire to identify gaps in the processes. I have prepared the questionnaire. Could someone please look through it and suggest if I can add anything else.
And since this is my very first client, any tips to handle the consulting will be most welcome.
Thanks
Shruti
From India, Mumbai
1I am currently doing a freelancing assignment for a client who wants me to do HR consulting for his firm. This firm is a real estate firm with around 50+ employees. I thought of doing a Assessment first by preparing a elaborate questionnaire to identify gaps in the processes. I have prepared the questionnaire. Could someone please look through it and suggest if I can add anything else.
And since this is my very first client, any tips to handle the consulting will be most welcome.
Thanks
Shruti
From India, Mumbai
Hi All,
I have consulted the client using the attached questionnaire. I have observed that the management just keeps hiring people without any job analysis. They have some people who are just on the job and do some miscellaneous work. I tried to instruct the manager that this practice is not correct, however he says that the construction industry is very dynamic, hence they cant predict when loads of work will come in.
I have suggested to work on the following:
Job descriptions for each level
Hierarchy in place
Speaking to the Team Managers to understand the workload & team grievances
Could you please suggest to tackle manpower planning in a growing firm what additional steps I can take.
Thanks & Regards,
Shruti
From India, Mumbai
I have consulted the client using the attached questionnaire. I have observed that the management just keeps hiring people without any job analysis. They have some people who are just on the job and do some miscellaneous work. I tried to instruct the manager that this practice is not correct, however he says that the construction industry is very dynamic, hence they cant predict when loads of work will come in.
I have suggested to work on the following:
Job descriptions for each level
Hierarchy in place
Speaking to the Team Managers to understand the workload & team grievances
Could you please suggest to tackle manpower planning in a growing firm what additional steps I can take.
Thanks & Regards,
Shruti
From India, Mumbai
Well, I think you initially you are failed to make them understand about this. Better you prepare a explanatory doc with example showing the importance of having a defined job profile, hierarchy etc. and conduct a meeting with team managers and seniors and then explain them once again.
From India, Lucknow
From India, Lucknow
Dear Shruti,
You have developed exhaustive questionnaire no doubt about it. Good work, well done. However, following points or subjects are missed out in your list:
a) Anything and everything about safety of the employees. Safety is very important issue in construction industry.
b) Employee suggestion scheme. Nothing is mentioned about how innovation is encouraged.
c) About the culture of the company as such. Nothing is mentioned.
Frankly speaking, construction industry or reality companies are still at primitive stage in India. They are miles away from professionalism. Barring few handful exceptions, there is still "Thekedar-Munshiji" culture in most companies. The industry is driven by muscle-men who have political connections. The industry is heavily driven by the owners and MD's word is bylaw.
Against this backdrop, how far your "HR Assessment Questionnaire" and all that will work that remains to be seen. Lest you could be barking up wrong tree. So be heedful of that.
Thanks,
Dinesh V Divekar
From India, Bangalore
You have developed exhaustive questionnaire no doubt about it. Good work, well done. However, following points or subjects are missed out in your list:
a) Anything and everything about safety of the employees. Safety is very important issue in construction industry.
b) Employee suggestion scheme. Nothing is mentioned about how innovation is encouraged.
c) About the culture of the company as such. Nothing is mentioned.
Frankly speaking, construction industry or reality companies are still at primitive stage in India. They are miles away from professionalism. Barring few handful exceptions, there is still "Thekedar-Munshiji" culture in most companies. The industry is driven by muscle-men who have political connections. The industry is heavily driven by the owners and MD's word is bylaw.
Against this backdrop, how far your "HR Assessment Questionnaire" and all that will work that remains to be seen. Lest you could be barking up wrong tree. So be heedful of that.
Thanks,
Dinesh V Divekar
From India, Bangalore
Thank you so much for your inputs. I will add the additional questions in my list.
They have applied for ISO:9001:2008, hence they have got formats from them to follow. From our meetings I have realized that manpower planning is the major issue to tackle. I think once I prepare the JDs for each position and the job levels, I will be in a better position to explain it to the owners. I have scheduled a meeting with each team manager this week to understand how they function and what are the problems they are facing. From this conversation my basic aim is to understand the responsibilities individual members of the team have, their training needs and the owners leadership styles.
Hence my scope of work here includes:
Preparing Job descriptions
Refining the policy manual
Devising Job levels
Refining the performance appraisal system
Putting a Promotion mechanism in place
Conducting Behavioural Trainings for Team managers and Owners
Preparing SOPs for each HR process
Can you tell me what are the current fees for HR outsourcing. From the scope mentioned above can anyone suggest how much should I charge them.
Regards,
Shruti
From India, Mumbai
They have applied for ISO:9001:2008, hence they have got formats from them to follow. From our meetings I have realized that manpower planning is the major issue to tackle. I think once I prepare the JDs for each position and the job levels, I will be in a better position to explain it to the owners. I have scheduled a meeting with each team manager this week to understand how they function and what are the problems they are facing. From this conversation my basic aim is to understand the responsibilities individual members of the team have, their training needs and the owners leadership styles.
Hence my scope of work here includes:
Preparing Job descriptions
Refining the policy manual
Devising Job levels
Refining the performance appraisal system
Putting a Promotion mechanism in place
Conducting Behavioural Trainings for Team managers and Owners
Preparing SOPs for each HR process
Can you tell me what are the current fees for HR outsourcing. From the scope mentioned above can anyone suggest how much should I charge them.
Regards,
Shruti
From India, Mumbai
This is to introduce “HR Primacy” to you. I am Shruti Patil the sole proprietor of this firm. I have 8 years of rich Human Resource experience and I have worked in companies like Tata Power and Morgan Stanley. We at HR Primacy believe in a very process driven approach and if you are a start up or growing firm and would like to streamline your HR or start a new HR department then we are the right consultants for you.
We offer HR services like:
• Preparation of Employee Handbook
• Drafting Offer letters, Termination letters, Promotion letters and Reference letters.
• Drafting HR Procedure Manual
• Maintaining MIS
• Identifying levels and Preparing Job Descriptions for each level
• One on one employee meetings and providing feedback and suggestions
• Performance management design and implementation
• Managing Exit
We offer recruitment services as well if there is a requirement.
We work along with you to build your organization and roll out the right HR interventions so as to create a happy workforce.
You can email me at
or call on 9833169717 to fix up an appointment for a free Pre- assessment of your firm.
Look forward to your reply.
Thanks & Regards,
Shruti Patil
HR Primacy
From India, Mumbai
We offer HR services like:
• Preparation of Employee Handbook
• Drafting Offer letters, Termination letters, Promotion letters and Reference letters.
• Drafting HR Procedure Manual
• Maintaining MIS
• Identifying levels and Preparing Job Descriptions for each level
• One on one employee meetings and providing feedback and suggestions
• Performance management design and implementation
• Managing Exit
We offer recruitment services as well if there is a requirement.
We work along with you to build your organization and roll out the right HR interventions so as to create a happy workforce.
You can email me at
Look forward to your reply.
Thanks & Regards,
Shruti Patil
HR Primacy
From India, Mumbai
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