HR@work is our end-to-end HR consulting practice.
 

We have, over the years conceptualised, designed and implemented some of the most complex HR@work engagements across a wide range of industries.
 
A typical end-to-end HR@work engagement meets the needs of three distinct client groups:
 
Start-ups which are looking for Interim HR support to get their business started.
 

For start-ups our work typically includes socio-economic intelligence, blue prints for their employee value propositions, green field employee relations strategies, staffing strategies, guidance in policy formulation, setting up of the internal HR function and so on.

 
 

Professional entrepreneurs, small & medium businesses and family businesses in the throes of growth wanting help in managing the people side of their growth.
 

For organisations wanting our help in managing growth, our work typically includes designing and implementing all the strategic & operational HR processes in an institutionalized manner in addition to helping set up their in-house HR function over a 12 to 18 month period with a strong emphasis on implementation and hand holding. In all such engagements, our agenda is broad enough to respond to the emerging needs of our clients over the engagement period.

 
 

Established organisations of any size that are embarking on the path of restructuring, change and performance improvement.

 

For organisations wanting help with managing change our work typically includes diagnosis, consensus building, facilitating

 

the articulation of the preferred future and supporting the actual change process through the design of systems, processes and the development of people capabilities. In such engagements we use proven Organisation Development/Change methodologies and also employ human process facilitation skills to achieve our client objectives.

   
The range of interventions in our HR@work engagements
 

A typical HR@work engagement in any of the three client settings calls for an intimate understanding of the clients’ business context and the deployment of a wide range of ‘deep generalist’ capabilities.

   

Here is a quick look at some of the most diverse problems we have solved and solutions we have developed in response to our clients needs:

   
Undertaking Socio-economic surveys to help start-up organisations evolve their HR/ER blue prints.
   

Designing the Organisation based on business strategy & the key business processes and implementing the same or

redesigning the organisation in response to changing business and customer needs. This would include strategies for developing key professions, deciding on the levels of impact, establishing Bands & Grades.

   
Solving problems of poor job design by redesigning jobs in a manner that meet the business needs and also helps engage

talent effectively.

   
Defining organisation wide capabilities to facilitate effective staffing, training, assessment and development.
   

Evolving strategic staffing plans and approaches and improving the quality of the staffing processes. (as a policy totus does

not offer search & placement services to its clients but does participate in the staffing and selection processes for which it uses other placement consultants)

   
Reviewing & implementing sound work force management policies & processes to ensure compliance, morale and

productivity.

   
Designing & implementing performance management systems that are contextually relevant.
   
Implementing differentiation practices that are culturally sensitive and appropriate to the buiness context.
   

Designing & implementing appropriate compensation and benefits programs, starting with the definition of philosophical

pillars and closing with the setting up of salary ranges and employee communication plans.

   

Evolving career development frameworks and framing career progression policies that meet the needs of the organisation

and the aspirations of the employees.

   
Diagnosis of climate, HR maturity, change readiness, culture, structural issues and so on.
   

Developing the HR Organisation by defining the HR agenda, hiring HR professionals and mentoring them to

succeed.

   

Working with leadership teams to evolve common purpose, build collaboration and plan for the future in a participative

 

manner.

Using qualitative research capabilities to ‘sense’ employee perceptions and develop solutions.
 

In each of the above areas, our work does not stop with conceptualisation and design. We get involved in implementing our solutions and recommendations in the client Organisation.

 
Why totus consulting’s HR@work offering?
 

More and more organisations are seeking the help of professional HR service firms to address their HR needs.

 

Our research tells us that it is not ‘cost’ that is driving this demand for external service providers. It is the acute shortage of HR talent that is driving more and more organisations to partner with professional HR service firms to meet their Strategic HR needs.

 

Most start-ups or existing small and medium businesses have a classical dilemma - they desperately need top quality HR inputs to build competitive advantage, but cannot find it even if they can afford it. If they hire a junior level HR professional to handle the operational aspects of the function and wait till they can find the right Senior HR professional to build the strategies it might be too late. The Organisation has lost out on the opportunity to build its people advantage, or worse still, has increasing people management problems. Today's Organisations built on Human Capital just cannot afford to make this mistake. .

 
 


With the HR@work offering, strategic HR insight and solutions are now within the reach of all firms, small and large, right from day one!
 
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