Our Human Capital offerings include a wide spectrum of HR areas. QA is equipped with a professional team of Human Capital subject matter experts dedicated to deliver the best-in-class services to our clients. There is no doubt that human capital is the asset of any organization and hence is considered the driver for success. In QA, we use proven and successful methodologies in all HR areas, including HR Strategy articulation, Diagnostic Assessment, HR Restructure, HRMS, creating Policies and Procedures, Competency Framework, Assessment Centers, Job Analyses and Evaluation, Grading and Salary Structure and Compensation Management. Our operating models in Human Capital are well integrated and talk to each other to help organizations achieve the corporate & business strategy.
QA approach to strategic HR plans enables organizations to align resources to corporate strategy. Its linking people and work organization together to achieve corporate goals. QA helps organization to align HR strategy to the corporate vision and mission to support the goals and strategies of the organization. This ensures that HR planning and practices are consistently aligned across the organization.
It outlines how the gaps between future and present human resources capability will be addressed. Our method provides a guide for redesigning HR business processes, procedures and policies, developing new roles and accountabilities for people, and ensuring that people have the necessary skills they need to succeed in those roles. Our comprehensive HR plan ensures that an organization has the capacity to deliver on strategy and that HR practices are consistent across the organization and aligned to corporate strategies & objectives.
Compensation & Rewards is a concept that combines direct monetary and indirect non-monetary elements. Direct compensation includes salary, performance bonus. Indirect compensation includes Social Security, retirement programs, EOSB, Health & Life insurance, leaves etc. and non-cash compensation like training, career advancements, recognition letters, etc. Our approach to Compensation & Rewards structures can be linked to corporate business strategy and job evaluation and grading structures.
It impacts on recruitment, retention, motivation, performance, etc. For employees, compensation is the equivalent not to how they are paid, but ultimately, to how they are valued. There is no one best reward system – our method is to tailor compensation and reward systems to the specific needs of an organization. Objective of compensation systems is to attract, retain and motivate staff within a context of equity and an environment that reinforces the reward of good performance.
Compensation & Rewards systems impacts on:
• Compensation philosophy and goals
• Method of valuing work
• Base salary structure design
• Pay administration and communication
• Impact of the pay system on company effectivenes
Job evaluation & grading is a systematic approach to the establishment of objective criteria for the classification of job hierarchies and job grading.
Our integrated model of job evaluation and grading system covers the following components:
• Job Analysis
• Job Description
• Job Evaluation
• Job Grading Structure
• Salary & Benefits Structure
Our method is a well-established tool for ranking jobs logically, consistently and fairly, by using DBM, a structured method to "measure" the size of jobs, in relation to the demands and outputs of the role. It brings a systematic approach to the task of comparing job values and enabling organizations to establish internal relativities, which can then be reflected in pay and grading arrangements. Job Analysis: Is the systematic process of collecting and evaluating relevant information about jobs (principal or essential tasks, duties and responsibilities), the level of the work being performed, the extent and types of knowledge, skill, mental and physical effort and requirements, and responsibility required for the work being performed. Job Analyses is a pre-requisite for job description writing and job evaluation. Our method of for job analyses combines of questionnaires, interviews, logs or diaries, direct observation and work plans.
Job Description: It is an orderly process of writing job descriptions in a standard and clear template. In addition to clarifying what is expected from employees, job descriptions are linked to all other HR models and strengthen organization’s ability to manage people and roles in several ways.
QA professional team ensures that job descriptions are:
• Written to a standard format to enable valid comparisons to be made
• Complete and take account of all major tasks and/or responsibilities
• Suitable in style and content for use in more than one section or department
• Cover the range of factors chosen for a job, and Checked and agreed by the jobholder and the jobholder's manager.
• Our Job description method captures the following elements:
• Purpose of the job
• Essential Duties and Responsibilities
• Measures of Performance
• Reporting Levels
• Supervisory Responsibilities
This is a practical technique of determining the relative worth of jobs within the organization and it is concerned with the value of a job to the organization. This technique determines the relative value of each job by establishing a hierarchy of jobs within an organization. Job evaluation is done after the job analyses. Job evaluation focuses on the job descriptions and specifications. This process results in job descriptions which forms the building block for the design of remuneration system.Our job evaluation technique is based on the Decision BandTM Method (DBM). DBM objectively evaluates the worth of a job to an organization. Its basic premise is that the value of a job is based on its level of responsibility.
Job Grading is an orderly method of grouping jobs that have approximately the same relative internal value & worth to the organization. In other words, all jobs within particular grade are paid the same rate or within the same rate range. Job grading varies depending on the size of organization, vertical distance between highest and lowest level job, organization pay and progression philosophy, etc.
Benchmarking provides a method of taking a representative sample of jobs in an organization and comparing them, both internally and externally. The benchmarking exercise would enable the organization to get a picture, a "snap shot" of how roles in different job families compare with each other and to test how a matrix of job families should be developed further.
The results from a benchmarking exercise allows the organizations to develop and design a new pay and grading structure, based on the representative sample of all the roles. The Salary surveys are tools used by employers to determine the wage & reward levels needed to attract competent employees, and to plan a strategy for compensation of their workforce.
Training & Development plans are intergraded methods to ensure that employee skills and competencies are aligned with corporate business plans and strategic objectives.
QA approach to training & development is:
• Extracts profiles of required skills and competencies from corporate business plans and strategic objectives.
• Objectively assess the skills and competency profile of current employees.
• Prioritize training requirements against corporate business plans and strategic objectives considering employees aspirations and development plans.
• Develop detailed training & development plans and objectives to cover the identified gaps.
QA provides an approach to training and development that facilitates the improvement of staff performance and of individual career developments in the most appropriate and effective manner to support the delivery of the organization mission and strategic objectives.
Competencies are the demonstrated behaviors, skills, knowledge and attributes that are important for successful performance. Competencies are defined under two broad headings: functional and behavioral competencies, which encompass function specific competencies, industry specific competencies, leadership and management competencies and the core values. QA develop robust competency framework based on client’s business philosophy, strategy and culture.
Competency dictionary includes core, behavioral & technical competencies that are linked to other HR models like recruitment & selection, placement, promotion, compensation, career counseling, training & development We identify competencies though analyses, surveys, interviews and focus group meetings. Competencies framework can be tested and validated using assessment centers to ensure it is aligned with business strategies and fully integrated with other HR systems.
Assessment Centers are logical methods and processes that evaluate an individual's competencies and capabilities as defined by certain areas of knowledge, skills, personal attributes and qualities and abilities that are deemed critical to the successful performance of job tasks. Assessment Centers are useful for staff selection, placement, promotion, career counseling and training & development.
The use of assessments has resulted in extraordinary increases in productivity by ensuring closer match between job specification and employee profile. This results in reducing employee relation’s problems, employee turnover, stress, tension, conflict and overall human resources expenses.
Human Resources Policies & Procedures is the definitive statement of corporate approach and philosophy to manage employer-employee relations. This allows for professional and clear presentation of organizational requirements.
Our approach in designing HR Policies & Procedures provides for:
• Consistency with international best practices.
• Conveying and translate the organization’s philosophies, strategies and objectives and expectations to employees.
• Ensuring full compliance with employment & labor requirements, laws and regulations.
• Promoting discipline, security and stability among employees.
• Improve morale, productivity and communication.
• Strengthening operations.
Governing employee relations in a fair and consistent manner.