HRD / OD Intervention

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A focused HR Process is the Key to Success in today’s competitive environment and plays a vital role in ensuring that the HR policies and systems are streamlined and followed in the organization.

Analytic HR model ensures designing and planning HR Solutions through our off-site HR Research Consultants.


  • To reduce manpower turnover
  • To attract, motivate, develop and retain talents
  • To identify and prioritize HR issues and align individuals with accountability in line with the organizational goals
  • To facilitate corrective and preventive action for individual and organizational development
  • To measure and improve HR climate of the organization
  • To sharpen organizational competitive edge to face emerging challenges


A creative, data-based, research-oriented HR intervention, comprises of –

(a)  Problem Identification and Implementation of unbiased, practical HR solutions through Data Collection / Collation / Analysis / Interpretation / Report / Presentation.

(b) Developmental Workshop / Meeting / Feedback of employee strength and weaknesses / Counselling for attitudinal change.

The sequence of the following HR Initiatives will be decided after mutual discussion.

Process Organizational Restructuring / HR Initiatives
Process 1 Organizational Health / Diagnostic Study

  • Employee Satisfaction and Engagement Survey


Process 2 Establishing Role Clarity

Organization Structure

  • Job Description
  • Job Analysis
  • Job Specifications
Process 3 Job Gradation / Job Banding
Process 4 Performance Management System

  • Performance Assessment by self and reporting officer
  • SWOT Analysis
  • PMS Handbook
  • Potential Assessment
  • Delegation
  • Multi Rater / 360 Degree Feedback for HODs
  • Key  Performance Area / Key  Performance Indicator for HODs
Process 5 Development Need Analysis (CTCM)

  • Counselling
  • Training
  • Coaching
  • Mentoring
Process 6 Compensation & Benefit

Payroll Management

  • Increment Modelling (Incentive)
  • Variable pay
  • Reward policy (Monetary and Non- Monetary)
Process 7 Documentation of HR Policy, Processes & Systems

  • HR Manual / Employer Hand-book
  • Policy manual
Process 8 Personnel and Administration  Policy Manual

  • Coordinating Recruitment Process
  • Joining Formalities
  • Induction & Orientation Program for new joinees
  • Appointment Letter
  • Attendance / Leave Record
  • Personnel Record
  • Exit Interviews
  • Releasing Formalities etc
  • Full & Final Settlement etc

Process 1: Organizational Health / Diagnostic Study

Organizational Diagnostic study will be conducted with the help of unbiased, customized and anonymous, questionnaires which would be coordinated and collected by Analytic in strict confidence.

1.1 – Employee Satisfaction and Engagement Survey

Employee Survey will measure the favourable and unfavourable opinions of the employees about various factors necessary for productivity improvement e.g.

  • Customer Focus
  • Cost Conscious
  • Delegation
  • Commitment
  • Role Clarity
  • Teamwork
  • Morale
  • Time management
  • Relationship
  • Decision Making
  • Work life balance
  • Training & Development
  • Innovation
  • Communication/Open Climate
  • Recognition ( Social and Personal)
  • Welfare
  • Policies and Procedures
  • Stress management
  • Career Development
  • Performance Assessment System
  • Reward ( Financial)

Process 2: Establishing Role Clarity

          (Organization Structure and Job Description, Job Analysis, Job Specification)

Establishing Role Clarity is an important HR Intervention, which is directly related to employee performance and organizational success. It is a designation-centric initiative, which once defined will help in better understanding of the responsibilities and accountabilities associated with a particular designation. Hence, keeping the management and employee well aware what is expected out from him/her once he/she steps into a particular job-role.

Role Clarity intervention is a cluster-activity, which will proceed through the following steps:

2.1 – Drawing up the organizational structure

The organizational structure will depict the existing levels of management in the organization. These levels will be further bifurcated into existing unique roles at each level.

2.2 – Defining the reporting relationships between the levels of management

Once the organizational structure is drawn, existing reporting relationships between the levels of management will be outlined. This will help in identifying the multiple reporting relationships, if any.

2.3 – Documenting the Job Descriptions for unique roles

After the reporting relationships between the levels of management are defined, existing job descriptions for each unique role will be documented by collecting the primary data from the jobholder and getting it reviewed by the reporting officer.

2.4 – Identifying the possible gaps

With the job descriptions for unique roles documented an analysis will be done to identify the possible gaps like, over-lapping of responsibility, identification of new role, etc.

Process 3: Job Gradation

Job Gradation will be the succeeding interventions to Role Clarity.

After role clarity exercise is established for the unique roles, jobs will be grouped into grades on the basis of one or more classifications.

Compensation Structuring will be done, if necessary, based on the Job Grades etc.

Process 4:  Performance Management System

Performance Assessment by self and reporting officer, SWOT Analysis, PMS Handbook, Potential Assessment, Delegation, Multi Rater / 360 Degree Feedback for HODs, Key Performance Area / Key Performance Indicator for HODs

Performance Management System is a comprehensive initiative, which aims at complete evaluation of an employee’s performance and creates a plan for future with regards to allocation of more responsibilities and accountability. It takes care of the following dimensions of employee performance:

4.1 – Performance Assessment

Performance Assessment is an instrument to do the root cause analysis of performance of employees on Personality related and Job-related parameters.

4.2 – Potential Assessment

Noting the assessment of the employee performance and identification of the competencies present in him/her, a potential assessment for the individual will be done through psychometric tests for making informed decision on succession planning, job rotation, promotion delegation, redeployment, rationalization, career planning for star performers, discover hidden talents, etc.

4.3 – Multi Rater / 360 Degree Feedback for HODs

Multi Rater / 360 Degree Feedback is an introspective exercise, where feedback on an employee will be collected on personality-related factors, with the help of an anonymous questionnaire. Feedback for HODs will be given by the people with whom HOD interacts on a day-to-day basis, covering the boss, peers, subordinates and internal/external customers.

Process 5:  Development Need Analysis (CTCM Model )

                      Counselling, Training, Coaching & Mentoring

Development Need Analysis is done on the basis of the performance assessment system (process 6.1). Development Initiatives are planned on the CTCM Model – Counseling, Training, Coaching and Mentoring. These employee-centric, solution-focused and result-oriented initiatives motivate, develop, facilitate and enhance employee’s capacity to achieve the desired performance level and strengthen the organizational culture.

 Implementation of these Development Initiatives will be done through regular meetings, hand-holding, feedback and discussions, which will be coordinated and implemented by our consultants.

 Process 6: Compensation & Benefit

An increment model will be made on the basis of the job gradation, performance rating and special increment, pertaining to the organizational culture.

In Compensation & Benefit Planning / Reward Management System, the remuneration bands for each job grades will be reviewed, leading to suggestion for modification with corrective and preventive action.

 Process 7:  Documentation of HR Policy, Processes & Systems

This would be three-step process, which will have the following approach:

7.1 – Review of the existing HR processes & systems

 A review of the company’s existing HR process & system will be done to understand the current status of the entire system and make required gap analysis, revisions and changes.

7.2 – Formulation of new processes & systems

After the review of the existing HR system, areas would be identified which requires new processes and systems. New processes and systems will be formulated, considering the organizational culture and norms, and put forward for management’s approval.

7.3- Documentation of HR Manual / Employer Hand-Book

After approval, the new formulated HR process & system along with the reviewed existing systems will be documented into a HR Manual, which will provide as a ready reference to various department heads for any HR-related queries.

Process 8: Personnel and Administration

In addition to specialist HR Interventions mentioned above, we can provide advisory services on Personnel Administration, which will cover the following regular HR jobs:

  • Coordinating Recruitment Process
  • Joining Formalities
  • Induction & Orientation Program for new joinees
  • Appointment Letter
  • Attendance / Leave Record
  • Personnel Record
  • Exit Interviews
  • Releasing Formalities etc

Our Interventions are dynamic in nature and follow periodical checks, reviews updates and follow-up action on a regular basis. We will be responsible for providing HR Services, supported by our back-office, research-based HR intellectual capital, which is updated regularly.

Our team members comprise of Principal Consultant, Senior Consultant and Consultant. Principal Consultant / Senior Consultant / Consultant will be involved in assignments related to recruitment, HR Research, designing, co-ordination, data collation, analysis, interpretation, reports, workshops, training and development, counselling, presentation, periodical checks, reviews, updates and follow-up action on a regular basis.

We also take care of total HR and administrative functions, including recruitment, training, performance assessment, salary administration, and HR policies, on a day-to-day basis for medium-sized organizations with the involvement of our on-site HR Executives. HR Executive will assist the consultants in back-office and front-office as and when required. The agreement is for continual HR Services as your HR Partner.


Tushar Basu, PGDM-IIM Calcutta. Director, Analytic Consultants. Leadership Coaching, Executive Coaching, Training, Mentoring. Objectives: Personal Productivity Improvement, Leadership Skills Development, Presentation Techniques, Cultural Transformation of Individuals, Teams and Organizations. Employee Survey: Employee Engagement Survey, Employee Satisfaction Survey, Managerial Engagement Survey, Organizational Climate Survey. HR Strategy: Manpower Planning, Execution and Control. Talent Management: Talent Acquisition Head hunting, Executive Search, Selection and Recruitment. Learning and Development (Development Centre) Training, Leadership Coaching, Executive Coaching, Mentoring, Counselling. Performance and Organizational Development – Goal Setting, Balance Score Card, 360 Degree Feedback, Competency Mapping, Assessment Centre, Performance Management System, Compensation and Benefit Planning, HR Policies, Work-Load Assessment. Career Counselling: (For Successful Corporate Professionals and Educational Institutions) Psychometric Test, Career Selection, Career Seminar, Counselling and Coaching. ISO Systems: Standard Consultancy, ISO 9001:2015 QMS, ISO 14001:2015 EMS, OHSAS 18001:2007, SA 8000.

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