HR Advisory

Human Connections believe in simplifying HR and in helping to make HR a specialized function for your business.

Startups or corporates each have a different vision & a different way to do business. Some of the challenges they face are non existent in the market and amongst the competition. It can be difficult to hire, decide on compensation strategies, understand the compliance issues & much more. We help you to build “a today” for tomorrow. We proudly enjoy a 100% customer satisfaction rating with our existing clients.

Human Connections helps clients to gain cost and time efficiencies and provides cutting edge over their human resource strategies and improves services to their employees.

As a part of the HR Advisory, we take complete ownership and advise on all systems, activities, processes, practices, initiatives, and most importantly decisions taken in managing the HR function for the client. The advisory function focuses on mentioned core arenasin HR domain:

HR Transformations

Human Resources can’t expect to keep up with a changing world by standing still. HR professionals need to equip their operations, and themselves, to function in a rapidly changing global environment.

We think of the future of HR differently than most. Many obstacles get in the way of HR success: reorganizations, M&A, talent shortages, budget pressures, employee demands, and disruptive new technologies. But at Human Connections, we don’t just want you to react to these issues — we want your HR team to become an essential business function leading the way in delivering bottom-line results.

We look to HR with an eye for design. How can core HR processes like recruitment, succession, and performance management be made more efficient and effective? How can HR become a valuable business partner, central to strategy discussions? It’s all part of HR transformation.

Culture Building

Building a strong culture within a team is at the core of business success. You want a culture that recognizes and embraces shared values, attitudes, standards, and beliefs that characterize the goals of the organization. And Human Connections make sure it suits the best people who work at the company while making a positive impression on customers and anyone else associated with the business.

Establishing a culture you believe in means having a clear and consistent vision and knowing how you’d like everyone, inside and outside, to view the company. The greater inclusion of people in the operation of the business has led to far more significant contributions by employees, which spill over to more appreciation from customers.

We start by sitting down with your board of directors or co-founders to write down what your core values are and how you want to weave them into the DNA of your team. It’s important that the founders uphold the culture from the very beginning. To do so, the culture has to be more than just a shared vision. If you have a vision without a strategy, it will never be more than a vision. Thus we bring the cornerstones of Transperancy, Reset time, Empowerment, Physical space, Internal & External communication, and the Organizational design together to build the foundation of the Organization’s culture.

Strategic Shifts

The HR function is increasingly called upon to be a strategic business partner but this role is often in conflict with HR’s long-held identity as the firm’s employee advocate. Human Connections with its initiatives seek to maximize human capital, align strategic fit throughout an organization and increase the firm’s profits; these initiatives are not designed to directly further the interests of the firm’s employees.

In Contemporary Strategic Human Resource Management (SHRM) the various HR roles are directed toward optimal performance, through better organizational design, strengthening incentives in compensation, increasing employee engagement, and aligning strategy throughout the organization. Although these roles are largely incompatible with employee advocacy, they are not necessarily in opposition at all times. The relationship between SHRM and employees has moved beyond the dichotomy of antagonism versus advocacy and now encompasses a constellation of aligned values and skillsets. Human Connections will seek to implement the company’s strategy at all levels and well-matched employees who recognize that they can meet the demands of this strategy will remain at the firm.

Business Transformations

Business Transformation is a change management strategy which has the aim to align People, Process and Technology initiatives of a company more closely with its business strategy and vision. In turn this helps to support and innovate new business strategies.

Human Connections develops a process that enables your business across all the Key Performance Indicator so that you can maintain your customers and outperform your competitors on an ongoing basis.

We enable Business Transformation with the help of five key activities:

  • Focus on benefits
  • Resourcing
  • Expanding, developing and learning
  • Sustainability
  • Skills development

Reward Management

Compensation refers to all forms of pay and rewards received by employees for the performance in their jobs including all forms of cash, benefits, services, and perks. It is important to recognize and communicate the rewards you are providing to your employees. Human Connections helps clients so that the value of what you are offering in form of rewards apart from compensation is clear and that it will in turn attract and retain the people you need.

The objectives of reward management are:

  • Attract employees
  • Motivate personal growth
  • Meet legal requirements
  • Sustain high morale
  • Retain valued employees
  • Motivate for managing & improving performance
  • Above all, make contribution to the organization beyond routine job & build ownership amongst employees

Legal Consultation

Human Connections provide day to day assistance to employers and their nominated personnel to guide them on all manner of HR issues. This advice covers not just employee onboardings and exits but how to handle performance and absence management, disciplinaries, grievances, employees complaining of work related stress or bullying, how to approach appraisals and pay reviews, how to set performance targets and linking those to remuneration or bonuses, and regarding statutory leave and ‘family friendly’ entitlements.

We advise clients how to change contract terms, transfer employees from one part of the organisation to the another to select and follow the correct procedure for dismissing someone and minimising employment costs and liability.