Case Study

Adichunchanagiri University has recently been recognized as a deemed private University & has six affiliated colleges under it, offering various disciplines like Medicine, Engineering, Pharmacy, Nursing, Management and Commerce & Education. ACU approached PACE to avail of its HR services. The first stage consisted of an HR audit of all its institutions. This included a detailed study of the prevalent HR Processes & Practices and recommendations on handling all HR related concerns in a streamlined and professional manner. All HR functions across the six constituent Colleges were also standardized within the framework of the AICTE norms. The feedback of the audit resulted in an HR outsourcing engagement. A few of the key initiatives have been development of a robust PMS framework, Organizational alignment exercise and consolidation for the NABH audit, covering the key HR aspects.

PS group is a Business conglomerate with corporate office in Chennai. Their businesses include Spinning and weaving, Garment manufacturing, Hospitality, Health care and Agro based out of all the southern states. The company was looking for a professional HR corporation that could provide them Hr services on an outsourced model. The HR audit conducted by Pace identified the gaps and consolidated the procedures within all the group companies to bring about a standardization of the HR processes. The work involved implementing the entire life cycle of HR activities. It also involved discussions with the business leaders on the overall HR framework and training the HR heads in each of the business units on the various HR interventions initiated. Key milestones have been in effecting a common PMS process for all business units within one year of engagement, including monthly HR reviews with the CXO’s.

PACE was engaged to take over from an existing HR setup and build a mature HR framework along with putting in place a robust recruitment machinery for hiring of new talent. The work also involved engaging with the HR departments of the client’s customers on various engagements for offsite placements. One of the biggest challenges was to bring about a Talent retention and management strategy which PACE was able to effectively formulate and put in place.

Unhappy with the services of their existing HR Consultants, DI started discussions with PACE Global HR to outsource their HR Services. It involved various rounds of discussions with the MD, India and global Head HR, USregarding justification of an outsourced HR service. The process involved providing a HR head as an implant, to be responsible for the entire gammut of HR activities. The DI employees were a spin- off from the company Intuit and so involved creation of an entirely new culture, HR processes, policies and retention improvements based on global benchmarks. The team continued their monthly reviews and deliverables not only with the Indian managament but also with the Global HR community of DI.

Optumsoft set up their India operations and engaged PACE in providing an implant to manage their basic HR services for a small team.Their aim was to grow into a successful corporation in India,aided by the best HR practices.Pace has been successful in helping them hire some of the best talent in the industry after a detailed process of screening and selection.Pace has also implemented a lot of team building activities to bring about a very positive workplace environment. We have also managed to create an environment of accountability ownership and growth.

Took over the entire HR for this manufacturing company with a employee strength of 2000.Pace is responsible for the HR and IR activities of the factory and its employees spread across PAN India. HR was earlier being run in house . The corporation was looking at areas involving Recruitment, OD, PMS, Statutory and process definitions . Based on continious delivery, the existing HR team of the company was also transferred to PACE. The team constitutes eight member implants at the client’s location. Few of the accomplishments include Defining of PMS and goal setting exercise, policy and process definition, hiring of the leadership team and complete support for all other recruitments.

Was the first resource to join the company and was responsible to run HR on an outsourced model. Pace built the company to 200+ employees in India and was later acquired by Accenture. The team consisted of 3 HR members who ran the HR systems and processes, having a dual reporting relationship with the Country Head India and the MD operating out of the US. Acheivements include ramping the team , Innovative HR practices, creating a brand value for the organisation . Retention of employees . The HR team was also actively involved with the acquisition of a smaller organisation with activities involving due-diligence and post acquisition.

While KRONOS was setting up shop in India and was at the incubation stage, PACE was engaged to provide a HR implant who would be responsible for effectively running HR in collaboration with the seed team in India and the Global HR team, US. The engagement included apprising the Global HR team of the best practices prevalent in India including statutory compliances.In collaboration with the team at Kronos, US, PACE also organised for a HR meet for the global heads in Bangalore.

Cyberplat, the world’s top payment gateway company utilised our HR outsourcing services before setting up shop in India. PACE offered their expert services in Statutory, policy formulation and hiring of the leadership team to commence India operations. PMS and goal setting was defined. Recruitment policy formulations in line with statutory compliances werealso implemented. Continuous process improvement and implementation were the key take aways from the engagement.

I2 Energy engaged the services of PACE for running HR for their team being set up in India. The HR team worked closely with the MD, India in activities involving Talent acquisition, Engagement, retention, PMS, C&B and review processes. The team was growing month on month at a healthy pace and required candidates with special skills and competencies.On discussions with the management, specific policies were defined for the smooth day-to-day functioning of the team. Reporting processes involved discussions and reports being sent to the corporate team in the US on a regular basis.