Pace Global engaged with SmarDTV Global for providing HR services on an Outsourced model with an objective of helping them set up their India operations. Pace has been responsible for their entire HR operations, working very closely with the Head-India operations and Global HR head based out of France. The engagement covered the entire gamut of the HR framework including- Pre and Post Hr due diligence, assisting employees transition from the Parent company to SmarDTV, HR Policy formulation and implementation , setting up HR processes for Recruitment, Learning & culture, Performance management systems, Compensation & Benefit Administration, facilitating Human resource Initiatives & Organizational Development interventions. The most crucial aspect was the process of familiarizing & sensitizing the global Team to the Indian market conditions and ensuring that the employee’s expectations were satisfactorily met. The company was periodically provided with relevant market data to enable them to take appropriate decisions from time to time.
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.
Stovekraft Pvt Ltd
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.
Octagon Research Solutions
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.
Key Objectives & Features
- Succession planning, Job rotation and promotions
- Training need gap analysis
- High potential identification
- Salary fitments for all Senior management members
- To assess the aptitude and performance of the candidate using assessment center methodology, in behavioral and functional area, in order to obtain information about the applicants abilities to move to next role of responsibilities
Scope of Work
- Organizational alignment
- Ownership and accountabilities of Senior management members
- Mapping the individual competencies to organization wide competency dictionary
- Compensation survey for sr management
- Identification of high potential employees
- Assessment centre process
- Succession planning to leadership roles
Aptech Ltd- PCMM Level 3 and 5 Certification
PACE offered its Consulting and advisory services to Aptech based out of Mumbai and successfully helped them achieve PCMM – Level 3 and Level 5 Certification. The Level 5 certification was achieved in a record time of 7 months after the Level 3 certification. PACE also facilitated the Company in achieving various accolades including – Golden Peacock Award for Training, Best employer etc. The engagements are still ongoing. It has been a very enriching mutual partnership.
Prataap Snacks based out of Indore, was undergoing an organizational change under a new leadership. Based on recommendations, PACE was referred to Prataap Snacks for an HR engagement. On discussions with the Executive Mgmt. and CXO it was decided to get an Organizational alignment exercise carried out to include the present and past organization structures with reporting relationships department wise. JDs and KRAs for all senior level positions and job family types for the rest of the organization were documented, covering 6 business units. The engagement also included conditioning and educating the first and second level managers on the need and criticality of these processes. The exercise was aimed at enhancing the efficiency of the workforce keeping business objective in consideration and enhancing productivity. The engagement was for a period of 5 months .
People Works runs an e-HR product available on a SaaS model and on Cloud. The engagement involved using PACE’s expertise in providing the necessary innovative HR domain knowledge keeping in view the future of HR. Pace did a complete study of the product, its process flows and entire coverage . In a short span of time PACE was able to highlight the gaps and areas of improvement in comparison to competitive products and to build a unique process flow covering all aspects, based on a futuristic HR approach and feedback from existing customers. It was also proposed to enhance the product features and therefore gain an edge over competition.
Karnataka Gold association engaged PACE to draw up a new HR framework based on the growth of the club, compliance to statutory norms, enhancing productivity and defining a performance metric. An organizational alignment exercise was completed by PACE along with a comprehensive HR manual. The work also involved benchmarking processes with similar clubs in the country, compliance to statutory norms for both on role and off role employees and identifying gaps in the operational systems by doing a Hr process audit. The engagement culminated by identifying a new HR manager who started implementation of each of the HR processes as defined in the manual. He was also responsible for apprising all the Management committee members on the new organizational metrics and measurements to enhance Employee and customer delight.
Natural Remedies Pvt Ltd
PACE was engaged by Natural Remedies to first conduct a HR audit and then work on various HR interventions including drawing up a HR process-manual. All aspects of HR were defined keeping in view processes followed in similar industries across. The association concluded with a workshop for the senior leadership on making them more effective people managers and for working towards a better corporation.
PACE was engaged by the school to define the HR processes right from recruitment to the exit of a teacher and the reporting matrix. Each of the process had to be done keeping in view the AICTE norms. It involved detailed discussions with the key stake holders, understanding the various issues and putting in a process which was well accepted to ensure that the desired results were delivered.
PACE was engaged to define various HR policies for their India office. It involved discussions with the Management and the HR team to understand the objective of the project and based on a benchmark study, define the required processes and implement the same for the company.
Jashanmal Retail engaged the services of PACE Global for defining and setting up an Authority matrix for reporting and approvals. The process involved sending a resource onsite, engaging with the clients process requirment gathering and defining the process.
Petronash engaged the services of PACE to outsource their entire payroll services for their India development centre. It involved a detailed study, running of payroll covering all aspects and also advicing the management team on the C&B structures followed in India.
August Ventures Pvt Ltd
PACE services are engaged by this real estate corporation year on year to implement the PMS process for their management and workers. For the workers it is carried out in the local language. It also includes debrief sessions with the leadership on their performance and KRAs for the following financial year.
Karnataka State Pollution Control Board
PACE was engaged to carry out an organisational alignment exercise by the KSPCB. The assignment included drawing up the organisational structures, definingJDs (Job descriptions) and carrying out a consolidation of roles based on the people available. The challenge was to draw up a new organisation structure based on discussions with the management, mapping the old structure to the new structure and realigning employees based on their new roles.
Captronic Systems Pvt Ltd
An engagement survey was carried out with the senior management of the company. The process involved making a presentation to the senior management team to familiarise and condition them on the objectives. Then various methodologies like psychometric tests, behavioural event interviews and personal one-to-one discussions were held with them to seek information and views. The consolidated feedback was shared with the main management team and also a presentation was conducted for all the participants to apprise them of the outcome and further development.
PACE has been offerings its Talent Acquisition services to various corporations. We work as a partner being an extended arm of the corporations recruitment teams, under the following heads:
- COO – Product Company
- CIO- Manufacturing Company
- CFO – Retail Company
- CHRO – IT Company
- Sales and Marketing, IT, Finance, HR, Quality, Human Resources etc
- Technical hires right from Software engineers to Business verticals heads
- Technical Architects
- Freshers from Premier Institutes – IIT and NIT
- Providing HR resources on Staffing for Recruitments, HR, and Trainers
- Providing Technical resources on a staffing mode for various corporations
HRMIS Ion Implementation
Bhagwan Mahaveer Jain Hospital
BMJH engaged PACE with an objective of conducting a Compensation & Benefit benchmarking study & defining a Performance Management Framework through the Consulting service offering. Subsequently PACE consultants were instrumental in facilitating the HRMIS implementation through structured planning, training & the roll out of various HR modules. 21 modules were successfully implemented & are operational at the BMJH. The work involved facilitating the implementation process between the e- HR Company and the hospital. The engagement involved training all stake holders in getting familiar with the product and taking the modules live.
Harvest International School
Harvest International School in the process of HRMIS implementation had engaged with PACE. The scope of engagement included data collection, organizational mapping, defining a HR process framework, uploading all information in the software tool, periodic training & subsequent handover. The project was successfully completed in a 6 months’ time frame. The engagement also involved drawing up the HR policies to be uploaded online. The product was taken live and support was rendered till the same was institutionalized and streamlined.
Chesa Dental manufactures Dental chairs and operates from two different locations in Bangalore with sales offices spread across the country. Initially PACE was involved with a HR Consulting engagement. Based on a HR study and documentation prepared, a need was felt to implement a HRMIS. PACE facilitated the process implementing the TCS – Ion HRMIS product and got the organization ready after educating and training the end users including the Hr representatives.
A 200 plus IT services provider was looking for a HRMIS product wherein PACE sold the IoN product and was part of the implementation of both HRMIS and the payroll module. It involved putting into process all the facets of HR and automating the entire HR. Implementation process took about 3 months to complete. The challenges the company were facing was automation, including inputs for payroll which was also implemented by the Bio metric system .IT also involved process training to the employees and HR.
The KRONOS workforce management product was implemented at one of the corporations duly recommended and referred by PACE. Implementation involved installing the product at all offices PAN Indiai.e. more then 120 office locations. The ROI was seen from the end of the fourth month itself.
Mouser electronics had engaged PACE for providing legal advisory services on various matters specific to Karnataka Shops and Establishment act and Labor laws. The engagement commenced with a legal audit adhering to HR policies and processes specific to statutory obligations as defined by the Government. Based on the gaps noticed, the necessary policies and procedures were put into place including details of the requisite documents that were required to be filed with the government bodies.
Mulder India runs two business verticals and each of them has their related manufacturing setup. The scope of work also included a sales team operating pan India. The engagement was sharply focused on HR advisory services as well as Legal & statutory norms to be complied with, as per the Factories Act and the Shops and establishment act. It involved a detailed legal audit of all compliances and HR processes and procedures that were being followed in the factory. The engagement also involved review of the minimum wages act.
PACE Team of Legal counsellors provide legal counselling services to all Optum clients PAN india which include Fortune 500 corporations and Indian MNCs . Legal counselling involves areas covering – Family, Property, Criminal, and awareness rights common to employees while working in corporations.
PACE legal team offers end to end legal support to Cross domain on various legal issues including documentation, Contract reviews, Contract preperations and advice on various statutory compliances.
PACE conducted a seminar on POSH (prevention of sexual harassment) for all employees of DI to make them aware of the rules and regulations as per the laws in India. It also involved briefing the management on the formulation of the POSH committee and understanding their roles and responsibilities. Pace also set up the women’s committee to look into key aspects/problems of women employees and their rights.
PACE has also been conducting Legal and statutory audits for a few Telecom and Infra companies from a process and statutory point of view . Legal audit is also included as part of the process.The audit process highlighted the process gaps in the company and PACE continued to be providing services to bridge these gaps . Company name is kept confidential.
Learning and Culture
Evolute had engaged Pace in designing a workshop for the executive and first level managers pan India. The purpose of the engagement was to instill ownership, accountability, target focus and to build on leadership skills. It thereby became important to firstly condition the team on performance evaluation, job descriptions, key result areas and related job evaluations. The engagement achieved the desired results and effective performance evaluation was implemented as a standard process in the organization
Pace was instrumental in designing a Leadership development program for the first line managers’ and it was extended to the executive management. The syllabus structuring was done based on the competency dictionary which the corporations follow globally. It was also based on incorporating leadership values as suggested by the senior leadership team based out of France. The various programs conducted included outbound training; classroom oriented training, case studies and presentation-interactions with the senior leadership team. A continuous evaluation and feedback process was also set in place effectively.
PACE was engaged for conducting a Training program for the first level managers of NovoNordisk on various skills and competencies that were required for the job. The engagement commenced with the Behavioral event interview (BEI) thereby also aligning the training program in line with the employee aspirations and job roles.
Revtech solutions engaged PACE for conducting their soft skills training. It involved making a presentation to the CEO from the US on training effectiveness and TNA. It also covered various soft skills training for all members of the ODC. The syllabus structuring was done based on discussions with the management.
Altiux engaged the technical training services of PACE to train their freshers on various technical skills required for their job. The process involved detailed discussions with HR and the technical managers, syallabus structuring and then carrying out a pilot training for effectiveness.
Bangalore International Airport Ltd.
BIAL had engaged with PACE for conducting Outbound Programs for their employees. The training was successfully conducted for approximately 250- 300 employees in batches of 25- 30 each, spread across a year at various outbound locations. The objective of the program was Team work, crisis management, accountability, Leadership & conflict management.
Hgs had engaged Pace to conduct outbound programs for various departments across locations. The program design and duration was based on the objective as set by the respective business unit heads and HR. Day programs as well as overnight stay programs were conducted to achieve the objectives. Approximately 250 employees underwent training based on various objectives including conduct of assessment centers using an outbound setting.
PACE conducted outbound programs for Brillio and covered about 900 of their employees over a period of one year. While the objective was centered on team building, there were other benefits of the outbound including effective communication, leadership, conflict management, resolution of issues etc. All the programs were Day programs starting from 0900 hrs. Until 1900 hrs. . The objectives of the program were met and the client was highly appreciative of the same.