Transforming HR Challenges into Growth Opportunities

Client Overview

Our client is a leading infrastructure project management consulting (PMC) firm based in Pune, Maharashtra, renowned for its expertise in delivering comprehensive project management solutions to the construction industry. With a robust team of over 70 highly qualified professionals, the firm specializes in deploying on-site personnel to oversee and manage various aspects of construction projects. Their skilled workforce includes experts in project management, purchase, finance, design, safety, and senior consultants, ensuring that every project is executed efficiently, safely, and to the highest standards. While their head office is strategically located in Pune, their operations span multiple sites across the state, enabling seamless coordination and on-ground support for their clients.

During our Step1” Organisation Survey” process we analysed the organization was in its growth stage, where the quality of hires, efficiency, and increased productivity were crucial to maximizing return on investment. However, profitability was hampered by the absence of a strong leadership team and gaps in employee competence. High attrition rates, coupled with an inability to engage employees and drive workforce alignment, further exacerbated the challenges. Despite steady growth in the industry, these critical human resource issues negatively impacted business expansion and productivity, leading to the loss of both clients and valuable team members. The work environment and employee morale suffered significantly, causing a major setback to the company’s overall growth trajectory.

To address these challenges and realign its HR practices with industry standards, the company partnered with SAN HR to drive transformation and achieve alignment between organizational objectives, people, and policies. SAN HR adopted a solution-based approach, building a long-term vision and mission for the company. Through collaborative brainstorming sessions with the management team, the organization’s Vision and Mission statements were redefined, providing crystal-clear clarity on its purpose and growth plan.

The core values of the organization were meticulously identified and established, serving as a foundation for expedited decision-making and forming the cornerstone for its cultural, policy, and process frameworks. SAN HR introduced a Management Balanced Scorecard, developing clear organizational objectives for the year. This initiative clarified functional requirements, set performance measures and indicators, and guided necessary process changes.

Additionally, the organizational structure was meticulously designed for both corporate and site levels, eliminating ambiguity in roles, responsibilities, reporting lines, and hierarchy. This clarity not only enhanced accountability but also ensured that each function had a well-defined purpose, driving alignment and fostering a cohesive work environment.

Further the team worked on HR operations, process standardisation and Implementation

1. New Policy Implementation

Designed policies aligned with industry trends and company needs.

Conducted interactive sessions with employees to explain the rationale and benefits of policy changes, such as revised office timings, a six-day workweek, and updated reporting structures.

2. Compensation Benchmarking

Introduced a competitive compensation structure based on market trends, ensuring mutual benefits for employees and the organization.

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3. HRMS Implementation

Rolled out a Human Resource Management System to streamline attendance management, payroll processing, and other HR functions.

4. Improved Employee Communication

Launched Open House Discussions and Suggestion Box programs to encourage open dialogue between employees and management.

5. Employee Engagement Activities

Initiated monthly team-building activities, process workshops, and fun events.

Organized celebrations for birthdays, festivals, and team lunches/dinners to enhance team bonding.

6. Performance Management

Defined Key Responsibility Areas (KRAs) for all roles and implemented a performance management matrix.

Standardized the review mechanism and feedback mentoring to senior teams.

7. Payroll and Benefits

Streamlined payroll processes and introduced group medical insurance for employees.

8. Recruitment and Induction

Supported bulk hiring processes and revamped the induction program to align with new policies.

9. Regular Reviews

Instituted a probation review program after three months of joining and quarterly team reviews to track project progress and employee performance.

10. Strategic Support

Established department-wise reporting structures to improve transparency and project tracking.

Developed employee retention policies to address attrition concerns.

Results and Outcomes

Within six months, the implemented solutions yielded transformative results:

The management had clear objectives, enabling them to better plan strategies, allocate budgets, manage personnel, establish policies, and streamline overall operations and marketing initiatives. The overall alignment of the organisation objectives with functional and individual KRA was visible.

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