Real-world examples showcasing our successful implementation of HR solutions to address specific client challenges.
Explore our case studies, offering a comprehensive view of our specialized services and highlighting our commitment to quality solutions. These real-world examples demonstrate our dedication to excellence and provide assurance to both current and prospective clients of the value we bring to their businesses.
The team at ‘thehrbulb’ provided crucial support to Regent Research Writing Pvt Ltd. during its expansion phase, addressing key HR challenges stemming from rapid employee growth. By implementing strategies such as calculating operating income per employee, introducing monthly perks, deploying a unified communication platform, and fostering employee collaboration, productivity was significantly enhanced. Additionally, assistance was provided in identity stimulation, target zone identification, and future growth planning, resulting in improved operational efficiency and the mitigation of existing HR disruptions.
20/11/2017
online
HR Solutions, employee productivity, alignment of HR policies
Equipment Rentals India sought assistance from ‘thehrbulb’ to address HR challenges, including high absenteeism and low retention rates leading to decreased efficiency. Implementing performance management plans, health assessments, medical benefits, workplace activities, flexible hours, recognition programs, and work-life balance initiatives significantly improved employee compliance and performance. Additionally, performance monitoring schemes were devised for management, aiding in achieving monthly targets and diversifying processes for market expansion.
27/8/2018
online
Performance management, HR administrative activities, HR reports
Elk Education Consultants Pvt Ltd grappled with escalating recruiting expenses across its nationwide offices. ‘thehrbulb’ team devised an ongoing returnship program, streamlined transition strategies, accelerated hiring processes, and fostered gender diversity. Outsourcing recruitment to ‘thehrbulb’ not only slashed costs and optimized HR operations but also provided real-time reporting, streamlined processes, and comprehensive candidate profiling.
16/9/2018
online
Low cost HR recruitment, candidate profiling, streamlined recruitment
EditnPublish approached ‘thehrbulb’ to address issues with their employee performance evaluation process, which lacked differentiation and transparency. ‘thehrbulb’ provided a custom performance management tool, including quarterly analysis and tailored evaluation forms. Additionally, management training, self-assessment tools, and role-based learning plans were developed, aligning company values with employee performance and identifying core competency challenges.
2/3/2019
online
Performance management, HR administrative activities, HR reports
During its expansion into various Indian states, MK Consulting faced challenges in recruiting suitable candidates for its operations. The delay in Bangalore due to the lack of diverse profiles for its web design team and setbacks in the accounts department highlighted the need for a robust HR strategy. ‘thehrbulb’ devised an HR model to unify operations across Delhi, Mumbai, Chennai, and Bangalore, enhancing transparency and consistency nationwide. HR specialists conducted a thorough review of MK Consulting's hiring process, identifying deficiencies. Solutions included functional expertise, streamlined processes, reference verification, and tailored job onboarding content. These initiatives aimed to improve employee engagement, refine recruitment methods, and articulate corporate values. With ‘thehrbulb's assistance, MK Consulting ensured its corporate behavior aligned with employee expectations, facilitating the recruitment of suitable candidates.
27/4/2019
online
Employee Onboarding, HR Recruiting Solutions
Social Media Marketz aimed to align individual employee performance with overall business objectives, but lacked a mechanism for translating company goals to employees. ‘thehrbulb’ introduced bi-annual appraisals, SMART objective setting, SWOT analysis, and a structured appraisal form. Additionally, they provided training on performance evaluation, underperformance formalization, productivity enhancement, and talent identification. These solutions enabled workforce evaluation, development, productivity improvement, and streamlined appraisal processes.
2/6/2019
online
HR Payroll management,Performance management
AtoZ Infoway LLP approached 'thehrbulb' to address significant challenges in employee training and development. With declining organizational efficiency, low turnover rates, and poor performance, the company sought solutions for sustainable growth. 'thehrbulb' conducted a comprehensive analysis of the existing training program and guided the company towards enhancing talent development, fostering a culture of learning, facilitating collaboration among employees, maintaining a knowledge base, and offering online training courses. Through these interventions, employee performance, satisfaction, and morale improved. Work efficiencies increased, leading to enhanced productivity and innovation. Employee turnover reduced, resulting in a loyal and productive team. The company now boasts improved individual skills, heightened employee performance, and a strategic roadmap for future growth.
30/7/2019
online
Employee Training and Development, Human Resource Outsourcing
The client is an empowerment oriented state level NGO, started as a local cooperative body in 2008, it now has an employee body of 60 people (majority of which are teaching staff) with a 5 member Board of Directors, they also have an intern volunteer body totaling to 30 people composed of recruits from colleges and universities. Their primary mission is to empower underprivileged students to achieve their full potential and pursue meaningful careers by providing access to high-quality career development resources and support.
The organization was founded by a group of concerned individuals who saw firsthand the barriers that many low-income students face when trying to pursue higher education and meaningful employment. Since its inception, they have helped thousands of students across the country achieve their career goals through a variety of programs and initiatives.
The organization's programs and services have consistently received high marks from participating students, who have cited the personalized attention and support they received as key factors in their success. They are on course to receive a huge private funding to help expand their outreach to a national level. This obviously meant a revamp of manpower and HR policies which required an immediate HR audit.
“We recently had the pleasure of working with HR Bulb to conduct an HR audit of our organization. The team conducted a thorough review of our policies and practices, and analyzed relevant data. They provided valuable recommendations for optimizing our HR function, including suggestions for streamlining our talent acquisition processes, improving our employee engagement, and implementing a more robust performance management system.”
- Director, Resource Development
The Board of directors required an HR audit for the following reasons:
Overall, they ascertained that conducting an HR audit can be a valuable investment for the NGO that is looking to grow and succeed in its mission. It can help to identify areas for improvement, optimize HR operations, and ensure that the organization is well-positioned to attract and retain top talent.
Specific Challenges: We held a deliberation with the Executive Director and the Head of HR prior to the audit. They also informed us that they plan to expand specific departments and would require a calculated assessment of the HR role and other functional improvements necessary to enforce the objectives of growth without impeding the working of the organization.
The HR Bulb provides a comprehensive extent of HR audit functions. The practice is to establish specific needs and calculated redressal of challenges the clients face. Our professional study concluded that a full scale HR audit to establish the present state of the organization and any functional disparities and a compliance check on its national expansion would be a necessary step. It also included:
Determining the scope and objectives of the audit: The first step in conducting the HR audit was to define the scope of the audit and the specific objectives that the audit was intended to achieve. This included reviewing specific HR policies or procedures, evaluating the effectiveness of HR systems and processes, and identifying opportunities for improvement in HR management.
Developed an audit plan: The next step was to develop a plan for conducting the audit. This included a timeline for completing the audit, a list of the specific HR areas that would be reviewed, and a plan for collecting and analyzing data.
Gathered and reviewed relevant documents: To conduct the audit, the HR audit team gathered and reviewed a wide range of documents, including HR policies and procedures, employee handbooks, job descriptions, and employee records.
Conducted interviews and surveys: In addition to reviewing documents, the HR audit team also conducted interviews with employees and managers, as well as surveys to gather additional information and insights.
Analyzed and reported on findings: After gathering and reviewing the relevant data, the HR audit team analyzed the information and identified any areas of non-compliance or opportunities for improvement. They prepared a report detailing their findings and recommendations.
Implemented recommendations: Once the HR audit report was complete, the NGO used the findings and recommendations to make changes to its HR policies and practices to improve compliance and effectiveness. The HR team worked with HR Bulb and other stakeholders to implement the recommendations and ensure a smooth transition to the new HR processes.
As of November 2022, the NGO is in the process of implementing the best practices and updating its employee legal policies and compliance regulations using the inputs from HR Bulb.
“I am pleased to provide a review of the support provided by HR Bulb during our recent HR audit. The HR audit was an important step in our expansion plans, and we were fortunate to have HR Bulb on board to guide us through the process.
From the beginning, HR Bulb was professional and thorough in their approach to the HR audit. They worked closely with our HR team to define the scope and objectives of the audit and developed a comprehensive plan for conducting the audit. HR Bulb gathered and reviewed a wide range of documents, conducted interviews and surveys, and analyzed the data to identify areas of non-compliance and opportunities for improvement.
The final report provided by HR Bulb was thorough and included clear recommendations for improving our HR policies and practices. We have already begun implementing some of the recommendations and have seen positive results in terms of improved compliance and efficiency.
Overall, I am very satisfied with the support provided by HR Bulb during the HR audit. Their expertise and professionalism were invaluable in helping us to identify areas for improvement and take steps to expand our organization in a sustainable and compliant manner. I highly recommend HR Bulb to any organization seeking to improve their HR practices.”
~ Executive Director, Board of Directors
Manufacturing
250
Headquartered in Mumbai
The company started as a small operation with just a handful of employees, but has experienced rapid growth in recent years. Today, they are a mid-sized company with 250 employees and a reputation for producing high-quality products. They specialize in the production of precision automotive parts. These parts are made from high-quality materials and are designed to meet the stringent tolerances and requirements of the automotive industry.
The management team at the company is made up of experienced professionals with a range of expertise in manufacturing, engineering, and business. The company places a strong emphasis on teamwork and collaboration, and encourages employees to share ideas and contribute to the company's success. The company also values diversity and inclusivity and has a number of initiatives in place to support the development of a diverse and inclusive workplace.
Over the past year (2020-21), the company has seen an increase in the number of employees leaving, resulting in a loss of valuable knowledge and skills, as well as increased costs for recruitment and training. The high turnover rate has also had a negative impact on employee morale and the overall productivity of the company.
Management is concerned about the high turnover rate and is looking for ways to address the issue. The company has implemented a number of initiatives, such as improving the onboarding process and offering more opportunities for career development, but the turnover rate remains high.
As a result, the company considered conducting an HR audit in November of 2021 to identify the root causes of the high turnover and implement solutions to address the issue. By addressing the high turnover rate, the company hopes to improve retention, boost morale, and increase productivity, ultimately leading to a more successful and sustainable business.
“The findings of the audit were extremely helpful and provided us with a clear understanding of the root causes of the high turnover. The HR Bulb team provided a comprehensive report detailing the areas of concern and recommended actions for improvement, including improving the onboarding process, increasing employee engagement, and revising the performance management process. They also offered guidance on how to implement the recommendations and provided resources for further training and education on HR best practices.”
~ Senior HR Manager, HRD Mumbai Plant
The company faced a specific high turnover challenge which had affected various aspects of its functioning and our HR Audit focused on certain key aspects to improve its human resource performance.
The HRD systems and procedures, including training and development, organization development, and career development, will be reviewed. We will assess whether these systems and procedures are aligned with the HRM systems and procedures in order to enhance performance. This will include examining job design, HR planning, performance management systems, and selection and staffing processes. We will also assess fairness and consistency in compensation and benefits, employee relations, and HR record keeping, particularly in regards to providing timely management information.
How we helped the manufacturing company:
The primary implementation process started in the month of January and with later additions, the process was completely initiated into practice by February 2022. The assessments have shown evident improvements in multiple areas:
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