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Transcript of ACE - HR Consulting Profile
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ACE ConsultantsACE ConsultantsYour Partner in Human Capital Management
Capability Document
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Table of Contents
a. Key Highlights
b. ACE Approach
c. Practice Areas
d. Selected Clients
e. Resources summary profile of key staff
f. Tools
g. Why ACE could be a suitable HR partner for you?
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Key Highlights
Our selected clientportfolio
Our service portfolio On-site HR Outsourcing /
Implementation Support
Human Resources
Management and Information
System
Manpower Transition and
Change Management
assistance
Employee Perception Surveys
Human Resource Audit
Performance Management Systems
Competency Assessment and
Psychometric Testing
Leadership Assessment
Executive Search & Selection Services
Organization Design & Structuring
Job Analysis
HR Policies and Procedures
Salary and Benefits Survey / Design of
Compensation Structure
Alan Dick Middle East
Schering Asia GmbH
JWT Asiatic
Abdullah Al Ghurair Group (UAE)
MOL Pakistan Oil & Gas B.V.
Pfizer Global Pharmaceuticals
Cartoon Network
Allianz EFU Insurance
Crescent Leasing Corporation
Pak Kuwait Investment Co.
BMA Capital Management
Transaction Process System
GEO TV
House of Habib
Hashoo Group of Companies
Tapal Tea
Dawood Group of Companies
Swiss Development Corporation
Saif Group of Companies
1 Link (Guarantee) Ltd.
Crescent Steel & Allied Products
AMZ Technologies
Continental Biscuits
OASIS International
Pakistan Council for Science &
Technology
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Key Highlights
The quality of the work delivered by us has resulted in repeat business
from nearly 60-70% of our clients.
We have structured tools and resources which are appropriately used
depending upon the specific scope of the engagement.
We are particularly keen about engagements wherein we are required to
work with the organisations in implementing solutions.
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Key Highlights
We have the honor of serving some of the best and well known companies in Pakistan
Pak Kuwait Investment Co. Pakistans leading financial institution and the only one with a AAA rating.
JWT Asiatic Pakistans only multinational advertising agency and probably the largest.
OASIS International rated No. 2 in market research in Pakistan.
Pfizer Global Pharmaceuticals the largest pharmaceutical company in the world.
Crescent Leasing Corp. Pakistans No. 2 leasing company.
GEO TV Pakistans pioneering and most popular satellite channel.
TPS Pakistan Pakistans major provider of IT solutions to Banking Industry; also has a growing
international presence.
Tapal Tea One of the most well known local FMCG companies.
Schering Asia GmbH a leading speciality pharmaceutical manufacturing company.
Interloop (Pvt) Ltd. Pakistans largest manufacturer and exporter of socks.
AKD Securities (Pvt) Ltd. ranks amongst the top three investment advisory firms in Pakistan.
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ACE Approach
In step with our name, the ACE methodology followed by us in our engagements and
illustrated in the box, follows a solution oriented approach of
i. analyzing the existing situations for problems and issues;
ii. communicating issues and recommendations to the client; andiii. adding value through execution support.
Analyse
CommunicateExecute
The continuous loop of analysis, communication and execution support
facilitates our clients to achieve the objectives of the assignments efficiently.
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We are a full service HR Consulting Practice focusing on following areas:
Performance Management Systems
Competency Assessment and
Psychometric Testing
Leadership Assessment
Executive Search and Selection
Services
Organization Design & Structuring
Job Analysis
HR Policies and Procedures
Salary and Benefits Survey / Design
of Compensation Structure
Human Capital Development Practice
On-site HR Outsourcing /
Implementation Support
Human Resources Management andInformation System
Outsourced staffing solutions
Manpower Transition and Change
Management assistance
Employee Perception Surveys
Management Development Programs
Human Resource Audit High levelreview
Human Resource Audit Detailed
review
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Performance Management Systems
As competition intensifies in various industries,
organisation increasingly recognize value of
comprehensive Performance Management &
Compensation System (PMCS).
Moving away from the conventional appraisal
forms/system, we assist companies in designinga PMCS, which objectively & transparently
interlinks targets, competencies,
accountabilities, actual performance, variable
compensation and overall organisation
development.
Development and implementation of PMCSrequires a comprehensive understanding of an
entitys operations and business models. In all
such assignments, we initially spend substantive
time with our clients in developing this
understanding. During such discussions, we
also draw upon our cumulative experience with
similar entities.
Competency Assessment & Psychometric
Testing
Determination of core competencies of middle
and senior management personnel is an
important aspect in long term plans for career
progression.
Clients are assisted in undertaking a forward-
looking assessment of potential anddevelopment needs of middle and junior
management personnel, and correlating such
potential and development needs with the future
plans of the organization.
The assessment center method (comprising a
series of role playing sessions, groupdiscussions, individual exercises, presentations,
etc) is used focusing on each incumbent; we
also ensure that the individual report, submitted
subsequently, is objective and focused.
Relevant Psychometric tests are also used as
part of the process. The results of these testsare interpreted, analyzed and reported by our
associate and highly trained Clinical
Psychologists.
A strategy for development of concerned
management personnel may also be included as
part of the engagement deliverable.
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Leadership Assessment
Assessment of true leadership potential of its
senior management staff is a MUST for any
organisation to define its future leaders, who
could take up the role of CEO, Business Unit
Head, Regional Head, etc.
Our Leadership Assessment Assistance ispositioned distinctly from Competency
Assessment & Development Center Assistance,
in that the former focuses exclusively on senior
management personnel and while the
methodology for the latter is oriented towards
junior and middle management staff.
Our approach starts off by developing a deep
understanding of the organisations vision and
objectives. The composition of actual
assessment workshop, being flexible to clients
requirements, could consists of a series of
exercises including Advanced Personal
Assessment questionnaire, Psychometric tests,
role playing sessions, group discussions,
individual exercises, etc.
Upon completion, separate report is prepared on
each participant. Our staff also assist companies
in sharing the feedback with the concernedemployees.
Search and Selection Service
We initiate the process by spending time with
clients to understand their recruitment goals,
position specifications, hiring processes and
company culture. We pay emphasis on
understanding the personalityof the organisation
and concerned personnel.
On an ongoing basis, we interview, pre-screen
and technically evaluate candidates to build a
ready database of suitable candidates.
Our large resume databank is continually
updated by sourcing CVs through advertisements
and referrals.
As a value added measure, we also offer the
option of carrying out various Psychometric
assessment tests keeping in the mind the
requirements of the position. This further
reinforces the quality of the match.
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Organization Design & Structuring
Organization Design engagements are aimed atreviewing the adequacy of organizational structure vis-
a-vis long term objectives of the client and include
services for:
Documentation and understanding of current
structure, reporting relationships and governance
process.
Understanding of functional profiles of
departments.
Understanding of employees demographics.
Understanding external operating environment ofthe client and practices of competitors.
Identification of areas of reform.
Translation of long-term objectives into
organizational requirements.
Development of recommended structures,
hierarchy, reporting relationships, committee and
manning levels.
Job Analysis
Job analysis is a fundamental step towards
ensuring appropriate job assignment (PeopleFit)
and a seamless organisation
Job Analysis involves developing position
descriptions defining the purposes, objectives,
roles, and responsibilities of various positions inthe organization together with the person
specifications for each position.
Standard Operating Procedures for various
functional areas are reviewed. This review is
critical for creating a linkage between operational
requirements and job responsibilities asunderstood and practised by employees.
The resulting Job Descriptions and Person
Specifications are used to evaluate the jobs using
a point rating system to determine the relative
significance of various jobs in the organization.
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HR Policies and Procedures
Availability of documented human resources
policies and procedures facilitates the discharge
of HR function in an organization and is a key
component in ensuring the presence of an
effective HR culture.
Clients are facilitated in determining their needs
in this regard and to formulate and compile
prescribed policy and procedures adapted to
their specific needs. During this interaction, we
draw upon our experience of HR practices, as
observed in different operating environments
and industries.
Clients are also assisted in the effective
implementation of prescribed policies and
procedural guidelines to ensure that intended
objectives are achieved.
Salary and Benefits Survey /
Design of Compensation
StructureClients are assisted in evaluating and aligning their
existing compensation structures vis-a-vis market and
industry practices and enterprises own corporate
objectives and include services for:
Identification of benchmark positions anddevelopment of job summaries and list of
comparator organizations
Solicitation of participation from comparator
organizations and circularization of Data
Collection Questionnaire.
Evaluation of compensation data with market
statistics and identification of reasons for
deviation(s).
Preparation of recommendations, highlighting
implication of probable deviations
Development of proposed compensation
structure incorporating recommendations agreed
with the client
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On site HR Outsourcing / Implementation
Support
On-site HR Outsourcing
We work on-site with clients to provide
assistance with policy and program
development, compliance with relevance
statutes, recruitment, training and development,
performance management, compensation and
benefits administration, leave administration,
workforce administration, etc.
Some of the visible benefits which accrue to
clients in such arrangements include cost
reduction, improved service delivery, ability to
focus on core business and an opportunity to
leverage expertise not available internally.
Implementation support
We are particularly keen about providing
implementation assistance to clients. We work
with organisations in ensuring that the
recommended solutions are appropriately
implemented. The assistance, generally
provided on-site, takes the form of training,
coaching, guiding concerned staff on
implementation issues, resolving queries,
addressing unforeseen situations, etc.
Human Resources Management &
Information System
We are in the process of developing a
comprehensive Open Source software for
facilitating Human Resource Management. The
software is being developed using cutting edge
Open Source technologies - Apache Tomcat,
MySQL, JAVA Server Pages, etc.
Currently, the software is in advanced stage of
completion and is expected to be available by
end of Dec. 2004. Upon completion, it will have
the following modules:
Recruitment Management Employee Record Management
Benefits Management
Leave Management
Compensation Management (includes
complete payroll functionality) Time sheet Management
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Outsourced Staffing Services
Without having to hire a full-time permanent
employee for a short-term assignment, our clients
engage staff as per their requirements.
From a clients perspective, short-term
assignments work well for minimizing projectoverload, reducing staff overtime, and meeting
deadlines, or they may wish to add long-term or
project oriented personnel to augment their core
staff and infuse new talents into their operations.
We have a pool of qualified candidates from
which clients can choose the desired skills.
Our staff can work on a project-to-project basis,
providing relevant skills without incurring the cost
of hiring a full-time permanent employees.
Manpower Transition & Change
Management Assistance
We assist companies in addressing HR related issues
arising out of major restructuring exercises including
privatization of state owned enterprises, merger of
corporations and other forms of corporate restructuring.
These include:
harmonization of HR policies and compensation
structures;
redundancy management;
development of voluntary separation schemes;
exit strategies for surplus manpower;
communication strategies for employees;
Induction of new talent;
Synthesizing different work cultures;
revised organizational structure; and
manning schedules and other related issues.
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Employee Perception Surveys
Employee Perception Surveys [also known asClimate Surveys] are widely used in organizations
allowing the management to develop an
understanding of employee perceptions on various
organizational matters. Employees in every
organization act on the basis of their perceptions;
hence it is appropriate that the management should
strive to be aware of employees' views on many
job-related subjects.
The benefits of these employee perception surveys
are manifold including obtaining confidential input
from managers and employees, showing the
workforce that their opinions are important andneeded, identifying areas of concern which require
attention and offer the greatest opportunity for
improvement, and helping prioritize employee work
objectives to improve productivity and
performance.
Our Core approach for this area starts fromunderstanding the clients concerns, articulating
issues to be addressed in the survey, designing &
finalizing the questionaire, conducting the actual
survey, tabulating results and report findings for
effective use by the management.
Management Development Programs
In pursuit of providing end-to-end solutions to ourclients HR related issues, we are currently
developing a detailed Training Portfolio. Once
developed, it would cater to the current and
evolving requirements of the Corporate sector,
Government, Social sector institutions, etc.
We would offer courses on various functional areas
covering Finance, Risk Management, Logistics,
Operations, Human Resource Management,
Leadership, etc.
Our courses are designed to suit the requirements
of employees at different management levels.
Resultantly, our training roster consists of 1-day
seminars, 2-days , 3-days, 4-days, etc. programs.
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Human Resource Audit High level
review
HR Audit is a structured tool used for identifying
areas relating to Organization and Human
resource development, which needs to reinforced.
Aspects relating to organization and human
resources are assessed through a series of
checklists and discussions.
Once the checklists and discussions have been
completed, the implications of various findings are
analysed and evaluated in the context of current
and long-term objectives of the organisation.
The primary perspective embedded in this
analysis is to ascertain the extent of synergiesbetween the Organization and HR policies and
practices of the organization and its long-term
objectives and strategies.
The areas of reform, identified as a result of this
analysis, could then be addressed through well-
defined and developed programs.
The areas, which are covered through the HR
Audit checklist, include the following:
- Organization Structure
- HR Policies and Procedures
- Compensation Management- Training and Human resource development
Human Resource Audit Detailed
review
A detailed HR Audit is initiated generally in the
context of organisation wide restructuring.
These projects are comprehensive in scope and
depth of coverage. At the start, positions in
organisations are benchmarked and incumbents
holdings those positions are profiled in detail.
In the next steps, job description and workload of
each benchmarked position in reviewed and if
necessary, rationalized with reference to business
processes.
The revised job descriptions are then used to
review and make necessary amendments in the
person specifications and competency profile of
each position. The latter is then referred to identify
cases where existing incumbents need to be
reassigned, retrained, etc.
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Selected Clients
Alan Dick Middle East
Schering Asia GmbH
JWT Asiatic
Abdullah Al Ghurair Group (UAE)
MOL Pakistan Oil & Gas B.V.
Pfizer Global Pharmaceuticals
Cartoon Network
Allianz EFU Insurance
Crescent Leasing Corporation
Pak Kuwait Investment Co.
BMA Capital Management
Capital One Equities
International Housing Finance Limited
AMZ Securities
Transaction Process System
OASIS International
Pakistan Council for Science and Technology
GEO TV
Hilal Confectionery
GAC Shipping
Interloop (Pvt) Ltd
Dewan Motors
Shafi Reso Chem
House of Habib
Elixir Securities
The University of Faisalabad
WorldCall Communications
Hashoo Group of Companies
Tapal Tea
National Foods
Indus Motors
Dawood Group of Companies
Meinhardt Pakistan
Swiss Development Corporation
Saif Group of Companies
Dewan Group
1 Link (Guarantee) Ltd.
Crescent Steel & Allied Products
AMZ Technologies
Continental Biscuits
Uniferoz Chemicals
AKD Securities (Pvt) Ltd.
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Selected Experience*
* Engagements in which our staff has been involved in their previous employments.
Karachi Stock Exchange
Jahangir Siddiqui & Co. Limited
Water and Power Development Authority
Pakistan Electric Power Company Limited
General Tyres
Asia Petroleum
Prestige Communications
Jang Group of Companies
National Database and Registration Authority
Karachi Port Trust
Pak Arab Refinery Company Limited
Al Towfeek Investment Bank
Servier Research & Pharmaceuticals
State Bank of Pakistan
National Bank of Pakistan
Mashreq Bank psc.
Union National Bank
Habib Bank Limited
Tapal Tea
Intel Pakistan
International Union for Conservation of Nature
NGO Resource Center
The Aga Khan Foundation
Agfa Gevaert
Securities & Exchange Commission of Pakistan
Sui Northern Gas Pipelines Limited
Employees Old Age Benefits Institution
National Insurance Corp.
Dadabhoy Group of Companies
International Chem Plast (Pvt) Ltd.
BOSICOR Refinery Limited
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Resources: Summary profile of Key staff
Ahmed Habeeb
Mr. Habeeb has nearly ten years of experience in human resource consulting. He has been
associated with Pakistan office of Ernst & Young International, Arthur Andersen and Corporate
Venture Partners.
Mr. Habeeb has been involved in assignments relating to the review of existing organisation and HR
policies and development of restructuring options for several organisations including State Bank of
Pakistan, Jahangir Siddiqui & Co. Ltd, Karachi Stock Exchange, BMA Capital Management, Al
Towfeek Investment Bank, Habib Bank, National Bank, Pakistan Reinsurance Corporation,
Securities and Exchange Commission of Pakistan, OASIS International, Transaction
Processing System, etc
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Mr. Shakil Khan is a Public Administration and Civil Services Reforms Specialist in Project
Implementation and Management and Institutional Capacity Building. He has successfully
implemented projects on: Civil Service and Institutional Reforms, Capacity Building, SectorModernization and Strengthening; Institutional Development; Human Resources Management and
Development; Organization Transformation and Change Management. He has extensive consulting
experience in multi-donor public sector reform projects funded by, for example, the WORLD BANK,
the EUROPEAN COMMISSION, etc. His cumulative experience in human resource management,
organisation development and institutional strengthening aggregates around 12 years.
Mr. Khan holds a degree in Public Administration from a local university
Shakil Khan
Resources: Summary profile of Key staff
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Resources: Summary profile of Key staff
Shakil ur Rehman
Asif Hussain
Mr. Rehman has over seven years working experience primarily in HR Consulting. He has mainly
focused on assignments in areas of salary and benefits survey, workload analysis, and training. Prior
to joining ACE Consultants, he was working with Pakistan office of Ernst & Young International.
Mr. Hussain has twenty years of working experience with UBL and Sidat Hyder Morshed Associates.
He has carried out HR related assignments like, high spot review, HR Audit, review existing
organization structure, governance system, compensation structure and institutional strengthening.
Mr. Yasir has over three years working experience in the field of Management Consultancy focusing
on human capability development, job analysis, job analysis, organizational design and restructuring.
Prior to joining ACE Consultants, he was working with Pakistan office of Ernst & Young International
and also had a short stint at Gallup BRB.
Agha Yasir
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Resources: Summary profile ofassociate HR professionals
Abdul Ghafoor
Mr. Ghafoor has nearly two decades of experience in the Banking industry primarily in the HR
function. He has been associated with United Bank Limited, Muslim Commercial Bank, Pakistan
Banking Council, etc. For twelve years, he has served as Chief of HR Division in UBL and Pakistan
Banking Council.
Dr. Waris Razvi
Dr. Razvi has nearly three decades of experience in human resource management. He holds a Ph.D in
Human Resource from The Open University, USA. He has been associated with global corporations likeDunlop, Johnson & Johnson, Bandag, etc. He set-up and successfully ran his Management
Development Institute in UAE for over 15 years and has conducted training programmes in several
countries.
Dr. Saiqa Khan Dr. Saiqa Khan holds a Ph.D in Clinical Psychology. She is currently working as Psychologist and asenior Instructor at the Aga Khan University Hospital for nearly a decade and has been extensively
involved in personality assessment exercises using various psychometric tools.
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Resources: Summary profile of other resourcesIn addition to our sound base of HR professionals, we also maintain a roster of Industry and
Domain specialists whom we deploy on our engagements. This allows us to deliver a pragmatic
and customised solution to clients. Industries and Domains in which we currently have experts
include the following:
IndustriesIndustries
Oil (upstream, mid stream
and down stream)
Textiles (spinning, weaving,
processing)
Information Technology
Telecommunications & Media
Financial Services
Engineering
Automotive
Commercial Banking
Investment Banking
Leasing
Hospitality
Sugar
Security Printing
DomainsDomains
Supply Chain Management
Treasury
Project Management
Quality Systems
Advertising
Information Technology &
ERP implementation
Field Surveys
Financial & Cost Accounting
Law
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Tools
We have structured tools and resources which are appropriately used depending upon the specificscope of the engagement. We have tools in the following areas:
Salary and benefits survey
Job Analysis
Job Evaluation
Competency Assessment
Organisation Restructuring/Change
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Good understanding of local
market dynamics
What You Require ?What You Require ? Why Us ?Why Us ?
Our resources have substantive experience in diverse industries and various operatingenvironments. On a regular basis, we also interact with Industry and Business leaders
to remain up to date on current and likely developments.
Good standing with the Clients
We pay special importance to this factor. The quality of the work delivered by us has
resulted in repeat business from nearly 60-70% of our clients. Based on
information available todate, this is the highest ratio amongst all the management
consulting firms in Pakistan.
Compatibility between our skill
set and future market
requirements
We currently have and continually strive for ensuring a high degree of match between
industry requirements and our internal skill set.
Appropriate level of internal
management depth
Our Partners have spent considerable time in the consulting profession before startingACE. Resultantly, they have a good understanding of the internal dynamics of a
consulting firm, project execution, quality assurance, team development and knowledge
building.
Keen implementation supportWe are particularly keen about engagements wherein we are required to work with the
organisations in implementing solutions. That is to say that we just do not deliver
manuals and reports only; we strive to deliver results.
Why ACE could be a suitable HR partner for you?
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ContactsKarachi Office
Suite 406, 4th Floor, Park Avenue,
24 A Block 6, P.E.C.H.S.
Main Shahrah-e-Faisal, Karachi-75400
Tel: 92-21-4388925-6
Email: [email protected]
Islamabad OfficeHouse 84
Street 50, F-11/3
Islamabad
Tel: + 92 51 9266988