1. System and Process Design: we design two types of system.

(i) Dispute Management System: we design systems and processes that will allow for conflict to be prevented and managed effectively. We work with key members from HR teams, operations, business units and support teams to design an internal grievance cell that will handle the following functions:

• Acts as an early warning system for conflict prevention
• Channelizes disputes to appropriate channels
• Provides guidelines, protocols and resources for workplace dispute resolution in integration with existing company policies.
• Improves workplace relationships and group productivity

The Dispute Management system protects confidentiality of all individuals and is an employer and employee friendly system.

(ii) Feedback System: we design a comprehensive feedback system that will help in improving performance, morale and employee retention.

In order to design a customized feedback system, we conduct an initial analysis to identify existing feedback loops and impacts. Stakeholders from key positions will develop expertise in advanced feedback skills. Guidelines, protocols and resources to deal with work based feedback and general feedback will be designed in integration with existing company policies. In addition, the system can be accessed to monitor the impact of feedback on performance and team engagement.

The Feedback system protects confidentiality of all individuals and is an employer and employee friendly system.

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2. Mediation is an informal and structured approach of resolving disputes. The process is voluntary and confidential. Mediation is used in different contexts in organizations. Given below is a brief description of Mediation in most commonly used situations.

(i) Business Mediation: in dealing with business transactions, the Mediator may either directly be involved in the transaction, or will alternatively prepare the concerned individuals towards reaching optimum results.

In this process, best practices from conflict management and negotiation theories are combined with local and cultural contexts and conditions. In some instances we partner with lawyers, process consultants/subject matter experts in order to add more professional expertise and develop sustainable solutions. Business Mediation helps in improving strategic relationships and key transactions.

Areas of specialization: commercial disputes, intellectual property disputes, policy disputes, client- vendor-supplier-customer-external entities, partnership disputes and more.

(ii) Workplace Mediation: in interpersonal disputes, the Mediator works with two or more individuals and assists them in discussing their differences, finding mutually agreeable solutions and identifying protocols for future interactions.

In Workplace Mediation, the mediator/ consultant works with the parties individually and jointly to identify stereotypes, challenges and desirable outcomes. Data gathered from sessions is mapped and analyzed between sessions in order to help parties reach their goals progressively. Workplace mediation is useful in rebuilding strained relationships, miscommunication issues, conflicting priorities and addressing differences that arise from varying work ethic, personalities and needs.

Areas of specialization: Employee-employer relations, Interdepartmental disputes and Team disputes and more.

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3. Qualitative studies: We undertake assignments and projects that require information and detailed analysis for organizational planning and decision making. These assignments can range from: absenteeism, attrition analysis, impact of change/restructuring, policy violations, cultural barriers, labor engagement, gender dynamics and more.

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4. Policy Design and Implementation: We assist organizations in updating and institutionalizing their current HR policies-guidelines in accordance with global HR standards. These policies are customized to organization’s business needs and industry specific requirements.

Policies can range from: Dispute resolution, grievance redressal, diversity, communication, gender, dating, sexual harassment and more.

In addition, we assist in getting buy-in in implementing these policies through consensus building methods.

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5. Executive Coaching: Coaching is a one to one process designed to improve specific skills/ abilities of the individual with the help of a Coach. Coaching is conducted through personalized sessions that help in removing destructive behaviors and developing new skills and behaviors. In coaching, individuals often experience significant changes on the job and in their work interactions that is different from that of group workshops or classroom settings.

We conduct customized coaching sessions in Negotiation for Senior Leadership teams Business and Project Heads, HR and Sales. Sessions can happen through to face meetings or online through skype.

Areas of specialization: Conflict Management, Negotiation, Critical Thinking, Team Management and Advanced Communication.

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6. Employee Assistance Programs: when interpersonal disputes at home are not handled well, they spill into work and affect productivity. We assist employees in handling their deeply personal issues through:

a)      Use of Family Mediation and Parent- Child Mediation services.

b)      Use of Crisis Coaching, a one to one customized session that is focused on skill building and problem solving.

Mediation and Coaching sessions are confidential: no information regarding using intervention or the process will be shared with the employer or external parties. Organizations can engage an in-house consultant for fixed hours on a weekly basis. Alternatively, as part of the employee assistance initiative, the company can feature a dedicated helpline on the intranet.

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Gayathri Chakkangal: Bio

• Practitioner and consultant based in Bangalore; one of the pioneers specializing in the niche area of Conflict Management and Alternate Dispute Resolution in India.
• Served as managing trustee and was instrumental in setting up her former organization that specializes in Dispute Resolution.
• Consulted for multi-national corporations, international financial institutions, non-profit organizations, public institutions, educational institutions, individuals and families.
• Handles HR advisory roles in  Performance Management, Employee Relations, Change Management and Executive Coaching.
• Uses an inter-disciplinary approach by combining best practices from Dispute Resolution studies, Management studies, Organizational Development, Psychology, Sociology and Culture studies.
• Certified Mediator and member of Mediate.com.

For more information please contact us @ email: gayathri.chakkangal@greyflex.com
Phone: + 91 9880818132

Spec 1 requires
Informatica and Microstrategy resources with Oracle Development experience in combination with Unix.
Experience – 4-6Yrs
Skills Preference as listed
Oracle Development and Unix
Informatica ;Microstrategy preferred.

Spec2. Informatica Lead
Experience – 6+ Years

An exciting e-commerce start-up firm armed with fresh bout of funding is in the process of ramping up the manpower from the current 3000 odd employees. To be a part of this growth story, the firm has mandated GreyFlex to identify and evaluate HR professionals from Tier – 1 Business Schools.

Rush your resume to praveen@greyflex.com or call 080-41137456 for more details.

If you run / manage a not so big business, then you may ask – If you do need a Human Resource (HR) department for your business?

A more important question would be – If you have to address the needs of your Human Resources? The answer to this question would have to be a definite affirmative.

That brings us to answering some of the queries as,

• How about someone who screens through the countless resumes your recruitment ad has generated?
• How about someone who gets the Human resource manual and induction schedule done?
• How about someone who prepares the payroll before the month-end and has it managed by the pay day?
• How about someone who files in all the employment related statutory requirements to the concerned government offices?

There could be a simple project based answer to such questions and many more of them.

In short, to manage your day to day HR transactions you may not need a full time HR Department.

How is this system advantageous to you?

1. You get more time to manage your own business.
2. It costs much lesser than having a department all the while.
3. We have the expertise of delivering these transactions over the last four years, so why not leave it to the experts.
4. Get it done when you want to.  Get the transactions managed as and when it needs to be,  resulting in better efficiency.
5. It has worked all this while, and through these recessionary times, we are yet holding on to our business.

To engage and know more on Hire on Demand HR Services, send a note to praveen@greyflex.com

GreyFlex has managed to create a niche by:

a) Establishing ourselves as a reliable partner in the area of Recruitment and Staffing, Executive search, HR Helpdesk services, Payroll Process Management, Compensation Surveys, Assessment Creation and Logistics, HR on demand,  and Employment Data verification.

b) Undertaking HR advisory work in the area of Performance  Management, Employee Relations,  Change Management and Executive Coaching.

c) Due to the increasing need and the dearth of Dispute Resolution practitioners in the region we have recently added Dispute Resolution services to our portfolio. We can now handle your complex Workplace Dispute Resolution requirements in the area of Dispute System Design, Mediation and Negotiation.

d) In addition, we offer exclusive services to employees as part of the Employee Assistance Programs through Crisis Coaching services, Family Mediation and Parent- Child Mediation services.

Our success factors:

• We have successfully operated in the following sectors: Business Services, BFSI, Travel, Manufacturing, Information Technology, IT Enabled Services Sector, Refinery – Energy ; Oil & Gas; Retail &  Tele-Communications.

• We bring to the table a combined knowledge of Human Resource Management, Dispute Resolution studies, Management studies, Organization Development and Psychology as well as the synergy to enable better delivery in the dynamic Market place.

• A successful track record of delivering high quality HR services in these sectors, which ensures the services are delivered to agreed objectives within the client’s strategic time-frame.

GreyFlex Business Principles

We are committed to be of service in our engagements that at all times:

1. are specific and customized to the client’s requirements;
2. are exclusive in delivery; we will handle only what we can and will give our best to meet up with requirements of clients in terms of quality and time;
3. are solution based, developed on processes and systems that “fit” the client’s requirements and meet their needs;
4. are aimed at professionalism and excellence.
5. will strive to exceed expectations in terms of value for the service we provide.

GreyFlex Consulting invites proposals on joint venture opportunities with global Human Resource Process companies willing to consider Indian Operations. We are keen to expand our process transactional capabilities to HR firms willing to offshore processes to India for cost arbitrage.

For more information please write to praveen@greyflex.com

GreyFlex HR Consulting Services offers Payroll Transactions and Employee Benefits Process Management as a part of its core solutions to the Corporate Sector. GreyFlex Consulting is currently engaged in managing payroll process for two high profile clients and manages these operations out of its Bangalore office.

Most businesses spend heavily on internal payroll systems, manpower and compliance.  Small and medium enterprises can save more than half of their annual payroll costs (cost advantage in excess of 50%) in having us manage  these transactions, with the additional advantage of easing the burden of compliance documentation.

GreyFlex’s Payroll Services is committed to provide an error free payroll computing and disbursal system, and has to its credit an experienced team of Human Resource and Accounting personnel managing this service.  This  effective  combination of professional service ensures that we cover the sensitive aspects of employee payroll and benefits administration. The services are designed to manage customized solutions to cater to the SME segment; these solutions are statutorily compliant, employee friendly and delivered on time.

GreyFlex Consulting is in the business of Human Resource Process Consulting for over 3 years and targets to reach INR 10 Million in revenues the current fiscal. GreyFlex Consulting services medium and large client corporations of international repute.

Right from commencement of the project, GreyFlex Consulting assumes being an extension of the client company’s HR and Accounting function and moves in very little time to assess and advise suitable solutions to customized requirements. These solutions are flexible to accommodate specific client requirements and carry a lot of flexibility in its process. Since we are privy to a large amount of confidential client data, we take utmost care to secure the data and the process. The focus of the process is to deliver cost effective, secure, error free process in line with HR policies and framework, aimed at client satisfaction with scope for continuous performance review and improvement.

Please contact us to take you through the process flow chart.

The Solution

1. The pay-rolling solution offered by GreyFlex HR Consulting Services is a comprehensive package of devising / designing the compensation structure of employees based on the sector they work in; administer the process in time to save the client company its core resources; and manage an important employee sensitive business transaction and most importantly be cost effective than to manage it internally.
2. The compensation structure design also keeps the best interest of employees in mind to get them maximum tax benefits and at the same time ensures the company does not end up paying much of Fringe Benefit Tax. The process of administering the Payroll is done at our office, managed by a team of HR professionals and Accountants, and this team works under the direct supervision of a Chartered Accountant.
3. The client company will deal with just a Single Point of Contact (SPOC) and will have all the necessary transactions effected and management reports generated. The employees will contact the SPOC on all benefits administration related issues and the SPOC will keep the Client HR team informed of all issues and redress.

The Process

1. Devise or understand (in case the compensation is structured previously) the compensation break-up in place for all employees and advice on new structure whenever they need to be effected.
2. Integrate the employee benefits program and customize the solution for each client Company.
3. Seek attendance for the month from the Client Company HR for each employee.
4. Assign Pay parameters based on leave components if applicable.
5. Prepare Pay advice for each employee; and consolidate the list for bank transfer, the day before the payroll date, and send it for validation to Finance Department.
6. If required be; manage the logistics of sending such advise to the Bank to effect the transfer of Pay to employees.
7. Prepare and process PF submission chalans (orders) and process with the PF office. Submit receipts of such orders to the company for records, with a copy retained with us for any future reference.
8. Effect a similar process for Professional Tax and any Tax deduction at source.
9. Prepare and process necessary submissions for medical / health insurance. Submit receipts of such orders to the company, with a copy retained with us, for any future reference
10. Prepare and submit payroll report for HR / Finance Department of the client company for reconciliation.
11. Revert and clarify on any employee query.
12. Rectification of errors in the unlikely event of such errors occurring.
13. Issue compliance forms and maintain statutory registers relating to labour compliance norms.

Statement on Professional Conduct and Code of Ethics at GreyFlex Consulting

• The confidential information that our clients and referrals reveal to us is used by us only as a part of our consulting assignments. The information we reveal is based only on professional requirements of the clients and is officially documented.
• Honesty is our primary focus and basis of our relationships with clients and referrals. We take utmost care not to put forth any misleading information to any of our parties.
• Our client engagement document testifies not to search for any referral or reveal any information within a client organization for a period of six months from the time of completion of our last assignment. We refer to this period of six months as ‘cooling period’.
• We do not engage in discussing newer opportunities of jobs or any assignment with any referral, which have been sourced and placed with any client of ours for a period of one year after the cooling period.
• We do not engage in any assignment which could compromise on the confidentiality of client information, for e.g. we do not engage and work with two clients in a competing arena on similar projects simultaneously.
• We advise our clients independently, and therefore our focus is to offer a very objective and clear opinion to our clients. We never engage in over selling the capability of a referral and we believe in the client’s judgment on the suitability of a referral or assignment.
• We do not accept any payments from our referrals. We do not accept any payment towards any candidate registering with us looking for an opportunity with any of our client.
• We do not solicit to buy any assignments.
• We follow the process of verifying referral credentials; and on written requests from our clients, we offer these credentials to our clients.
  

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