ace - hr consulting profile

8/9/2019 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:


Competency Assessment and

Psychometric Testing


Executive Search and Selection

Services


Job Analysis


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


Management Development Programs

Human Resource Audit High levelreview

Human Resource Audit Detailed

review


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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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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 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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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 [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



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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

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