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HUMAN RESOURCES DECK

WHO WE ARE?

Founded in 2017, Headsup Corporation is a rapidly evolving dynamicconsulting firm with a sharp focus on MSMEs and Start-ups in India . HeadsupCorporation is a startup by TISS, Mumbai and SSCBS, University of Delhigraduates.

We provide a helping hand to your online presence and pull-up the effectiveutilisation of your human resources. Our myriad line-up of services is aimed toset up an array of solutions to your digital and human resource managementneeds.

At our core, we operate on creativity, passion, and impact. Our trainedprofessionals have varied backgrounds and expertise. They endeavour toprovide answers to all your questions. They eagerly await to offer timelysolutions to tricky situations.

Headsup Corporationhelps you head the right way with your

talent needs.

www.headsupcorporation.com

HEADSUP’S EDGE

Cost Effective & Flexible Solutions

Leading Edge Digital Solutions

Finding Best Fit Employees

Bespoke Solutions

Customised Results

Dedicated Delivery

We are a niche HR consulting firm offering strategic human resource management solutions to multiple industries and across verticals. Whether you are a start-up, an SME or a well spread firm of more than 2000 people – we cater to diverse business and wide-ranging sectors.


OUR WORK PROCESS

01 02 03 04

Understanding theProblem Statement

Research &Benchmarking

Curating BespokeSolutions & Interventions

Follow-up andImprovements

Keeping up with the changing dynamics, we identify and address challenges to increase the effectiveness of organizations. We aim at

understanding your existing business model to align your brand with the best HR practices.

Understanding the multifaceted organizational needs across diverse industries, we devise and offer specialized HR solutions. Balancing

the microscopic and macroscopic approach to decoding, fixing, and managing company nuances, we offer our expertise to MSMEs and

start-ups.


OUR SOLUTIONS (1/5)

§ Hiring across all level of theorganisation

§ Campus recruitments§ JD and other recruitment

collaterals creation§ Building talent pipeline§ Career Mapping

Talent Management Employer Branding Induction

Some recent projects include:CXO and mid-level hiring | RodicSenior-level hiring | Smartworks & TECI Career Mapping| ACL

§ Large scale induction forcampus recruits

§ Induction for freshers§ Induction for lateral hires§ Induction for leaders and

other critical resources§ Candidate engagement post

hiring until joining

§ Social media branding§ Campus engagement§ Campus branding§ Internal branding

Some recent projects include:Building Brand | DFO

Some recent projects include: Induction for recruits | Rodic


OUR SOLUTIONS (2/5)

§ Designing efficientorganisation structures forstartup / fast-growing firms

§ Organisation restructuring§ HR Audit§ Job evaluations

Organisation Structuring Policy Design Organisation Culture

Some recent projects include:Organisation Development / UIS

§ Conducting culture surveys§ Designing interventions to

shape organisation culture§ Evaluation of organisation

values§ Interventions to redefine

organisation values

§ Designing HR policies forstartup / fast-growing firms

§ Designing HR tools anddashboards to monitorpolicy usage

§ Implementation of HRpolicies

Some recent projects include:HR Policies | FitpassHR Manual | Vision EIS Consulting

Some recent projects include:Organisation Change | UIS


OUR SOLUTIONS (3/5)

§ Designing end-to-endperformance managementsystems

§ Designing tools for trackingperformance

§ Facilitating performanceevaluations

Performance Management Compensation Design Benefits, Rewards, & Recognition

Some recent projects include:PMS / Arch En Design

§ Designing rewards andbenefits

§ Rewards and benefitsbenchmarking

§ Designing interventions tospread awareness and driveadoption of benefits

§ Compensation structuring§ Compensation

benchmarking§ Designing incentives

structure

Some recent projects include:Compensation Redesign / The Hemisphere Group

Some recent projects include:Compensation Redesign / The Hemisphere Group


OUR SOLUTIONS (4/5)

§ Designing efficient HRprocesses for startup / fast-growing firms

§ Building robust HR tools§ Building mechanisms for

employees’ use andengagement

Process Design HR Operations Employee Engagement

Some recent projects include:Designing HR System / IMZ

§ Designing end-to-endemployee engagement planand calendar

§ Implementing employeeengagement initiatives

§ Employee engagementsurveys

§ Delivering quality end-to-end HR operations

§ Implementation of HRpolicies

Some recent projects include:HR Ops / IMZ

Some recent projects include:EE Analysis / Mamaearth, Ozone Pharmaceuticals


OUR SOLUTIONS (5/5)

§ Counselling Sessionsthrough call and offlinesessions.

§ Wellness Programs§ Building mechanisms for

employee wellbeing§ POSH/EHS Trainings

Employee Assistance Program (Pilot Mode) Learning & Development Virtual HR (Pilot Mode)

§ Virtual Assistance in all theareas of Human Resources

§ Assisting startups/sme tonavigate human resourcesdepartment for a pricestarting at 9999*

§ Individual DevelopmentProgram

§ Soft Skills Training§ Behavioural Training§ Technical Training§ Competency enhancement

programs


OUR INDUSTRIES


Technology Logistics Infrastructure Food & Travel Tourism Health & Fitness

Education Real Estate Renewable Energy Fashion Finance Communication

OUR INDUSTRIES


BFSI

Co-working

E-commerce FintechFMCG Light/Power

GamingHealthcare &Pharma

E-waste management

Manufacturing

OUR CLIENT’S OUTLOOKINDUSTRY Telecommunication

LOCATION Delhi - NCR

MANPOWER STRENGTH

100-150

Problem Statements:• Our client from the Telecommunication industry was increasing in manpower but with low

employee retention.

• The employees who seemed promising in the beginning started to portray a downfall in theirproductivity. This negatively affected organizational culture and led to falling of profit.

• There were multiple cases of grievances between employees which created distrust anddisharmony. This resulted in excessive hiring cost and instability in the organization.

Solutions:• Each department had to discuss their weekly plans with their head of department on every Monday

to plan on the work that employees would do for the week.

• Employees were asked to record their work to measure the productivity of employees.

• Group interaction of departmental heads with the employees to discuss work related issues,feedback, suggestions, upcoming trends, etc.

• Training programs were scheduled according to the career progression plan of employees. Also, astructured rewards and recognition program was created taking into consideration, all the job-relatedparameters.

• Group activities were organized in the office to boost employee engagement and trust amongemployees. Informal meets were scheduled for relationship building.

Value added:

• Planned tasks gave employees a clear picture of what theywere expected to do. This reduced confusion and savedtime which increased productivity in the organization.

• Recording of work differentiated performing and non-performing employees.

• Training and rewards and recognition made people feelvalued by the organization which increased theirmotivation.

• Group activities and informal meets boosted employeeengagement and helped in decreasing grievances amongemployees.


OUR CLIENT’S OUTLOOKINDUSTRY Infrastructure

ConsultancyLOCATION Delhi - NCR

MANPOWER STRENGTH

100-150

Problem Statements:• Our client from Infrastructure consultancy industry was facing difficulty in attracting new talent.

• The number of applicants were very limited and those received were not as per expectations.

• It took very long time to close the positions, which increased cost, unwanted burden and dissatisfaction.

• Many candidates did not join the company, even after getting selected.

Solutions:• Market analysis of the industry and competitors was done to find employer value proposition of the competitors. Also looked for major platforms

and channels which they were using to attract talent.

• Created social media accounts and posted content about the company’s programs, engagement activities, personal stories of employees and CSR projects on sites.

• Created account on various employer review sites such as Glassdoor, Owler, Indeed, etc., and encouraged employees and candidates to share their experience.

• Feedback form was introduced for the candidates. The data was analyzed to find that low level of communication with candidates led to poor candidate experience. Also, the time taken by the company to contact the candidate was long enough to make them lose interest in the position.

• The website was redesigned to make it more candidate friendly as in easy to navigate, more informative and made the career page more attractive.

• Management trainee programs were introduced. Targeted selected colleges which matched the company’s need and demand. Designed and executed brand awareness program for them.

Value added:

• Increased brand awareness with social media presence and campus branding.

• Increased applications with increased awareness.

• Reduced time and cost with increased applicants.


OUR CLIENT’S OUTLOOKINDUSTRY EPC

LOCATION Delhi - NCR

MANPOWER STRENGTH

100-150

Problem Statements:• Our client from the EPC industry was facing a problem of not being able to attract millennials.

• Average age of the workforce was 45-60 years which created skill gap.

• They were not being able to target the campuses as per their need.

• Their approach towards accessing and hiring was not giving desired results.

Solutions:• Analyzed the need, willingness to offer and current hiring procedure of the organization.

• Found colleges as per organization’s requirements. Designed campus branding program and formulated the assessment procedure for the colleges.

• Designed special trainee programs and created talent pipeline for various departments.

• Coordinated with the colleges and communicated the organization’s brand to them.

• Conducted and assessed pre-placement talks, interviews, group discussions and technical rounds to find the right match for the firm

• Did a follow-up and review of the on-campus activity post execution.

Value added:

• Need analysis led to a clear understanding of organization’s demand.

• The quality of candidates improved with targeting of colleges as per organization’s need.

• Number of applications increased with increase in brand awareness.

• Minor issues in the process were resolved with follow up and review.


CONTACT US

@headsupcorp

Address:A1/299Safdarjung EnclaveDelhi-110029

[email protected]

+91 9958061434

@headsup_corporation

@headsupcorporation


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