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New Labour Code Compliance:
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New Labour Code Compliance: Audit & Solutions
Case Studies
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Representative Case Studies on HR Audit and Subsequent Interventions

Transforming HR and OD capabilities through strategic audits, hands-on interventions, and sustainable implementation.

01

Comprehensive HR Transformation

Electrosteel Group

The Context: An HR Audit was conducted for the parent company (ECL Ltd.) covering its Head Office, Khardah Plant, Haldia Plant, Mumbai and Delhi sales offices, and the Bokaro Coal Block. The audit revealed common issues across locations, including the newly established coal block.

The Engagement: Based on the audit recommendations, Top Management planned an intervention for the two highest-stake and highest-priority businesses—the Coal Block and the Integrated Steel Plant near Bokaro, Jharkhand. The mandate subsequently grew in scope and complexity over a period of five years.

Our Impact

  • Organisation Restructuring: Restructured the organisation and strengthened decision-making levels with the right people.
  • Cultural Intervention: Addressed cultural and organisational issues as part of the transformation process.
  • Employer Branding: Built the employer brand to attract and retain the required level of talent.
  • Talent Management: Worked on talent inventory, succession planning, and grooming and mentoring of promoter-level youngsters.
  • Performance Management: Designed and implemented a best-in-class Performance Management System (PMS) and correlated Consequence Management System (CMS).
  • Learning & Development: Designed, executed, and owned the L&D process.
  • Employee Support: Implemented an Employee Help Desk and counselling process.
  • Engagement & Retention: Implemented welfare measures and worked on employee engagement, motivation, discipline, and retention.
  • HR Capability Building: Developed and empowered an effective in-house HR/OD team on a Build-Operate-Transfer (BOT) mode over five years.
02

Global HR & OD Alignment

Tega India Ltd. – Global Operations

The Context: HR Audits were conducted at the Kolkata Head Office, Indian plants in Bengal and Gujarat, and virtually for overseas locations in Chile, South Africa, and Australia.

The Engagement: The audit recommendations were used by the company to facilitate the achievement of its transformational strategies and to address key organisational and people-related concerns across global operations.

Our Impact

  • Management Validation: Helped the Top Management Committee validate and confirm key concerns and constraints that had previously been under discussion.
  • Psychographic & Behavioural Diagnostics: Provided detailed psychographic and behavioural diagnostic reports on key resources.
  • HR & OD Mandate: Worked with Top Management to reach consensus on a clear HR and OD mandate for the internal team.
  • Resource Fitment: Validated management queries regarding the right fitment and SWOT of key resources.
  • Talent Management: Validated the organisation's Talent Management policies and approach against its mission and goals.
  • Cultural Alignment: Helped the Top Team understand cultural issues and dissonances across the global group and individual units.
03

PSU HR Audit & Compliance Certification

Braithwaite & Co. Ltd.

The Context: An HR Audit was conducted as per the mandate of the Ministry of Railways. The organisation's preparedness to operate according to the terms of its annual performance parameters and MOU with the Government of India was assessed.

The Engagement: The audit covered standard HR parameters including Organisation Structure, Manpower Planning, statutory compliance, PMS, CMS, Reward and Career Growth, Talent Management, and L&D. After one year, the organisation was re-engaged for certification of progress and compliance monitoring.

Our Impact

  • Strategic Alignment: Helped align HR and OD policies and systems with the Ministry's concerns and priorities.
  • Capability Upgrade: Helped the organisation upgrade its people-management capabilities to meet the performance criteria of the MOU signed with the Ministry.
  • HR Department Support: Helped the modestly staffed HR department address the OD challenges inherent in the organisation's mandate.
  • Certification: Certified the organisation's HR and OD capabilities as per the mandate of the Ministry.
04

Building Professional HR & OD Functions

Balrampur Chini Mills & KM Sugar Mills

The Context: Both organisations operate in the sugar industry and the same broad geography in Uttar Pradesh. The assignments were carried out ten years apart and were independent engagements.

The Engagement: In both cases, the engagement started with HR Audits at the plants and Head Offices, followed by hands-on, on-site implementation of corrective actions arising from the audit.

Our Impact

  • Foundation Building: Set up professional and structured HR and OD functions from scratch in both firms.
  • Best Practices: Designed and implemented appropriate systems and updated HR and OD processes on a BOT mode.
  • Cultural Transformation: Facilitated generational transition and cultural transformation at Balrampur Chini Mills.
  • Business-Critical Intervention: Enabled appropriate HR interventions for a very tight business situation at KM Sugar Mills.
  • Performance Management: Designed and implemented PMS along with the required cultural interventions at both organisations.
  • Real-Time Performance: At KM Sugar Mills, PMS was integrated with the MD's ongoing tasking process to address business criticalities in real time.
  • Employee Engagement: Took welfare and employee engagement practices to best-practice levels.
  • Learning & Development: Executed targeted L&D interventions at various levels to address the soft issues associated with transformation.
05

HR Transformation for VC-Funded Expansion

Jash Engineering Ltd.

The Context: Jash Engineering Ltd. is an engineering firm based in Indore, Madhya Pradesh. The engagement started with an HR Audit and was followed by assistance in implementing the audit recommendations across HR parameters.

The Engagement: The subsequent intervention was implemented on a Build-Operate-Transfer (BOT) mode for two years. As a VC-funded business, the mandate was closely monitored by Fund Managers and was critical to the company's funded expansion.

Our Impact

  • Expansion Alignment: Aligned the new-look organisation with the requirements of the VC-funded expansion project.
  • HR & OD Systems: Designed and introduced structured, state-of-the-art HR and OD systems.
  • Performance Management: Addressed market difficulties through the PMS and Talent Management Systems implemented.
  • Performance Accountability: Established performance accountability across the company, beginning with very senior and long-tenured employees.
06

Professionalising HR & OD for Growth

Century Ply Boards Ltd. & CMCL – Star Cement Group

The Context: Unlike the other assignments, an initial HR Audit was not mandated. The engagement was directly assigned to professionalise the HR and OD functions across the relevant HR parameters at the Kolkata Head Office and the Assam/Meghalaya Cement unit.

The Engagement: The assignment had a significant impact on the group, particularly as the Plywood business was approaching a phase of diversification and expansion.

Our Impact

  • Business Growth: Helped take the Plywood business to the next level during its diversification and expansion phase.
  • Employer Branding: Successfully built the employer brand to support the required Talent Management strategy.
  • Performance Management: Successfully designed and executed the PMS.
  • Talent Retention: Ensured the required level of retention and motivation for the targeted Talent Inventory.
  • Transformation: Structured and executed targeted L&D and transformational initiatives.
  • Internal Capability: Prepared the internal HR team to take over the tasks seamlessly.