Human Capital Advisory

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ManVision helps clients to develop a human resources model that addresses the specific needs of the business in a manner that serves the best interests of both the company and the employee work force. We enable clients to strategically integrate effective HR processes, programs and practices into their daily operations by introducing or marketing “best practice” products or services and provide periodic feedback regarding their performance related to annual management objectives. Our dynamic team of HR consultants will advise companies in a wide range of issues that can help them become a more productive and unified company.

Our Service Offerings include but are NOT limited to :

Onboard Management: We support the changing needs of the workforce while maintaining productivity and reducing the cost of the workplace.

Performance Management: Our PM includes activities which ensure that goals are consistently being met in an effective and efficient manner. We align our resources, systems and employees to strategic objectives and priorities.

Role Mapping

KRA & KPI Design: Our Key result areas (KRAs) capture about 80% of the department’s work role. Key Performance Indicator (KPIs) describes the indicators of performance or success for an employee. KRA and KPI are attributed to the department/individual job role which can have effect on the business results or productivity and is self-measured where applicable.

Competency Mapping: It’s about identifying a person’s job skills and strengths in areas like teamwork, leadership, and decision-making. We assess the strengths and weaknesses of our employees and organization

Competency Assessment: We evaluate our employee’s performance based on pre-defined competencies and their behavioral indicators, in turn is called competency based assessment.

Performance Appraisal System: Our PAS is a process we use to assess the performance of classified staff as it enhances organizational effectiveness and efficiency. We ensure communication is a two-way exchange (between the supervisor and employee).

Career Pathing: We help our employees to chart a course within our organization for his or her career path and career development which involves understanding what knowledge, skills, personal characteristics, and experience that is required.

Compensation Management: We believe in “If you pick the right people and give them the opportunity to spread their wings – and put compensation and rewards as a carrier behind it – you almost don’t have to manage them.”

Compensation Benchmarking Studies: We believe in attracting top talent, improving retention, minimizing counter offers and making more informed compensation decisions that speaks about our Compensation Benchmarking Studies.

Variable Pay Plan Design: The trend we follow is towards more use of variable pay, expanded eligibility and increasing prominence of variable pay in the total direct compensation package.

Grading: Our pay grade is generally defined by the level of the responsibilities performed within the job description of the position and the length of time the employee has performed the job.

Job Evaluation: We ensure we make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure.

Employee Engagement: We seek to maximize the productivity and profitability of our staff! Individuals seek satisfaction from their work! If both can be achieved concurrently, there is a true Win-Win! The impact of an ‘engaged’ workforce over an ‘unengaged’ one is dramatic is what we believe.

Employee Engagement Study: With proven links to productivity, customer engagement, quality, retention, safety, and profit, MVC’s unique employee engagement approach blends strategic analysis with practical steps and advice to change how leaders view their work, their employees, and their customers.

Exit Diagnostic Study: Our Exit Diagnostic study is the most accurate instrument in assessing the issues that drive an individual to leave an organization, we also have other tools that illustrate why the individual is separating, what he or she valued while at the organization, and what aspects of the organization need improvement in order to increase employee engagement, performance, and loyalty. We help organizations to use the information gained from an exit interview to assess what should be improved, changed, or remain intact.

Our Clients benefit from:

  • Insights into compensations trends and competitor practices
  • Informed decision making through HR Statistical Research and comprehensive reports
  • Clarity in reporting mechanisms, roles and responsibilities, Key Performance Indicators (KPIs) and Key Result Areas (KRAs)
  • Enhanced employee morale through alignment of reward strategy with performance and market scenario
  • Competitive advantage underpinned by an engaged workforce