DECIBEL HRMS

PROPOSAL DRAFT FOR CAPSTONE PROJECT

17TH FEB 2023

ABOUT
HRSG BPO has decided to become a separate organization and move into

different lines of work. Due to this, we are rebranding to Decibel HRMS.

Providing the right incentives for our employee’s clients Decibel HRMS

has to restructure the departments and the structure of hierarchy, create

new policies and develop new processes that will benefit our organization

as a whole.
After the recent change in ownership and name of the company, we’re

bringing a change by restructuring and creating new HR policies. We need

to review existing policies and establish new ones that can be beneficial

for our workforce and clients. We also want to create a new structure for

our team around these policies based on their values, behaviors and

performance.

Decibel HRMS software can be made more beneficial for in house

employees at first.

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Following are the suggestions that can make Decibel HRMS better for the

employees:

SUGGESTIONS:

HR Training - With automated processes and quick access to training

materials ongoing training becomes easier, providing better employee
engagement with management.

Staff Recruitment and Retention - HRMS can help make in house

recruitment process simpler with scheduling emails automatically then
collating information from multiple applications into one comprehensive
report for decision makers involved in hiring.

Increase Workplace Safety - Accident reporting systems are very

important in ensuring that employees are not leaving themselves
vulnerable to risk by holding open bottles of cleaning fluid during tasks
like vacuuming or welding.

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Marketing: Marketing teams should come up with catchy tag lines for
products, services and solutions for B2B software
solutions must include all of their products in the
same interface so that users can navigate
through them easily and effortlessly

Decibel HRMS
has to make
sure that their
visual image is
on point after re
branding
especially in the
social media

platforms. They should also consider the website redesign as well as

focusing on social media platforms specially LinkedIn is important as
well as rebranding of the digital marketing of each employee that
includes corporate photoshoots, visiting at different universities for
talent hunt.

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NEW POLICY IMPLEMENTATIONS:

360 feedback Policy

A 360-degree feedback system allows managers, colleagues, immediate

supervisor, and even clients to provide employees with anonymous,
private feedback on their competencies. An online anonymously survey
questionnaire that asks about a wide variety of abilities connected to the
employee's job is distributed to 7–12 persons in order to perform
feedback 360.

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This approach makes it possible for HR to gather objective feedback,
better comprehend the needs for HR development (training, behavioral,
leadership, etc.), and gain a comprehensive understanding of a potential
leadership candidate.

Knowledge sharing culture

Knowledge-sharing culture is an HR policy in which employees are

empowered with knowledge and encouraged to share their expertise with
other staff, customers, and suppliers. It impacts both the bottom line and
individual satisfaction by allowing employees to do their best work while
they’re also engaging the entire team.

Compliance

Lack of compliance with local, national, and international labor legislation can blow
any of your HR practices out of the water. Therefore, it is crucial to have a labor law
expert on board, either as an employee or as a service provider, to whom you can run
all your HR policies, procedures, and contracts for approval before implementing.
Also, ensure that management and staff are updated with their rights and legal
parameters.
Additionally, training is mandatory to familiarize your employees with regulations
and laws governing an organization or a particular job role. These training initiatives
help minimize risk, ensure workplace safety, and improve the overall work
environment for employees.

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Upgradation of play/relax area:

In today’s fast-paced environment, it's easy to get caught up in the pressure of work. We
have a well-designed playroom that enables employees to take a break from their busy lives
and immerse themselves in a fun environment. Playroom promotes relaxation and promotes
creativity, which keeps our team happier and more productive.
There are many approaches that allow a company to create a healthy environment for
relaxation that already exists, an addition of library, games like the older version of Xbox and
lounge area in the existing room can be added. Rebull encourages to set up the lounges for
relaxation at work place

Counseling:

At Decibel HRMS, HR should have a psychologist/councilor for employees. This

individual could be considered as external practitioner who could counsel and
motivate employees to get the best from them, to solve and diagnose the issues and
make the company more successful and employees satisfied. A psychologist can also
help talent acquisition specialist to enquire a person through psychological
assessments like HFD, TAT and big five personality. It will not be hard on the budget
because an undergraduate student can work on these things.

Flexible Working policy:

The Flexible Work Opportunities policy was created to help organizations save
electricity, reduce rental costs, fuel allowances for employees and increase
productivity. It will also create an opportunity for the talented students who are
willing to work along with their studies to support their education by themselves and

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for those people who are willing to work at mor than one organization to support the
family in the times of inflation

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 AGENDA OF IMPLEMNTATIONS

TASK 1:
Health and safety at work should be are the priority keeping in
mind the situation of our country by having necessary
equipment like Fire extinguishers and First Aid Kits.

TASK 2:
Knowledge sharing culture can be implemented immediate
bases to improve quality of information and work life among
the employees

TASK 3:
Relaxing Area can be upgraded instantly because of the good
terms with Red Bull as well as many of people are willing to
provide gaming consoles for Decibel.

TASK 4:
Undergraduate students of psychology can be hired as
counsellors to solve small problems and to conduct and asset
psychological tests where ever it is needed in Talent
acquisition.

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 TASK 5:
Flexibility in working should be considered because of the
inflation and crisis in our country to support students who are
managing their finances by their own and this would be
possible by providing them leverage of working from home as
well as they can also visit office whenever they are free from
their educational institute and academics.

PSY312: Project Proposal Draft

Name & IDs of Group Members:
1. Qazi Ahmed 2. Ibrahim Sammo 3. Maheen Hasan 4. Hania Imran ‘

Qazi Ahmed Hussain Siddiqui

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Ibrahim Sammo

Hania Imran

Maheen Hasan

Background

Name of DECIBEL HRMS (HRSG BPO)

Company

Contact Mr. Faisal Qamar

Person(s) & Co-Founder and CEO of DECIBEL HRMS
Contact details
(email address,
phone number,
designation)

Project Owner & MS. Andaleeb Dawood

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 Contact details +923018504508
(email address,
phone number,
designation)

What does your HR Automation services providing and outsourcing organization.

organization do?
What service
does it provide?

What is the issue HRSG BPO has decided to become a separate organization and move
the organization
is facing (what into different lines of work. Due to this, we are rebranding to Decibe
will your project
address?) HRMS. Providing the right incentives for our employee’s clients

Decibel HRMS has to restructure the departments and the structure

of hierarchy, create new policies and develop new processes that wil

benefit our organization as a whole.

Why is this issue If the hierarchical structure and policies will be settled properly, eac
important to employee will be aware of its duties and tasks as well as there will b
look into (why is no internal issues within the organizations.
your project
addressing this
concern?)

Roles of each Qazi Ahmed Hussain – Implementation of new policies.

team member Ibrahim Sammo – R&D for departments in a result to restructure
hierarchy.
Hania Imran Ilyas – working on counselling and therapy
arrangements.
Maheen Hasan- Restructuring marketing and social media platform

 Organizational structure: Organizational structure refers to the way that an

Which
organization is arranged in terms of its hierarchy, roles, and relationships
Business /
between different units. Restructuring hierarchy involves changes to the
Psychology
organizational structure, such as creating new roles or departments, merging
concepts are

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 existing ones, or redefining reporting lines.
being addressed
 Job design: Job design involves the process of creating and structuring roles
or are relevant
within an organization to maximize efficiency, productivity, and job
to your project?
satisfaction. In restructuring hierarchy, it's important to consider how change
to the organizational structure will affect job design and how to redesign rol
to fit the new structure.
 Change management: Change management involves the processes and tool
used to manage organizational change effectively. Restructuring hierarchy is
significant change, and effective change management is critical to ensure tha
the changes are implemented smoothly, with minimal disruption to the
organization and its employees.
 Communication: Clear communication is essential when restructuring
hierarchy. Employees need to be informed of the changes, the reasons behin
them, and how they will be affected. Good communication can help to reduc
anxiety and resistance, and it can also increase engagement and buy-in.
 Employee engagement: Employee engagement refers to the extent to which
employees are committed to their work, their colleagues, and the organizatio
as a whole. Restructuring hierarchy can have a significant impact on employe
engagement, so it's important to consider how to maintain or improve
engagement during and after the restructuring process.
 Leadership: Leadership is critical in guiding the organization through the
restructuring process. Effective leaders can provide a clear vision for the new
structure, communicate effectively, and motivate employees to embrace the
changes.
 Resistance to change: Resistance to change is a common response to
organizational restructuring, and it can arise from a range of factors, includin
fear of the unknown, loss of job security, and concerns about job role
changes. Organizational psychologists can help to identify and address
sources of resistance, and to develop strategies to manage resistance
effectively.

Project Description

What are your

SMART Goals? To restructure the organization's hierarchy and policies by streamlining
Mention 2-4 in decision-making processes and reducing unnecessary layers of
addition to the management.
report and the
presentation. The goal is achievable by conducting a thorough analysis of the current
Each goal should hierarchy, identifying areas for improvement In Policies and implementing
begin with an changes gradually
active verb, for
example, identify,
define, develop,
investigate,

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 prepare, and
write.

What are your

SMART  Develop a new organizational chart that clearly outlines reporting
objectives? relationships and job responsibilities for all employees
(goal: your end  Complete the new organizational chart within three months, usin
result, where you existing resources and without disrupting day-to-day operations
want to be.
Objective: steps
to get to the
goals).

What “outcome”  Improved efficiency: By streamlining reporting lines and reducing the
or value will number of layers in the hierarchy, organizations can become more
your project efficient in their decision-making processes and in the execution of
have? tasks.
 Increased agility: A flatter organizational structure can enable faster
Your outcome
responses to changing market conditions, customer needs, and other
needs to be
external factors. It can also allow for greater flexibility in terms of how
“measurable”.
work is organized and allocated.
 Enhanced communication: With fewer levels of management,
communication can be more direct and open, which can lead to better
collaboration and a stronger sense of teamwork among employees.
 Improved employee engagement: A more flattened structure can give
employees a greater sense of empowerment and autonomy, leading to
higher levels of job satisfaction and engagement.

How will you

know your
1. Clearly defined goals: A successful restructuring hierarchy project will
project is
have clear and measurable goals that are understood by everyone in
successful?
the group. Ensure that the objectives are well-defined, realistic, and
achievable.
2. Employee involvement: Employee participation and involvement is
critical to the success of the project. It is essential to communicate
regularly with your employees, involve them in the process, and take
their feedback into account.
3. Adequate resources: Adequate resources, such as staff, time, and
money, are necessary for the project to be successful. Be sure to

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 allocate sufficient resources to the project, including any training or
development needs.
4. Communication: Communication is key in any project. You should
ensure that communication is open, transparent, and ongoing
throughout the project. Keep everyone informed about the progress,
outcomes, and any changes that are made.
5. Performance metrics: Performance metrics are a key indicator of
success. Set up appropriate metrics to monitor the progress of the
project, track its success, and adjust the project as needed.
6. Implementation: A well-planned and well-executed implementation is
essential for the success of the project. Ensure that you have a solid
implementation plan in place and that all stakeholders are aware of
their roles and responsibilities.

What research 1. Case Study: A case study involves an in-depth examination of a single
methodology / organization to gain a better understanding of its current structure, its
design will you strengths and weaknesses, and the context in which it operates. This
use? can involve interviews with key stakeholders, a review of relevant
documentation, and observation of the organization in action.
2. Survey: A survey can be used to collect quantitative data on employee
attitudes and perceptions about the current organizational hierarchy.

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 This can help identify areas where the hierarchy may be causing
problems or where changes may be needed.
3. Experiment: An experiment could involve implementing a new
organizational hierarchy within a single team or department and
comparing its performance to the previous structure. This can help
assess the effectiveness of the new structure and identify any issues
that may need to be addressed.
4. Action Research: Action research involves an iterative process of
research, intervention, and evaluation. This approach could involve
working collaboratively with employees and stakeholders to identify
areas where the current hierarchy is causing problems, implementing
changes, and evaluating the effectiveness of those changes.

What will your 1. Knowing about the company

procedure be? 2. Look for the work resource
(step by step 3. Research for room of improvement.
outline of the 4. Working on organograms and hierarchy
project). 5. Setting up well deserved designations through talent acquisition

How will you Previous office record

gather your Guidance of Project super visor
data?
Research and Development

Weekly time line 3 months

of your project
(please add a
separate
document for
this).

Aligned As per course outline, the idea that an individual's skills, knowledge, and
Competencies abilities should be well-matched to the requirements of a particular job or
(as per Course task. This concept is often discussed in the field of industrial-organizational
Outline) psychology, which is concerned with understanding how people can be best
utilized in the workplace.

Aligned competencies can be important for a number of reasons. For exampl

when an individual's competencies are well-matched to the requirements of a
particular job, they are likely to perform better and be more engaged in their
work. Additionally, when hiring or promoting individuals, it is important to
consider whether their competencies are aligned with the requirements of th
position in order to ensure a good fit.

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 One approach to assessing aligned competencies is through job analysis,
which involves identifying the specific knowledge, skills, and abilities that are
required for a particular job. This information can then be used to develop
selection and training programs that help ensure that individuals with the
appropriate competencies are recruited and developed for the position.

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REQUEST AND APPROVAL FROM
UNIVERSITY AND DECIBEL FOR
WORKING ON PROJECT

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