• 1. Human Capital Assessment and Analyses
• 2. Organizational Assessment and Analysis
• 3. Training and Development
• 4. HR Business Process Outsourcing (BPO)
• 5. Change management

1. Organizational DNA Analysis
Like any organism, each organization has a unique DNA which characterizes it and set it apart from others. The Organizational DNA has significant influence on the relationship between the individuals and the organizations and is actually influencing all daily activity's. Genesis HCS will provide insight on the DNA of your organization and will help to develop a productive and supportive environment and as well as a stable and healthy organizational culture. This knowledge is valuable for the organization in the recruitment and development processes.

2. Performance alignment
Superior performance is the intended outcome of a Human Capital Development and Management strategy. In most organizations there are no structured quantitative measures of individual productivity; as a result, managers make decisions that are based on qualitative parameters. Our performance alignment services would assist our clients in developing continuous visibility into individual as well as enterprise-wide performance, thereby, providing near real-time feedback and opportunity for development.

3. Talent and Reward Strategy
There is a consensus on the fact that people are the organization’s most valuable asset. Therefore, attracting, retaining, and motivating talented employees should be management’s top priority.

In Genesis-HCS, we help our clients to identify, design and implement a ranking and reward plan that would align employees’ interests with the goals of the organization.
Our reward and recognition plans focus on:
- Attracting the right people for your organization
- Aligning HR programs, policies, and processes with business goals
- Motivating and rewarding employees’ efforts in measurable methods
- Securing employees’ commitment to work.
- Identifying and developing leaders

4. Job Analysis
What are the skills, the “personality” and the dynamics of the job? TBD

5. Job Design and Development
How to define the right job for the available and possible candidate? TBD