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During this LPG (Liberalisation, Privatisation and Globalisation) regime the Organisations and the respective Countries are facing Human Resources Problems to achieve their goals/targets in case of production of goods and services. And also to achieve Economic Development in any country the Human Development is most important.

In the process of Human Development, Human Resource Planning is playing a vital role in solving the problems of optimum utilization of Human Resources, Assessment of Current and Future Human Resources in the case of shortages and surpluses, Forecasting of Supply and Demand of Human Resources, the dynamic problems like Technological changes, Migration, classification of Occupations and Industries and Preparation of Human Resource Planning at National Level.

At the Organisational level the problems like Organisational Analysis, Method Study, Work Measurement Techniques like Time Study, Activity Sampling etc, and also the special problems like Space Management and Record Management and also workers participation in the Management, HR Planning at Enterprise level, will be solved in each and every Organisation.

To solve such type of Human Resources Problems we are providing the Consultancy Services to all Organisations and Nations at the National and International Level. We have rich experience in conducting specific training to the problems concerned. So far we have trained around 80 countries of Senior, Middle and Junior Level Officers around the Globe.

Mainly we have expertise in dealing the Human Resources Problems arising at the Organisational Level and also at the National Level in the following areas:

Organisational Level:

• ORGANISATIONAL ANALYSIS
• ADOPTION OF METHODS IN THE ORGANISATION
• WORK MEASUREMENT AND ITS TECHNIQUES (TIME STUDY, ACTIVITY SAMPLING ETC)
• SPACE MANAGEMENT
• RECORD MANAGEMENT
• HUMAN RESOURCES REQUIREMENT NEEDS (BOTH SHORTAGES AND SURPLUSES)
• HUMAN RESOURCES INFORMATION SYSTEM
• HUMAN RESOURCES CURRENT ASSESSMENT
• FORECASTING OF FUTURE HUMAN RESOURCES (BOTH SUPPLY AND DEMAND)
• UTILISATION OF HUMAN RESOURCES
• HUMAN RESOURCES SELECTION AND RECRUITMENT
• JOB DESIGN AND JOB ANALYSIS
• ASSESSMENT OF TRAINING NEEDS
• IMPACT OF TECHNOLOGICAL CHANGES
• IMPACT OF MIGRATION
• IMPACT OF LABOUR TURNOVER
• HUMAN RESOURCES MOTIVATION
• STREAMLINING OF EMPLOYEE LOYALTY
• STREAMLINING OF EMPLOYEE BEHAVIOUR
• STREAMLINING OF EMPLOYEE CAPABILITIES
• HEALTH PLANNING
• HUMAN RESOURCE PLANNING

National Level:

• POPULATION PLANNING/POLICY FRAMEWORK
• HEALTH PLANNING/POLICY FRAMEWORK
• EDUCATIONAL PLANNING/POLICY FRAMEWORK
• TRAINING PLANNING/POLICY FRAMEWORK
• EMPLOYMENT PLANNING/POLICY FRAMEWORK
• HUMAN CAPABILITIES
• LOYALTY TO THE NATION
• HUMAN BEHAVIOUR
• HUMAN RESOURCES REQUIREMENT NEEDS (BOTH SHORTAGES AND SURPLUSES)
• HUMAN RESOURCES INFORMATION SYSTEM
• HUMAN RESOURCES CURRENT ASSESSMENT
• FORECASTING OF FUTURE HUMAN RESOURCES (BOTH SUPPLY AND DEMAND)
• UTILISATION OF HUMAN RESOURCES
• HUMAN RESOURCES SELECTION AND RECRUITMENT
• JOB DESIGN AND JOB ANALYSIS
• HUMAN RESOURCES MOTIVATION
• CLASSIFICATION OF OCCUPATIONS
• CLASSIFICATION OF INDUSTRIES
• ASSESSMENT OF LABOUR MARKET SITUATION
• IMPACT OF TECHNOLOGICAL CHANGES
• IMPACT OF MIGRATION
• IMPACT OF LABOUR TURNOVER
• PREPARATION OF HUMAN RESOURCE PLAN
• INTEGRATION OF HUMAN RESOURCE PLANNING WITH HUMAN RESOURCE DEVELOPMENT