FORM 2
THE PATENTS ACT, 1970
(39 of 1970)
&
THE PATENTS RULES, 2003
COMPLETE SPECIFICATION (See section 10, rule 13)
1. Title of the invention: HUMAN RESOURCE HEALTH CHECK2. Applicant(s)
NAME NATIONALITY ADDRESS
TATA CONSULTANCY Indian Nirmal Building, 9th Floor, Nariman
SERVICES LIMITED Point, Mumbai, Maharashtra 400021,
India
3. Preamble to the description
COMPLETE SPECIFICATION
The following specification particularly describes the invention and the manner in which it
is to be performed.

TECHNICAL FIELD
[0001] The present subject matter, in general, relates to management of human resources
in an organization, and in particular, relates to a system and a method for human resource health check in an account of an organization.
BACKGROUND
[0002] The key elements to driving long-term sustainability in today's economy are
innovation and productivity, both of which can be generated only through employees who are
sufficiently motivated to contribute their best. However, it is often observed that employees’ feel
only partially engaged or, in some cases, even disengaged from their work. This results in loss in
productivity of the employees and in turn directly translates into lost profits for the organization.
[0003] Various organizations have implemented standard human resource (HR)
practices to motivate employees. These standard practices are focused on attracting, retaining and developing talent, amongst other things. While these practices may have worked well in the past, with the recent change within economies, industries, and organizations, that continues to accelerate, labor markets have become more competitive and more global, and the workforce continues to become more diverse in terms of its demographics, expectations, and goals. Accordingly, revisions in existing standard practices, implementing new practices that emphasize on prioritizing employee engagement are desired.
SUMMARY
[0004] This summary is provided to introduce concepts related to human resource (HR)
health check in an organization which is further described below in the detailed description. This summary is not intended to identify essential features of the subject matter nor is it intended for use in determining or limiting the scope of the subject matter.
[0005] In one implementation, a method of HR health check in an account of an
organization is described. The method includes obtaining survey data in response to a survey questionnaire from at least one associate in the organization. The survey data includes a response to each of a plurality of questions in the survey questionnaire, and a reasoning associated with the response. Based on the survey data, health scores for the account is computed and compared with threshold scores to evaluate a health status of the account.

BRIEF DESCRIPTION OF THE DRAWINGS
[0006] The detailed description is described with reference to the accompanying figures. In
the figures, the left-most digit(s) of a reference number identifies the figure in which the
reference number first appears. The same numbers are used throughout the drawings to reference
like features and components.
[0007] Fig. 1(a) illustrates a network environment implementing a human resource (HR)
health check system, in accordance with an implementation of the present subject matter;
[0008] Fig. 1(b) illustrates an exemplary report generated by the HR health check system;
and
[0009] Fig. 2 illustrates a method for HR health check in an account of an organization, in
accordance with an implementation of the present subject matter.
[0010] It should be appreciated by those skilled in the art that any block diagrams herein
represent conceptual views of illustrative systems embodying the principles of the present
subject matter. Similarly, it will be appreciated that any flow charts, flow diagrams, state
transition diagrams, pseudo code, and the like represent various processes which may be
substantially represented in computer readable medium and so executed by a computer or
processor, whether or not such computer or processor is explicitly shown.
DETAILED DESCRIPTION
[0011] The elements for driving long-term sustainability in today's economy are
innovation and productivity, both of which can be generated only through employees, hereinafter referred to as associates, who are sufficiently motivated to contribute their best. However, it is often observed that the associates feel only partially engaged or, in some cases, even disengaged from their work. This results in loss in productivity of the associates and in turn directly translates into lost profits for organizations.
[0012] There may be a plurality of reasons for an associate to feel disengaged at work.
For example, in a large organization employing thousands of associates located at disparate geographical locations around the globe, an associate may feel disconnected due to lack of interactions with his supervisors. In another example, associates may often experience disconnected in cases where the associate is deputed to work at client locations. For example, many large organizations send their associates to work at client sites, often located at foreign

locations. These associates though still employed with the organization, work at the client sites and need to adapt themselves accordingly. This, more often than not, creates a sense of disconnect in the minds of the associates.
[0013] For instance, consider a large organization where the business of the organization
is spread into various domains that may include manufacturing, information technologies (IT)
related services and so on. The manufacturing unit of the organization may hold accounts with
other manufacturing companies across the globe. For example, the organization may have a tie-
up or collaboration with a company, wherein the organization may allocate a particular number
of technologists to the company to work with the company to provide technical know-how
relating to a certain project to the company. In such a scenario, the company may be a customer/
client of the organization. In another example, an IT services unit of the organization may
develop and provide banking applications to a plurality of financial institutions and assign a
fixed number of its associates, the responsibility to work at the offices of each of these financial
institutions for the purposes of maintenance of the banking applications. Thus, say 100 associates
may be engaged with financial institution A and another 200 with financial institution B for a
predetermined time period to work at the premises of financial institutions A and B.
[0014] Accordingly, organizations may have several accounts each pertaining to a certain
line of business at varied geographical locations. The engagement between the organization and the account, for example, the scope of work may be defined by an agreement between the organization and the account. To ensure that operations at the account’s premises are carried out in accordance with the agreement and the organization may appoint supervisors, such as account managers, line managers and HR managers. As evident, for each account, an account manager is appointed to act as a facilitator between the organization and the account. The account manager may be assisted by one or more line managers for the purposes of work management. Similarly, the account manager may be assisted by one or more HR managers for the purposes of people or HR management.
[0015] It is well known that quick mobility of an associate is a norm now-a-days in
today's knowledge world. An associate may be relocated to different accounts within a short span of time which gives the line-mangers less opportunity to familiarize with the associate. Further, with increase in business and associated work load line-managers are more focused towards account/headcount/revenue growth and in that process they are unable to make enough efforts to

connect with their own associates knowing that the associates are the only key asset in the business.
[0016] Businesses, such as IT services demands associates/technology experts from
various geographies to assemble together and form a team to deliver a project. An associate who has been relocated to a client site for a project, experiences a plenty of changes, such as a new client, settling down with family in a new location, new supervisor, new team members, operating environment, skills and technology, complexity within a project etc. Accordingly, the associate may not be productive from DAY-1 and it is critical for the supervisors to ensure that they understand the associates' mindset and come up with customized interventions for an individual account which ensures engaged workforce at the ground level which ultimately will have an impact from productivity and client satisfaction perspective.
[0017] Also, with continuous changes in employment law and ever increasing need to keep
up to date with ‘HR best practice’, organizations are finding valuable management time is spent
reacting to HR situations rather than dedicating time to proactive business solutions. At the same
time, gaps between line managers and associates working for them have also widened.
[0018] In accordance with the present subject matter, a system and a method for managing
human resource (HR) in an organization are described. The system and the method have been interchangeably referred to as HR health check system and method. The HR health check system and method, described herein, provide a process that enables supervisors such as account managers and line-managers within an organization to fully understand how associates are being managed in their respective accounts.
[0019] In accordance with one embodiment of the subject matter, the HR health check may
comprise the following phases. Phase one, also referred to as diagnosis phase includes gathering important data about an account through the use of close-ended survey questionnaire. The survey questionnaire is configured to include questions that reveal behavioral traits such as comfort level, concerns, issues that associates engaged with the account may be facing. For example, the questionnaire may include questions that relate to one or more of: motivation, work-life balance, reward and recognition, role and career development, immediate supervisor, performance management and communication. According to an embodiment, the survey questionnaire includes a plurality of yes/no type questions segregated across a plurality of dimensions and clusters. A response for each of questions is associated with several multiple choice options

suggesting the reason for the response. Such options are displayed to the associates based on the response, i.e., either yes or no provided by the associates, the associates may select from the available multiple choice options indicative of the reason for the response.
[0020] Such a survey questionnaire with the questions and associated multiple choice
options may be developed by one or more HR managers of the organization. Alternatively, the
survey questionnaire may be developed by a team of one or more HR managers, account
managers and/or line mangers. Furthermore, in one embodiment, the survey questionnaire may
be customized based on the line of business or the account. Accordingly, survey questionnaire
for the IT services and the manufacturing unit may be different. Additionally, survey
questionnaire for various accounts of the IT services and the manufacturing unit may also vary.
[0021] Further, in one embodiment, the phase one may also include
meetings/discussion/interviews between a HR manager and one or more associates to have an
open dialogue. This supplements more qualitative data relating to critical areas, such as reward
and recognition, performance management, role and career progression to name a few.
[0022] In the next phase, i.e., phase two, also referred to as analysis phase, data gathered in
phase one is consolidated. According to one implementation, a repository is maintained for storing the response and reasoning provided by the associates. Data corresponding to the associates engaged in a given account are consolidated and analyzed. The analysis involves computing health scores for an account, and comparing the health scores with predefined threshold scores to determine/evaluate health status of the account. The health status provides unique insights into the current working situation in the account and, more significantly, what could be done to improve the performance of line-managers, teams, and associates. In one implementation, one or more HR managers may be involved in phase two. Alternately, a group of HR managers, account managers and/or line mangers may be involved.
[0023] The final phase i.e. phase three is a recommendation phase where issues for the
account, that have the significant impact on motivation, morale, work performance, and the results of the associates are identified based on the health status. Subsequently, recommendations relating to resolving the issues are provided to account managers and/or line managers and are implemented to improve the effectiveness of people management. According to one implementation, for each of the clusters and dimensions that represents different work areas and actionable items, recommendations can be pre-formulated by experts and stored into a

repository. Based on the health status/health scores of the account, areas of concern are identified. Accordingly, one or more recommendations associated with the clusters and dimensions are picked up and provided to stakeholder, such as account managers and/or line managers to work on the areas of concerns.
[0024] The HR health check system and method describe a process of change pursued
through multiple connect activities, such as HR recreational events, team building event, reward and recognition, open house sessions, and tools designed to increase transparency, build trust, empower associates, and shift responsibility for change away from senior management and toward the workforce. The method and system for HR management provide for associate engagement. The method and system for HR management enables associates to feel passionate and motivated about work because they know that management understands the importance of their role, respects them, and makes it easier for them to accomplish their work. Also, the method and system for HR management enables associates to connect with supervisors and are encouraged to feel engaged.
[0025] The following disclosure describes system and method for HR health check. While
aspects of the described system and method can be implemented in any number of different
computing systems, environments, and/or configurations, embodiments for the HR health check
are described in the context of the following exemplary system(s) and method(s).
[0026] Fig. 1(a) illustrates a network environment 100 implementing an HR health check
system 102, in accordance with an embodiment of the present subject matter. In one implementation, the network environment 100 can be a public network environment, including thousands of personal computers, laptops, various servers, such as blade servers, and other computing devices. In another implementation, the network environment 100 can be a private network environment with a limited number of personal computers, servers, laptops and other computing devices.
[0027] The HR health check system 102 (hereinafter referred as system 102) is connected
to a plurality of user devices 104-1, 104-2,…,104-N, collectively referred to as the user devices 104 and individually referred to as a user device 104, through a network 106. The system 102 and the user devices 104 may be implemented as any of a variety of conventional computing devices, including, servers, a desktop personal computer, a notebook or portable computer, a workstation, a mainframe computer, a mobile computing device, and a laptop. Further, in one

implementation, the system 102 may itself be a distributed or centralized network system in which different computing devices may host one or more of the hardware or software components of the system 102.
[0028] The system 102 is connected to the user devices 104 over the network 106
through one or more communication links. The communication links between the system 102 and the user devices 104 are enabled through a desired form of communication, for example, via dial-up modem connections, cable links, digital subscriber lines (DSL), wireless or satellite links, or any other suitable form of communication. A plurality of users may use the user devices 104 to communicate with the system 102.
[0029] The network 106 may be a wireless network, a wired network, or a combination
thereof. The network 106 can also be an individual network or a collection of many such
individual networks, interconnected with each other and functioning as a single large network,
e.g., the Internet or an intranet. The network 106 can be implemented as one of the different
types of networks, such as intranet, local area network (LAN), wide area network (WAN), the
internet, and such. The network 106 may either be a dedicated network or a shared network,
which represents an association of the different types of networks that use a variety of protocols,
for example, Hypertext Transfer Protocol (HTTP), Transmission Control Protocol/Internet
Protocol (TCP/IP), etc., to communicate with each other. Further, the network 106 may include
network devices, such as network switches, hubs, routers, for providing a link between the
system 102 and the user devices 104. The network devices within the network 106 may interact
with the system 102 and the user devices 104 through the communication links.
[0030] The system 102, according to an implementation of the present subject matter
includes one or more processor(s) 110, a memory 112 coupled to the processor(s) 110, and interface(s) 114. The processor(s) 110 may be implemented as one or more microprocessors, microcomputers, microcontrollers, digital signal processors, central processing units, state machines, logic circuitries, and/or any devices that manipulate signals based on operational instructions. Among other capabilities, the processor(s) 110 are configured to fetch and execute computer-readable instructions and data stored in the memory 112.
[0031] The interface(s) 114 may include a variety of software and hardware interfaces,
for example, interface for peripheral device(s) such as a keyboard, a mouse, an external memory, a printer, etc. Further, the interface(s) 114 may enable the system 102 to communicate over the

network 106, and may include one or more ports for connecting the system 102 with other computing devices, such as web servers and external databases. The interface(s) 114 may facilitate multiple communications within a wide variety of protocols and networks, such as a network, including wired networks, e.g., LAN, cable, etc., and wireless networks, e.g., WLAN, cellular, satellite, etc.
[0032] The memory 112 may include any computer-readable medium known in the art
including, for example, volatile memory such as static random access memory (SRAM) and dynamic random access memory (DRAM), and/or non-volatile memory, such as read only memory (ROM), erasable programmable ROM, flash memories, hard disks, optical disks, and magnetic tapes.
[0033] The system 102 further includes modules 116 and data 118. The modules 116
include routines, programs, objects, components, data structures, etc., which perform particular tasks or implement particular abstract data types. The modules 116 further include a diagnosis module 120, an analysis module 122, a recommendation module 124, a reporting module 126, and other module(s) 128. The other module(s) 128 may include programs or coded instructions that supplement applications and functions on the system 102, for example, programs in the operating system.
[0034] The data 118, amongst other things, serves as a repository for storing data
processed, received, and generated by one or more of the modules 116. The data 118 includes the questionnaire 130, recommendations 132, report(s) 134, and other data 136. The other data 136 may include data generated as a result of the execution of one or more modules in the other module(s) 128.
[0035] According to an embodiment of the present subject matter, the HR health check is
carried out in the multiple phases including a diagnosis phase that includes gathering important data about an account through the use of close-ended questionnaire, an analysis phase that includes analysis of the data gathered in the diagnosis phase that provides unique insights into the current working situation in the account and highlights area of improvement/concern, and a recommendation phase where issues for the account, that have the significant impact on motivation, morale, work performance, and the results of the associates are identified and based on the same, recommendations relating to resolving such issues are generated. These phases are

described in greater detail in the following sub-sections: ‘Diagnosis Phase’, ‘Analysis Phase’, and ‘Recommendation Phase’.
Diagnosis Phase
[0036] According to an embodiment of the present subject matter, the diagnosis module
120 of the system 102 is configured to obtain the survey data from associates engaged with an account based on a predefined survey questionnaire within the system 102 as questionnaire 130 In one implementation, the survey questionnaire can be stored in an external repository, for example, the repository 108. The survey questionnaire includes a plurality of questions formulated to gather important data about an account. According to one implementation, the survey questionnaire may be stored according to the different dimensions and clusters.
[0037] For example, the survey questionnaire may include the questions segregated across
a plurality of dimensions including, but not restricted to, ‘immediate supervisor’, ‘personal’, ‘appraisal’, ‘communication’, ‘work-life balance’, ‘onsite offshore collaboration’, ‘recognization’, ‘role and career development’. Each of the dimensions may have one or more clusters associated therewith in form of attributes of multiple choice options. The clusters may include, but not restricted to, ‘supervisor’, ‘account manager’, ‘job related’, ‘performance’, ‘resource management groups’, ‘learning’ and ‘associate’. The dimensions referred herein correspond to various factors that impact a day-in-the-life of associates at work, and clusters corresponds to various actionable areas.
[0038] The diagnosis module 120, for example, provide or display the survey questionnaire
on the respective user devices 104 of the associates, and the associates may revert with their response, which is collated in the repository 108. In an example, traits such as comfort level, concerns, issues that associates engaged with the account may be facing are captured with the survey questionnaire. In one implementation, displaying can be role-based, i.e., the diagnosis module 120 can be configured to display different questions to associates depending upon the role or involvement of the associates in the account. In another implementation, the diagnosis module 120 can be configured to display dimensions to associates and the associates can be allowed to select the dimensions according to their roles in the account/organization. Based on the dimensions selected by an associate, the diagnosis module 120 can be configured to display

the questions associated with the selected dimensions. An exemplary survey questionnaire is provided in the table 1 below.
Table 1

Questions across dimensions and clusters
Personal
Account Manager
Do you feel motivated at work in your current project? Do you think you are being productive at work here? Do you like working on this project?
Associate
Do you have any personal concerns working on this project? Do you like working in this project? Do you feel motivated at work in your current project? Do you think you are being productive at work here?
Job Related
Do you feel motivated at work in your current project? Do you think you are being productive at work here? Do you like working on this project?
Learning
Do you feel motivated at work in your current project? Do you think you are being productive at work here? Do you like working on this project?
Resource Management Group
Do you feel motivated at work in your current project? Do you think you are being productive at work here? Do you like working on this project?
Supervisor
Do you feel motivated at work in your current project? Do you think you are being productive at work here? Do you like working on this project?
Appraisal
Performance
Does he/she spend time and share quality feedback during appraisal? Does your supervisor discuss your goal setting on time? Are you satisfied with current performance appraisal process?
Supervisor
Does he/she spend time and share quality feedback during appraisal?
Communication
Account Manager

Do you get regular communication from HR via your BRM?

Do you get to prepare enough before any client meeting?
Supervisor
Do you get regular communication on your project updates?
Do you get to prepare enough before any client meeting?
Immediate Supervisor
Supervisor
Do you feel threatened by your supervisor at times?
Do you think he/she is biased and lacks fairness at times?
Does he /she motivate you?
Does he/she help in your professional development?
Does he/she look too Serious, Short Tempered?
Does he/she micro-manage?
Does he/she respond to your queries all the time?
Does he/she share credits with the team?
Does he/she show respect at work?
Does your supervisor frequently meet you or see you in person for official reasons?
Is he/she a team player?
Is he/she disciplined /professional at work?
Does he/she claim the credits for the hard-work by the team for himself/herself?
Does he/she address your genuine concerns at work?
Onsite Offshore Collaboration
Account Manager
Is the working environment at Offshore similar to that at Onsite?
Associate
Do you interact with your team in offshore?
If offered a better role, will you move at offshore?
Is the working environment at Offshore similar to that at Onsite?
Were you motivated when you were told to move at onsite?
Have you worked in this account at offshore?
Job Related
If offered a better role, will you move at offshore?
Is the working environment at Offshore similar to that at Onsite?
Were you motivated when you were told to move at onsite?
Learning
If offered a better role, will you move at offshore?
Were you motivated when you were told to move at onsite?
Resource Management Groups
If offered a better role, will you move at offshore?
Were you motivated when you were told to move at onsite?
Supervisor
Is the working environment at Offshore similar to that at Onsite?

Recognition
Associate
Is your supervisor receptive to your thought process/ideas/Knowledge?
Supervisor
Does he/she appreciate you?
Has he/she done a timely recognition for you?
Does he/she appreciate you?
Is your supervisor receptive to your thought process/ideas/Knowledge?
Role and Career Development
Associate
Did you find any gaps in your Job-Role mismatch after coming at onsite?
Do you like the nature (ADM, Package Implementation or Support) of your project?
Do you think this project provides you a better career path?
Is your current role aligned to your skills and competency?
Is there something else that bothers you the most about this project?
Learning
Do you see skill & competency building exercise happening within the account?
Resource Management Group
Did you find any gaps in your Job-Role mismatch after coming at onsite?
Do you like the nature (ADM, Package Implementation or Support) of your project?
Is your current role aligned to your skills and competency?
Supervisor
Did you find any gaps in your Job-Role mismatch after coming at onsite?
Do you like the nature (ADM, Package Implementation or Support) of your project?
Do you think this project provides you a better career path?
Work Life Balance
Account Manager
Are you able to manage your work-life balance? Do you often spend extra hours at work?
Job Related
Do you often spend extra hours at work?
Supervisor
Are you able to manage your work-life balance? Do you often spend extra hours at work?
[0039] As shown in the table 1, the survey questionnaire includes 40 questions of yes/no
type segregated across eight different dimensions. The associate taking the survey may thus provide his response to each of the questions in the form of yes or no. The diagnosis module 120 receives the response of the associate, and displays multiple choice options to the associate suggesting the reasoning for providing such a response. The multiple choice options are segregated across different clusters.

[0040] Taking an example of the question “Do you feel motivated at work in your current
project?” indicated in the table 1 under the dimension ‘Personal’. If the associate provides response to this question as ‘Yes’, following multiple choice options are displayed to the associate: a) Self-Motivated, b) Content and Quality of work is good, c) Work-environment at client location is healthy, d) Being close to customer - International experience, e) Financial stability, f) Motivated by Others. On the other hand, if the associate provides the response to the above cited question as ‘No’, following multiple choice options may be displayed to the associate: a) Supervisor is not good, b) Too much of work load and job stress, c) Customer is nagging, d) Content and quality of work is not good, e) Improper mapping of Project skills requirements to the associate. The associate may choose the options suggestive of the reasoning of their response, i.e., ‘Yes’/’No’.
[0041] Such a process of obtaining the survey data, i.e., the associate response and
reasoning behind such a response, is iterative in nature. This process continues to repeat till the diagnosis module 120 receives response and reasoning for all the questions in the survey questionnaire. The diagnosis module 120 stores the survey data obtained from all the associates into the repository 108. The stored survey data is subsequently retrieved from the repository 108 for analysis.
Analysis Phase
[0042] The analysis module 122 of the system 102 is configured to retrieve and analyze
the survey data stored in the repository 108. The analysis involves computation of health scores and comparison of the health scores with predefined threshold scores to evaluate the health status of the account. According to one implementation, two kinds of health scores, a total health score and a cluster health score is computed. The total health score is indicative of the overall health status of the account, and a cluster health score is indicative of the specific areas of concerns.
[0043] Referring to the above cited exemplary question “Do you feel motivated at work
in your current project?”, if the associate responds to the question as ‘Yes’, and chooses the following options b) Content and Quality of work is good, c) Work-environment at client location is healthy, d) Being close to customer - International experience, e) Financial stability, f) Motivated by Others, each of which is tagged to the positive traits, the analysis module 122 computes the positive traits for the question as +5, where each positive trait is pre-assigned with

a rating +1. Likewise, if another associate engaged with the same account respond to the above question with ‘No’, and chooses the following options: b) Too much of work load and job stress and d) Content and quality of work is not good, where each of such options is tagged to a negative trait, the total negative trait comes out to be -2, where each negative trait is pre-assigned with a rating -1.The associate may choose the options suggestive of the reasoning of their response, i.e., ‘Yes’/’No’.
[0044] For computing the health scores, the analysis module 122 determines positive
traits and negative traits associated with for each question in the survey questionnaire based on the survey data, i.e., the response/reasoning provided by the associates for that question. The analysis module 122 computes the total health score based on a sum of all the positive traits and negative traits applicable for the associate. Further, the analysis module 122 computes the cluster health score for each of the clusters based on a sum of the positive traits and negative traits for the clusters, separately.
[0045] Table 2 provided below depicts the positive traits and negative traits for the
exemplary questionnaire depicted in the table 1
Table 2

Negative Positive
Questions across dimensions and clusters Traits Traits Total
Personal Dimension -26 17 -9
Account Manager -8 3 -5
Do you feel motivated at work in your current
project? -1 1 0
Do you think you are being productive at work
here? -3 1 -2
Do you like working on this project? -4 1 -3
Associate -6 6 0
Do you have any personal concerns working on
this project? -5 1 -4
Do you like working in this project? - 1 1
Do you feel motivated at work in your current
project? -1 3 2
Do you think you are being productive at work
here? - 1 1
Job Related -8 1 -7

Do you feel motivated at work in your current

project? -2 1 -1
Do you think you are being productive at work
here? -3 - -3
Do you like working on this project? -3 - -3
Learning - 3 3
Do you feel motivated at work in your current
project? - 1 1
Do you think you are being productive at work
here? - 1 1
Do you like working on this project? - 1 1
Resource management group -1 2 1
Do you feel motivated at work in your current
project? -1 - -1
Do you think you are being productive at work
here? - 1 1
Do you like working on this project? - 1 1
Supervisor -3 2 -1
Do you feel motivated at work in your current
project? -1 - -1
Do you think you are being productive at work
here? -1 1 0
Do you like working on this project? -1 1 0
Appraisal -13 8 -5
Performance -11 8 -3
Does he/she spend time and share quality feedback
during appraisal? -3 5 2
Does your supervisor discuss your goal setting on
time? -2 3 1
Are you satisfied with current performance
appraisal process? -6 - -6
Supervisor -2 - -2
Does he/she spend time and share quality feedback
during appraisal? -2 - -2
Communication -9 9 0
Account Manager -5 4 -1
Do you get regular communication from HR via
your BRM? -3 3 0
Do you get to prepare enough before any client
meeting? -2 1 -1
Supervisor -4 5 1
Do you get regular communication on your project
updates? -4 2 -2
Do you get to prepare enough before any client
meeting? 3 3

Immediate Supervisor -59 72 13
Supervisor -59 72 13
Do you feel threatened by your supervisor at
times? -9 7 -2
Do you think he/she is biased and lacks fairness at
times? -6 7 1
Does he /she motivate you? -7 9 2
Does he/she help in your professional
development? -7 5 -2
Does he/she look too Serious, Short Tempered? -2 3 1
Does he/she micro-manage? -9 - -9
Does he/she respond to your queries all the time? -5 2 -3
Does he/she share credits with the team? -1 2 1
Does he/she show respect at work? - 6 6
Does your supervisor frequently meet you or see
you in person for official reasons? -1 2 1
Is he/she a team player? -4 6 2
Is he/she disciplined /professional at work? -3 19 16
Does he/she claim the credits for the hard-work by
the team for himself/herself? -1 2 1
Does he/she address your genuine concerns at
work? -4 2 -2
Onsite Offshore Collaboration -19 22 3
Account Manager - 3 3
Is the working environment at Offshore similar to
that at Onsite? - 3 3
Associate -5 5 0
Do you interact with your team in offshore? 1 1 2
If offered a better role, will you move at offshore? -1 - -1
Is the working environment at Offshore similar to
that at Onsite? -3 1 -2
Were you motivated when you were told to move
at onsite? -1 2 1
Have you worked in this account at offshore? -1 1 0
Job Related -3 2 -1
If offered a better role, will you move at offshore? -1 1 0
Is the working environment at Offshore similar to
that at Onsite? -1 - -1
Were you motivated when you were told to move
at onsite? -1 1 0
Learning -1 2 1
If offered a better role, will you move at offshore? -1 1 0
Were you motivated when you were told to move
at onsite? - 1 1

Resource management groups -3 2 -1
If offered a better role, will you move at offshore? -2 1 -1
Were you motivated when you were told to move
at onsite? -1 1 0
Supervisor -7 8 1
Is the working environment at Offshore similar to
that at Onsite? -7 8 1
Recognition -8 5 -3
Associate -3 1 -2
Is your supervisor receptive to your thought
process/ideas/Knowledge? -3 1 -2
Supervisor -5 4 -1
Does he/she appreciate you? -1 1 0
Has he/she done a timely recognition for you? -1 1 0
Does he/she appreciate you? - 1 1
Is your supervisor receptive to your thought
process/ideas/Knowledge? -3 2 -1
Role and Career development -16 9 -7
Associate -11 1 -10
Did you find any gaps in your Job-Role mismatch
after coming at onsite? -1 - -1
Do you like the nature (ADM, Package
Implementation or Support) of your project? -1 - -1
Do you think this project provides you a better
career path? -3 - -3
Is your current role aligned to your skills and
competency? -5 - -5
Is there something else that bothers you the most
about this project? -1 1 0
Learning -1 2 1
Do you see skill & competency building exercise
happening within the account? -1 2 1
Resource management group -2 3 1
Did you find any gaps in your Job-Role mismatch
after coming at onsite? -1 1 0
Do you like the nature (ADM, Package
Implementation or Support) of your project? -1 1 0
Is your current role aligned to your skills and
competency? - 1 1
Supervisor -2 3 1
Did you find any gaps in your Job-Role mismatch
after coming at onsite? -1 1 0
Do you like the nature (ADM, Package
Implementation or Support) of your project? -1 1 0

Do you think this project provides you a better career path? - 1 1
Work Life Balance Dimension -7 8 1
Account Manager -3 3 0
Are you able to manage your work-life balance? Do you often spend extra hours at work? -3 -3 -3 3
Job Related -1 - -1
Do you often spend extra hours at work? -1 - -1
Supervisor -3 5 2
Are you able to manage your work-life balance? Do you often spend extra hours at work? -2 -1 3 2 1 1
Total health score -157 151 -6
[0046] As shown in the above table, the overall health score for the account is -6. Once
the total health score is computed, the analysis module 122 compares the total health score with predefined threshold scores to evaluate the health status of the account. In one implementation, total health score of less than 25% of total positive traits indicates that the account health is really concerning and needs immediate attention. The total health scores between 25% and 49% of total positive traits indicate that the account health is getting bad and will be concerning very soon. The total health score between 50 % and 79 % of total positive traits indicates that the account or the project health is good and it is following all the processes and employees are content, and the overall health score of 80% and above of total positive traits indicates an ideal account, which is matured in processes, supervisors and account managers are well-groomed and are diligent in their softer skills, and take utmost precaution to keep the team happy and provide a direction to the team. The comparison of the overall health score with the threshold values is shown in the table 3 below.
Table 3

HR Health Check
Account Health SEVERE- NEEDS GOOD IDEAL
Check Indicators IMMEDIATE
ACTION REQUIRED IMPROVEMENT
% of Total
Positive Traits < 25% 25%-49% 50%-79% 80% & +
>= 74 and <=
Score < 37 >=37 and < 74 119 >=119

[0047] Further, the analysis module 122 compares the cluster health scores with
predefined threshold scores to identify areas of concern or actionable tasks in the account. In one implementation, the cluster health score of less than 25% of total negative traits indicates that the account health is really concerning and needs immediate attention. The cluster health score between 25 % and 49 % of total negative traits indicates that the account health is getting bad and will be concerning very soon. The cluster health score between 50 % and 79 % of total negative traits indicates that the account or the project health is good and it is following all the processes and employees are content. The cluster health score of 80% and above of total negative traits indicates an ideal account.
[0048] The analysis module 122 can be configured to apply predefined threshold rules
for cluster health scores to identify areas of concern, according to one implementation. Following are the examples of the predefined threshold rules: For a cluster ‘Associate’ score of >= 10 obtained by the associate indicates that the associate is highly self-motivated, can amend things to work favorably and ethically for him., and tries to create a healthy working environment around for self, peers and the team. The score of >=6 and < 10 indicates that the associate is doing well, but is concerned for a few areas. The score of >= -6 and < 6, indicates that the associate has issues in multiple areas, such as personal concerns for working at onsite, role mismatch issues, learning gaps, competencies required for the role gaps etc. The score of =< -13, indicates that the associate needs to re-prioritize his priorities in life. Work towards improving his/her attitude at work, creating a motivated environment at work for self and the team, work towards articulation of self-thoughts and enhancing competencies. It is to be understood that the threshold scores/values cited above are only for the purpose of explanation. These threshold scores should not be construed as a limitation. Other suitable threshold scores can be defined according to the requirement. Further, such threshold scores/values can be modified, whenever required. The comparison of the cluster health scores with the cluster health score is depicted in the table 4 below.
Table 4

Cluster Threshold

Cluster Sum Total of Traits SEVERE-IMMEDIATE
ACTION REQUIRED NEEDS
IMPROVEME
NT GOOD IDEAL
Percentages 50% of
Negative
traits 25% of Negative traits 50% of
Positive
traits 80%+ of Positive traits
Associate 13 Positives Less than -13 Less Than -6 6 More than 10

27 Negatives

Account Manager 13 Positives Less than -8 Less Than -4 6 More than 10

16 Negatives

Job Related 3 Positives Less than -6 Less than -3 1 More than 2

12 Negatives

Learning 7 Positives Less than -1 Less Than 0 3 More than 5

2 Negatives

Performance 8 Positives Less than -5 Less Than -2 4 More than 6

11 Negatives

Resource
management
group 7 Positives Less than -3 Less Than -1 3 More than 5

6 Negatives

Supervisor 100 Positives Less than -50 Less Than -21 50 More than 80

85 Negatives

TOTAL - 86 - 37 73 118
Recommendation Phase
[0049] Based on the evaluated health status, a recommendation module 124 is configured
to provide the recommendations to the stakeholders, such as account managers and/or line managers. Recommendations are provided to resolve issues associated with the account, that have the significant impact on motivation, morale, work performance, and the results of the associates. Upon receiving the recommendations, the stakeholders may implement the recommendations to improve the effectiveness of people management.
[0050] In one implementation, for each of the clusters and dimensions, a plurality of
recommendations is formulated, for example, by the account managers and/or line managers. Such recommendations are stored within the repository 108. Depending upon the health status/health scores, the recommendation module 124 picks up the specific recommendations

from amongst the plurality of recommendations. Subsequently, the recommendation module 124 provides the recommendations to the concerned persons, such as line managers or account managers. As indicated previously, the clusters and dimensions represents different work areas and actionable items, thus, a health score below a threshold score for any cluster and/or dimension helps in identifying strong areas of concern. Further, a health score above the threshold score for any cluster and/or dimension helps in identifying areas of strength. Accordingly, one or more recommendations associated with those clusters and/or dimensions are picked up and provided to the account managers and/or line managers.
[0051] In one implementation, a positive recommendation and a negative recommendation
can be formulated and associated with each of the clusters and each of the dimensions.
Depending upon the health scores whether below the threshold scores or above the threshold
scores, negative or positive recommendations can be picked and provided to the account
managers and/or line managers. For example, negative recommendation can be provided if the
health score is below the threshold score. Else, positive recommendation can be provided.
[0052] In one implementation, the recommendation module 124 is configured to pick up
the recommendations from a plurality of pre-stored recommendations 132 depicted in the table 5 below.
Table 5

Recommendations Across Cluster and Dimension
Cluster Positive Recommendation Negative Recommendation
Account Healthy team environment is Supervisor needs to improve in
Manager maintained and the supervisor is terms of working in a team
calm and patient in lending a environment, keeping a healthy and
friendly ear to all grudges and motivating culture in the team.
complaints. Retains his/her calm He/she needs to be patient in terms
in panic situations and steers the of hearing the suggestions by the
team in the right direction with team, be approachable and be
timely advice. He/she is approachable, rational in nature and appreciates good things. rational.

Associate Associates are motivated and do Associates are not motivated and
not feel pressured and stressed to feel pressured and stressed to work.
work. Team works in a healthy Team does not work in a healthy
environment and the associates do environment and the associates feel
not feel stressed despite long stressed while working for long
working hours. Associates have hours. Associates need to start
the drive to learn more and engaging in the KSS Sessions and
participate in KSS and other start up competency building
competency enhancing courses. exercises.
Job Related Associates are motivated and do Associates are not motivated and
not feel pressured and stressed to feel pressured and stressed to work.
work. Team works in a healthy Team does not work in a healthy
environment and the associates do environment and the associates feel
not feel stressed despite long stressed while working for long
working hours hours
Learning KSS Sessions and other Associates need to learn more than
competency building exercises their projects and start collaborating
are happening within the account. more. KSS Sessions and
The associates are keener to Competency building exercises need
follow their career path and take roles that will be helpful to them attain their role and career aspirations. to start.
Performance Appraisal process is followed Employees should know the
diligently ensuring goals are feedback from time-to-time or every
tangible and are discussed with time when an area for improvement
the employees and so are the is identified. Goals should be
areas of improvement. tangible and transparent and should be set in concurrence with the employee, or at the least with a discussion.
Resource Good to see that resource Resource management group needs
management management group is suggesting to do better at mapping profiles for
group the role profiles diligently. the requirements.

Supervisor Healthy team environment is
maintained and the supervisor is Supervisor needs to improve in
calm and patient in lending a terms of working in a team
friendly ear to all grudges and environment, keeping a healthy and
complaints. Retains his/her calm motivating culture in the team.
in panic situations and steers the Needs to Discuss the goals during
team in the right direction with the appraisal period and provide
timely advice. He/she is frequent feedback regarding areas of
approachable, rational in nature improvements. He/she needs to be
and appreciates good things. patient in terms of hearing the
Discusses during the appraisal suggestions by the team, be
period and provides the frequent approachable and be rational.
feedback regarding areas of Needs to be more communicative
improvements. for plans and more effective at
Effective at planning and planning so that there are no last
organizing minute tasks often for associates.
Dimension Positive Recommendation Negative Recommendation
Appraisal Appraisal process is followed Employees should know the
diligently ensuring goals are feedback from time-to-time or every
tangible and are discussed with time when an area for improvement
the employees and so are the is identified. Goals should be
areas of improvement. tangible and transparent and should be set in concurrence with the employee, or at the least with a discussion.
Communication Communication is the key with Communication is the key with
Customers, internal stake-holders Customers, internal stake-holders
and the fellow members. and the fellow members.
Followed across all levels Communication seems to be missing at all levels. Also, Organizing and Planning skills need to be practiced better. Associates suffer because of poor planning skills of their supervisor.
Immediate Healthy team environment is Supervisor needs to improve in
Supervisor maintained and the supervisor is terms of working in a team
calm and patient in lending a environment, keeping a healthy and
friendly ear to all grudges and motivating culture in the team.
complaints. Retains his/her calm He/she needs to be patient in terms

in panic situations and steers the of hearing the suggestions by the
team in the right direction with team, be approachable and be
timely advice. He/she is approachable, rational in nature and appreciates good things. rational.
Onsite Offshore Good to see that associates are Employees need to understand the
Collaboration now realizing and valuing importance of skills and
learning more than anything else. competencies and making an apt use of it at work.
Personal Communication and effective Communication and effective
planning are the foundations. planning are the foundations.
Well-managed project and highly Supervisor and account managers
motivated team. Effective need to do better in managing
planning despite long hours projects and creating highly
avoided stressed associates. motivated team. Effective planning despite long hours will avoid stressed associates.
Recognition Timely recognition for the Timely recognition for the specific
specific work done keeps work done keeps associates
associates engaged. Good to see engaged. Supervisor and Account
its being followed in principle. manager need to do better in timely recognizing the associates
Role and Career KSS Sessions and other Associates need to learn more than
development competency building exercises their projects and start collaborating
are happening within the account. more. KSS Sessions and
The associates are keener to Competency building exercises need
follow their career path and take roles that will be helpful to them attain their aspirations. to start.
Work Life Communication and effective Communication and effective
Balance planning are the foundations. planning are the foundations.
Well-managed project and highly Supervisor and account managers
motivated team. Effective need to do better in managing
planning despite long hours projects and creating highly
avoided stressed associates. motivated team. Effective planning despite long hours will avoid stressed associates.
[0053] In one implementation, a reporting module 126 of the system can be configured to
create a report containing representation of the responses and recommendations. The report may

include interactive visualizations generated based on the calculated scores and applicable recommendations. For example, the report may include including graphs, pie charts, bar charts images, etc. The reporting module 126 may store the generated report as the report(s) 134 within the system 102.
[0054] According to one implementation, the reporting module 126 can be configured to
generate customized reports for different stakeholders based on preconfigured rules. For example, the report generated for the account manager may have the recommendations relevant for the account manager, and the report generated for the line manager may have the recommendations relevant for the line manager. Additionally, the stakeholders can also be allowed to customize the report according to their requirements.
[0055] An exemplary report generated as a result of the HR health check is shown in fig.
1(b). Upon receiving the report, a team of one or more HR managers, account managers and/or line mangers may work for implementation of the recommendations provided in the report. Thus, various HR managers, account managers and/or line managers are enabled to take informed decisions about their associates based on facts rather than speculation or gut feeling and hence the system and the method for HR management described herein provide a mechanism to act as a bridge between associates and their line-managers which ultimately led to identifying and improving strengths and weaknesses for an individual account including key benefits such as feedback on the quality of the implemented HR processes.
[0056] Fig. 2 illustrates a method 200 for HR health check in an account of an
organization, in accordance with an embodiment of the present subject matter.
[0057] The method 200 may be implemented in a variety of computing systems, in several
different ways. For example, the method 200, completely or partially, may be described in the general context of computer executable instructions. Generally, computer executable instructions can include routines, programs, objects, components, data structures, procedures, modules, functions, etc., that perform particular functions or implement particular abstract data types. A person skilled in the art will readily recognize that steps of the method can be performed by programmed computers. Herein, some embodiments are also intended to cover program storage devices, e.g., digital data storage media, which are machine or computer readable and encode

machine-executable or computer-executable programs of instructions, wherein said instructions perform some or all of the steps of the described method.
[0058] The order in which the method 200 is described is not intended to be construed as a
limitation, and any number of the described method blocks can be combined in any order to implement the method, or an alternative method. Additionally, individual blocks may be deleted from the method without departing from the spirit and scope of the subject matter described herein. Furthermore, the methods can be implemented in any suitable hardware, software, firmware, or combination thereof.
[0059] The method 200 is initiated at block 202 where survey data in response to a survey
questionnaire is obtained form associates engaged with an account in the organization. Obtaining survey data is a part of the diagnosis phase which is performed within an account to obtain HR related information about the account. In one embodiment, as described survey questionnaires may be used while in other embodiments, a combination of questionnaires and face- to- face meeting/discussions with associates may be carried out as a part of the diagnosis. The diagnosis reveals plenty of information from the associates. The survey questionnaire may include yes/no type questions segregated across a plurality of dimensions. Each of the dimensions may have one or more clusters associated therewith in form of attributes of multiple choice options. Associated with each response, i.e., yes or no, to the question, there can be multiple choice options indicative of the reasoning for the response. In one implementation, the diagnosis module 120 of the system 102 obtains the survey data from the associates.
[0060] At block 204, the survey data so obtained is analyzed to determine the health status
of the account. The analysis may involve generating health scores for the account and comparing the health scores with predefined threshold scores to ascertain health status of the account. As described previously, the health scores may include total health score indicative of overall health of the account, and cluster health scores indicative of the specific areas of concern. Associates may feel disconnected, disengaged or disassociate from work due to a plurality of reasons. These reasons vary from one line of business to another and also from one account to another. It is critical to ascertain the reasons for associates to feel disconnected, disengaged, or disassociated. The analysis of the survey data identifies such reasons.
[0061] At block 206, recommendations to resolve the reasons or issues that make
associates to feel disconnected, disengaged, or disassociated are provided to stakeholders, such

as account managers and/or line managers based on analysis performed at the previous block. A
team of one or more HR managers, account manager, and/or line managers may discuss and
implement the recommendations so that associate engagement may be encouraged.
[0062] Associates who feel motivated and engaged to drive customer loyalty and are at the
heart of the relationship model. The measure of an organization’s success is the extent to which it engages every associate such that every role is performed with excellence and hence above described the system and method for management of HR is an effective tool to achieve these results because expenses involved are minimal, and a key purpose of engaging associates is accomplished.
[0063] The method for management of HR in an account provides visibility into mood of
associates in an account at a micro-level such as feedback on supervisors, stress, motivation within team and its impact on associates’ productivity, thus also helping in employee retention. It provides specific details about effective usage of reward and recognition tool within an account. It also provides objective inputs pertaining to effective utilization of performance management tool implemented in the organization. Additionally, the method also highlights associates’ pulse pertaining to role and career progression via integrated competency and learning management tools of the organization along with competency building measures, such as knowledge sharing session within an account.
[0064] Although embodiments of HR health check system and method have been
described in language specific to structural features and/or methods, it is to be understood that the invention is not necessarily limited to the specific features or methods described. Rather, the specific system and method of HR health check are disclosed as exemplary implementations of the present invention.

I/We Claim:
1. A method for Human Resource (HR) health check in an account of an organization, the
method comprising:
obtaining, by an HR health check system, survey data in response to a survey questionnaire from at least one associate engaged with the account of the organization, wherein the survey data includes a response to each of a plurality of questions in the survey questionnaire, and a reasoning associated with the response;
computing, by the HR health check system, health scores for the account based on the survey data; and
evaluating, by the HR health check system, a health status of the account based on comparison of the health scores with threshold scores.
2. The method as claimed in claim 1, wherein the method further comprises providing recommendations to stakeholders based on the health status.
3. The method as claimed in claim 1, wherein the method further comprises displaying the survey questionnaire to the at least one associate based on a role of the at least one associate in the account.
4. The method as claimed in claim 1, wherein the survey questionnaire comprises the plurality of questions segregated across a plurality of dimensions, wherein each of the plurality of dimensions include one or more cluster of actionable areas in the account.
5. The method as claimed in claim 4, wherein the plurality of dimensions include an immediate supervisor dimension, a personal dimension, an appraisal dimension, a communication dimension, a work-life balance dimension, an onsite offshore collaboration dimension, a recognization dimension, a role and career development dimension, and the clusters including a supervisor cluster, an account manager cluster, a job related cluster, a performance cluster, a resource management group cluster, a learning cluster and an associate cluster.
6. The method as claimed in claim 1, wherein the health scores include a total health score indicative of overall health of the account and a cluster health score for each cluster associated with the account, wherein the cluster health score is indicative of actionable areas in the account.

7. The method as claimed in claim 6, wherein the total health score is computed based on a sum total of positive traits and negative traits determined for the plurality of questions in the survey questionnaire, wherein the positive traits and the negative traits are determined based on the response to each of the questions and the reasoning associated with the response.
8. The method as claimed in claim 6, wherein the cluster health score for each cluster associated with the account is computed based on a total number of positive traits and a total number of negative traits determined for the plurality of questions according to the cluster, wherein the positive traits and the negative traits are determined based on the response to each of the questions and the reasoning associated with the response.
9. An Human Resource (HR) health check system (102) comprising:
a processor (110);
an diagnosis module (120) coupled to the processor (110), wherein the diagnosis module (120) is configured to obtain survey data in response to a survey questionnaire from at least one associate in an organization, wherein the survey data includes a response to each of a plurality of questions in the survey questionnaire and a reasoning associated with the response; and
an analysis module (122) coupled to the processor (110), wherein the analysis module (122) is configured to:
determine positive traits and negative traits associated with the plurality of questions based on the response to each of the plurality of questions and the reasoning associated with the response; and
evaluate a health status of the account based on the positive traits and the negative traits.
10. The HR health check system (102) as claimed in claim 9, wherein the HR health check system (102) further comprises a recommendation module (124) configured to provide recommendations to stakeholders based on the health scores of the account.
11. The HR health check system (102) as claimed in claim 9, wherein the analysis module (122) is configured to compute health scores for the account based on the positive traits

and the negative traits, and compare the health scores with predefined threshold scores to evaluate the health status.
12. The HR health check system (102) as claimed in claim 9, wherein the response is obtained in form of one of a Yes and a No, and reasoning is obtained in form of one or more multiple choice options selected by the associate.
13. The HR health check system (102) as claimed in claim 9, wherein the response is obtained in form of one of a Yes and a No, and reasoning is obtained in form of one or more multiple choice options selected by the associate.
14. The HR health check system (102) as claimed in claim 10 further comprises a reporting module (126) configured to generate a report containing the response, the reasoning provided by the at least one associate and the recommendations.
15. A non-transitory computer-readable medium having embodied thereon a computer program for executing a method comprising:
obtaining survey data in response to a survey questionnaire from at least one associate engaged with an account of an organization, wherein the survey data includes a response to each of a plurality of questions in the survey questionnaire, and a reasoning associated with the response;
computing health scores for the account based on the survey data; and evaluating a health status of the account based on comparison of the health scores with threshold scores.