ACE Consultants

Your Partner in Human Capital Management

Capability Document
 Table of Contents

a. Key Highlights
b. ACE Approach
c. Practice Areas
d. Selected Clients
e. Resources – summary profile of key staff
f. Tools
g. Why ACE could be a suitable HR partner for you?
Key Highlights
Our service portfolio › Performance Management Systems
› Competency Assessment and
Psychometric Testing
› Leadership Assessment
› Executive Search & Selection Services
› Organization Design & Structuring
› Job Analysis
› HR Policies and Procedures
› Salary and Benefits Survey / Design of
Compensation Structure
Our selected client › Alan Dick Middle East
portfolio › Schering Asia GmbH
› JWT Asiatic
› Abdullah Al Ghurair Group (UAE)
› MOL Pakistan Oil & Gas B.V.
› Pfizer Global Pharmaceuticals
› Cartoon Network
› Allianz EFU Insurance
› Crescent Leasing Corporation
› Pak Kuwait Investment Co.
› BMA Capital Management
› Transaction Process System
› GEO TV
› On-site HR Outsourcing /
Implementation Support
› Human Resources
Management and Information
System
› Manpower Transition and
Change Management
assistance
› Employee Perception Surveys
› Human Resource Audit –
› House of Habib
› Hashoo Group of Companies
› Tapal Tea
› Dawood Group of Companies
› Swiss Development Corporation
› Saif Group of Companies
› 1 Link (Guarantee) Ltd.
› Crescent Steel & Allied Products
› AMZ Technologies
› Continental Biscuits
› OASIS International
› Pakistan Council for Science &
Technology
Key Highlights

› The quality of the work delivered by us has resulted in repeat business

from nearly 60-70% of our clients.

› We have structured tools and resources which are appropriately used

depending upon the specific scope of the engagement.

› We are particularly keen about engagements wherein we are required to

work with the organisations in implementing solutions.
Key Highlights
We have the honor of serving some of the best and well known companies in Pakistan

› Pak Kuwait Investment Co. – Pakistan’s leading financial institution and the only one with a AAA rating.

› JWT Asiatic – Pakistan’s only multinational advertising agency and probably the largest.

› OASIS International – rated No. 2 in market research in Pakistan.

› Pfizer Global Pharmaceuticals – the largest pharmaceutical company in the world.

› Crescent Leasing Corp. – Pakistan’s No. 2 leasing company.

› GEO TV – Pakistan’s pioneering and most popular satellite channel.

› TPS Pakistan – Pakistan’s major provider of IT solutions to Banking Industry; also has a growing
international presence.

› Tapal Tea – One of the most well known local FMCG companies.

› Schering Asia GmbH – a leading speciality pharmaceutical manufacturing company.

› Interloop (Pvt) Ltd. – Pakistan’s largest manufacturer and exporter of socks.

› AKD Securities (Pvt) Ltd. – ranks amongst the top three investment advisory firms in Pakistan.
ACE Approach
In step with our name, the ACE methodology followed by us in our engagements and
illustrated in the box, follows a solution oriented approach of

i. analyzing the existing situations for problems and issues;

ii. communicating issues and recommendations to the client; and
iii. adding value through execution support.

Analyse

Execute Communicate

The continuous loop of analysis, communication and execution support

facilitates our clients to achieve the objectives of the assignments efficiently.
Human Capital Development Practice
We are a full service HR Consulting Practice focusing on following areas:

› Performance Management Systems › On-site HR Outsourcing /

Implementation Support
› Competency Assessment and
Psychometric Testing › Human Resources Management and
Information System
› Leadership Assessment
› Outsourced staffing solutions
› Executive Search and Selection
Services › Manpower Transition and Change
Management assistance
› Organization Design & Structuring
› Employee Perception Surveys
› Job Analysis
› Management Development Programs
› HR Policies and Procedures
› Human Resource Audit – High level
› Salary and Benefits Survey / Design review
of Compensation Structure
› Human Resource Audit – Detailed
review

Performance Management Systems
¶ As competition intensifies in various industries,
organisation increasingly recognize value of
comprehensive Performance Management &
Compensation System (PMCS).
¶ Moving away from the conventional appraisal
forms/system, we assist companies in designing
a PMCS, which objectively & transparently
interlinks targets, competencies,
accountabilities, actual performance, variable
compensation and overall organisation
development.
¶ Development and implementation of PMCS
requires a comprehensive understanding of an
entity’s operations and business models. In all
such assignments, we initially spend substantive
time with our clients in developing this
understanding. During such discussions, we
also draw upon our cumulative experience with
similar entities.
Competency Assessment & Psychometric
Testing
¶ Determination of core competencies of middle
and senior management personnel is an
important aspect in long term plans for career
progression.
¶ Clients are assisted in undertaking a forward-
looking assessment of potential and
development needs of middle and junior
management personnel, and correlating such
potential and development needs with the future
plans of the organization.
¶ The assessment center method (comprising a
series of role playing sessions, group
discussions, individual exercises, presentations,
etc) is used focusing on each incumbent; we
also ensure that the individual report, submitted
subsequently, is objective and focused.
¶ Relevant Psychometric tests are also used as
part of the process. The results of these tests
are interpreted, analyzed and reported by our
associate and highly trained Clinical
Psychologists.
¶ A strategy for development of concerned
management personnel may also be included as
part of the engagement deliverable.
Leadership Assessment
¶ Assessment of true leadership potential of its
senior management staff is a MUST for any
organisation to define its future leaders, who
could take up the role of CEO, Business Unit
Head, Regional Head, etc.
¶ Our Leadership Assessment Assistance is
positioned distinctly from Competency
Assessment & Development Center Assistance,
in that the former focuses exclusively on senior
management personnel and while the
methodology for the latter is oriented towards
junior and middle management staff.
¶ Our approach starts off by developing a deep
understanding of the organisation’s vision and
objectives. The composition of actual
assessment workshop, being flexible to client’s
requirements, could consists of a series of
exercises including Advanced Personal
Assessment questionnaire, Psychometric tests,
role playing sessions, group discussions,
individual exercises, etc.
¶ Upon completion, separate report is prepared on
each participant. Our staff also assist companies
in sharing the feedback with the concerned
employees.
Search and Selection Service
¶ We initiate the process by spending time with
clients to understand their recruitment goals,
position specifications, hiring processes and
company culture. We pay emphasis on
understanding the personality of the organisation
and concerned personnel.
¶ On an ongoing basis, we interview, pre-screen
and technically evaluate candidates to build a
ready database of suitable candidates.
¶ Our large resume databank is continually
updated by sourcing CVs through advertisements
and referrals.
¶ As a value added measure, we also offer the
option of carrying out various Psychometric
assessment tests keeping in the mind the
requirements of the position. This further
reinforces the quality of the match.
Organization Design & Structuring
Organization Design engagements are aimed at
reviewing the adequacy of organizational structure vis-
a-vis long term objectives of the client and include
services for:
¶ Documentation and understanding of current
structure, reporting relationships and governance
process.
¶ Understanding of functional profiles of
departments.
¶ Understanding of employees’ demographics.
¶ Understanding external operating environment of
the client and practices of competitors.
¶ Identification of areas of reform.
¶ Translation of long-term objectives into
organizational requirements.
¶ Development of recommended structures,
hierarchy, reporting relationships, committee and
manning levels.
Job Analysis
¶ Job analysis is a fundamental step towards
ensuring appropriate job assignment (PeopleFit)
and a seamless organisation
¶ Job Analysis involves developing position
descriptions defining the purposes, objectives,
roles, and responsibilities of various positions in
the organization together with the person
specifications for each position.
¶ Standard Operating Procedures for various
functional areas are reviewed. This review is
critical for creating a linkage between operational
requirements and job responsibilities as
understood and practised by employees.
¶ The resulting Job Descriptions and Person
Specifications are used to evaluate the jobs using
a point rating system to determine the relative
significance of various jobs in the organization.
HR Policies and Procedures
¶ Availability of documented human resources
policies and procedures facilitates the discharge
of HR function in an organization and is a key
component in ensuring the presence of an
effective HR culture.
¶ Clients are facilitated in determining their needs
in this regard and to formulate and compile
prescribed policy and procedures adapted to
their specific needs. During this interaction, we
draw upon our experience of HR practices, as
observed in different operating environments
and industries.
¶ Clients are also assisted in the effective
implementation of prescribed policies and
procedural guidelines to ensure that intended
objectives are achieved.
Salary and Benefits Survey /
Design of Compensation
Structure
Clients are assisted in evaluating and aligning their
existing compensation structures vis-a-vis market and
industry practices and enterprise’s own corporate
objectives and include services for:
¶ Identification of benchmark positions and
development of job summaries and list of
comparator organizations
¶ Solicitation of participation from comparator
organizations and circularization of Data
Collection Questionnaire.
¶ Evaluation of compensation data with market
statistics and identification of reasons for
deviation(s).
¶ Preparation of recommendations, highlighting
implication of probable deviations
¶ Development of proposed compensation
structure incorporating recommendations agreed
with the client
On site HR Outsourcing / Implementation
Support
On-site HR Outsourcing
¶ We work on-site with clients to provide
assistance with policy and program
development, compliance with relevance
statutes, recruitment, training and development,
performance management, compensation and
benefits administration, leave administration,
workforce administration, etc.
¶ Some of the visible benefits which accrue to
clients in such arrangements include cost
reduction, improved service delivery, ability to
focus on core business and an opportunity to
leverage expertise not available internally.
Implementation support
¶ We are particularly keen about providing
implementation assistance to clients. We work
with organisations in ensuring that the
recommended solutions are appropriately
implemented. The assistance, generally
provided on-site, takes the form of training,
coaching, guiding concerned staff on
implementation issues, resolving queries,
addressing unforeseen situations, etc.
Human Resources Management &
Information System
¶ We are in the process of developing a
comprehensive Open Source software for
facilitating Human Resource Management. The
software is being developed using cutting edge
Open Source technologies - Apache Tomcat,
MySQL, JAVA Server Pages, etc.
¶ Currently, the software is in advanced stage of
completion and is expected to be available by
end of Dec. 2004. Upon completion, it will have
the following modules:
– Recruitment Management
– Employee Record Management
– Benefits Management
– Leave Management
– Compensation Management (includes
complete payroll functionality)
– Time sheet Management
Outsourced Staffing Services
¶ Without having to hire a full-time permanent
employee for a short-term assignment, our clients
engage staff as per their requirements.
¶ From a client’s perspective, short-term
assignments work well for minimizing project
overload, reducing staff overtime, and meeting
deadlines, or they may wish to add long-term or
project oriented personnel to augment their core
staff and infuse new talents into their operations.
¶ We have a pool of qualified candidates from
which clients can choose the desired skills.
¶ Our staff can work on a project-to-project basis,
providing relevant skills without incurring the cost
of hiring a full-time permanent employees.
Manpower Transition & Change
Management Assistance
We assist companies in addressing HR related issues
arising out of major restructuring exercises including
privatization of state owned enterprises, merger of
corporations and other forms of corporate restructuring.
These include:
¶ harmonization of HR policies and compensation
structures;
¶ redundancy management;
¶ development of voluntary separation schemes;
¶ exit strategies for surplus manpower;
¶ communication strategies for employees;
¶ Induction of new talent;
¶ Synthesizing different work cultures;
¶ revised organizational structure; and
¶ manning schedules and other related issues.
Employee Perception Surveys Management Development Programs

¶ Employee Perception Surveys [also known as
Climate Surveys] are widely used in organizations
allowing the management to develop an
understanding of employee perceptions on various
organizational matters. Employees in every
organization act on the basis of their perceptions;
hence it is appropriate that the management should
strive to be aware of employees' views on many
job-related subjects.
¶ The benefits of these employee perception surveys
are manifold including obtaining confidential input
from managers and employees, showing the
workforce that their opinions are important and
needed, identifying areas of concern which require
attention and offer the greatest opportunity for
improvement, and helping prioritize employee work
objectives to improve productivity and
performance.
¶ In pursuit of providing end-to-end solutions to our
clients HR related issues, we are currently
developing a detailed Training Portfolio. Once
developed, it would cater to the current and
evolving requirements of the Corporate sector,
Government, Social sector institutions, etc.
¶ We would offer courses on various functional areas
covering Finance, Risk Management, Logistics,
Operations, Human Resource Management,
Leadership, etc.
¶ Our courses are designed to suit the requirements
of employees at different management levels.
Resultantly, our training roster consists of 1-day
seminars, 2-days , 3-days, 4-days, etc. programs.

¶ Our Core approach for this area starts from

understanding the clients’ concerns, articulating
issues to be addressed in the survey, designing &
finalizing the questionaire, conducting the actual
survey, tabulating results and report findings for
effective use by the management.
Human Resource Audit – High level
review
¶ HR Audit is a structured tool used for identifying
areas relating to Organization and Human
resource development, which needs to reinforced.
Aspects relating to organization and human
resources are assessed through a series of
checklists and discussions.
¶ Once the checklists and discussions have been
completed, the implications of various findings are
analysed and evaluated in the context of current
and long-term objectives of the organisation.
¶ The primary perspective embedded in this
analysis is to ascertain the extent of synergies
between the Organization and HR policies and
practices of the organization and its long-term
objectives and strategies.
¶ The areas of reform, identified as a result of this
analysis, could then be addressed through well-
defined and developed programs.
¶ The areas, which are covered through the HR
Audit checklist, include the following:
- Organization Structure
- HR Policies and Procedures
- Compensation Management
- Training and Human resource development
Human Resource Audit – Detailed
review
¶ A detailed HR Audit is initiated generally in the
context of organisation wide restructuring.
¶ These projects are comprehensive in scope and
depth of coverage. At the start, positions in
organisations are benchmarked and incumbents
holdings those positions are profiled in detail.
¶ In the next steps, job description and workload of
each benchmarked position in reviewed and if
necessary, rationalized with reference to business
processes.
¶ The revised job descriptions are then used to
review and make necessary amendments in the
person specifications and competency profile of
each position. The latter is then referred to identify
cases where existing incumbents need to be
reassigned, retrained, etc.
Selected Clients
› Alan Dick Middle East › Dewan Motors
› Schering Asia GmbH › Shafi Reso Chem
› JWT Asiatic › House of Habib
› Abdullah Al Ghurair Group (UAE) › Elixir Securities
› MOL Pakistan Oil & Gas B.V. › The University of Faisalabad
› Pfizer Global Pharmaceuticals › WorldCall Communications
› Cartoon Network › Hashoo Group of Companies
› Allianz EFU Insurance › Tapal Tea
› Crescent Leasing Corporation › National Foods
› Pak Kuwait Investment Co. › Indus Motors
› BMA Capital Management › Dawood Group of Companies
› Capital One Equities › Meinhardt Pakistan
› International Housing Finance Limited › Swiss Development Corporation
› AMZ Securities › Saif Group of Companies
› Transaction Process System › Dewan Group
› OASIS International › 1 Link (Guarantee) Ltd.
› Pakistan Council for Science and Technology › Crescent Steel & Allied Products
› GEO TV › AMZ Technologies
› Hilal Confectionery › Continental Biscuits
› GAC Shipping › Uniferoz Chemicals
› Interloop (Pvt) Ltd › AKD Securities (Pvt) Ltd.
 Selected Experience*
› Karachi Stock Exchange › Habib Bank Limited
› Jahangir Siddiqui & Co. Limited › Tapal Tea
› Water and Power Development Authority › Intel Pakistan
› Pakistan Electric Power Company Limited › International Union for Conservation of Nature
› General Tyres › NGO Resource Center
› Asia Petroleum › The Aga Khan Foundation
› Prestige Communications › Agfa Gevaert
› Jang Group of Companies › Securities & Exchange Commission of Pakistan
› National Database and Registration Authority › Sui Northern Gas Pipelines Limited
› Karachi Port Trust › Employees Old Age Benefits Institution
› Pak Arab Refinery Company Limited › National Insurance Corp.
› Al Towfeek Investment Bank › Dadabhoy Group of Companies
› Servier Research & Pharmaceuticals › International Chem Plast (Pvt) Ltd.
› State Bank of Pakistan › BOSICOR Refinery Limited
› National Bank of Pakistan
› Mashreq Bank psc.
› Union National Bank

* Engagements in which our staff has been involved in their previous employments.
 Resources: Summary profile of Key staff

Mr. Habeeb has nearly ten years of experience in human resource consulting. He has been
associated with Pakistan office of Ernst & Young International, Arthur Andersen and Corporate
Ahmed Habeeb
Venture Partners.

Mr. Habeeb has been involved in assignments relating to the review of existing organisation and HR
policies and development of restructuring options for several organisations including State Bank of
Pakistan, Jahangir Siddiqui & Co. Ltd, Karachi Stock Exchange, BMA Capital Management, Al
Towfeek Investment Bank, Habib Bank, National Bank, Pakistan Reinsurance Corporation,
Securities and Exchange Commission of Pakistan, OASIS International, Transaction
Processing System, etc
Resources: Summary profile of Key staff

Mr. Shakil Khan is a Public Administration and Civil Services Reforms Specialist in Project
Implementation and Management and Institutional Capacity Building. He has successfully
Shakil Khan
implemented projects on: Civil Service and Institutional Reforms, Capacity Building, Sector
Modernization and Strengthening; Institutional Development; Human Resources Management and
Development; Organization Transformation and Change Management. He has extensive consulting
experience in multi-donor public sector reform projects funded by, for example, the WORLD BANK,
the EUROPEAN COMMISSION, etc. His cumulative experience in human resource management,
organisation development and institutional strengthening aggregates around 12 years.

Mr. Khan holds a degree in Public Administration from a local university

 Resources: Summary profile of Key staff

Mr. Yasir has over three years working experience in the field of Management Consultancy focusing
Agha Yasir on human capability development, job analysis, job analysis, organizational design and restructuring.
Prior to joining ACE Consultants, he was working with Pakistan office of Ernst & Young International
and also had a short stint at Gallup BRB.

Mr. Rehman has over seven years working experience primarily in HR Consulting. He has mainly
Shakil ur Rehman focused on assignments in areas of salary and benefits survey, workload analysis, and training. Prior
to joining ACE Consultants, he was working with Pakistan office of Ernst & Young International.

Mr. Hussain has twenty years of working experience with UBL and Sidat Hyder Morshed Associates.
Asif Hussain He has carried out HR related assignments like, high spot review, HR Audit, review existing
organization structure, governance system, compensation structure and institutional strengthening.
 Resources: Summary profile of associate HR professionals

Dr. Saiqa Khan holds a Ph.D in Clinical Psychology. She is currently working as Psychologist and a
Dr. Saiqa Khan senior Instructor at the Aga Khan University Hospital for nearly a decade and has been extensively
involved in personality assessment exercises using various psychometric tools.

Dr. Razvi has nearly three decades of experience in human resource management. He holds a Ph.D in
Human Resource from The Open University, USA. He has been associated with global corporations like
Dr. Waris Razvi Dunlop, Johnson & Johnson, Bandag, etc. He set-up and successfully ran his Management
Development Institute in UAE for over 15 years and has conducted training programmes in several
countries.

Mr. Ghafoor has nearly two decades of experience in the Banking industry primarily in the HR
function. He has been associated with United Bank Limited, Muslim Commercial Bank, Pakistan
Abdul Ghafoor
Banking Council, etc. For twelve years, he has served as Chief of HR Division in UBL and Pakistan
Banking Council.
Resources: Summary profile of other resources
In addition to our sound base of HR professionals, we also maintain a roster of Industry and
Domain specialists whom we deploy on our engagements. This allows us to deliver a pragmatic
and customised solution to clients. Industries and Domains in which we currently have experts
include the following:

Industries Domains

• Oil (upstream, mid stream • Supply Chain Management

and down stream)
• Treasury
• Textiles (spinning, weaving,
processing) • Project Management

• Information Technology • Quality Systems

• Telecommunications & Media • Advertising

• Financial Services • Information Technology &

ERP implementation
• Engineering
• Field Surveys
• Automotive
• Financial & Cost Accounting
• Commercial Banking
• Law
• Investment Banking
• Leasing
• Hospitality
• Sugar
• Security Printing
Tools
We have structured tools and resources which are appropriately used depending upon the specific
scope of the engagement. We have tools in the following areas:

¾ Salary and benefits survey

¾ Job Analysis
¾ Job Evaluation
¾ Competency Assessment
¾ Organisation Restructuring/Change
Why ACE could be a suitable HR partner for you?

What You Require ? Why Us ?

Our resources have substantive experience in diverse industries and various operating
Good understanding of local
environments. On a regular basis, we also interact with Industry and Business leaders
market dynamics
to remain up to date on current and likely developments.

We pay special importance to this factor. The quality of the work delivered by us has
resulted in repeat business from nearly 60-70% of our clients. Based on
Good standing with the Clients
information available todate, this is the highest ratio amongst all the management
consulting firms in Pakistan.

Compatibility between our skill

We currently have and continually strive for ensuring a high degree of match between
set and future market
industry requirements and our internal skill set.
requirements

Our Partners have spent considerable time in the consulting profession before starting
Appropriate level of internal ACE. Resultantly, they have a good understanding of the internal dynamics of a
management depth consulting firm, project execution, quality assurance, team development and knowledge
building.

We are particularly keen about engagements wherein we are required to work with the
Keen implementation support organisations in implementing solutions. That is to say that we just do not deliver
‘manuals and reports’ only; we strive to deliver results.
Contacts
Karachi Office
Suite 406, 4th Floor, Park Avenue,
24 A Block 6, P.E.C.H.S.
Main Shahrah-e-Faisal, Karachi-75400
Tel: 92-21-4388925-6

Islamabad Office
House 84
Street 50, F-11/3
Islamabad
Tel: + 92 51 9266988

Email: info@consultace.com