Who This Tutorial Is For

This tutorial is for:

• Factory owners
• Plant heads
• Business leaders
• HR managers handling multiple roles

If you’re operating in industrial or high-growth regions and want to fix HR problems practically, this guide walks you through exactly what to do, in what order, and why.

This is the same process used by senior consultants at Orbit Global HR Consultants when working with clients. Get direction

🟦 Hands-On HR Consulting Tutorial (Step-by-Step)

Step 1: Clearly Define the HR Problem You’re Trying to Fix

What to Do

Sit with leadership and answer one question honestly:

“What HR issue is costing us the most right now?”

Common Answers

• Compliance notices or inspection fear
• High attrition
• Poor productivity
• Hiring failures
• Supervisor conflicts

📌 Tip from Experience:
Trying to fix everything at once delays results. Pick one primary problem.

Step 2: Conduct a Basic HR & Compliance Audit (Even Before Hiring Anyone)

What to Do

Review these documents and processes:

1. Attendance & wage records
2. PF & ESIC compliance
3. Contract labor documentation
4. HR policies or handbooks
5. Supervisor role clarity

Why This Step Matters

• Compliance gaps create financial and legal risk
• Most issues hide in documentation—not behavior

📊 Industry Insight:
Over 60% of labor penalties arise from documentation errors, not intent.

Step 3: Fix Compliance First (Do Not Skip This)

What to Do

• Standardize attendance systems
• Align wages with minimum wage notifications
• Update contracts and appointment letters
• Prepare registers and statutory files

🔗 Authoritative reference:
https://www.shrm.org (HR compliance best practices)

📌 Rule:
You cannot build culture or engagement on a non-compliant foundation.

Step 4: Map Your Workforce to Actual Production Needs

What to Do

Create a simple workforce planning sheet:

• Roles required per shift
• Skill level per role
• Peak vs lean demand
• Contract vs permanent mix

Outcome

• Reduced overtime
• Better shift balance
• Fewer manpower shortages

📈 Data Point:
Proper workforce planning improves productivity by up to 25% (SHRM).

Step 5: Fix Onboarding Before Hiring More People

What to Do

Ensure every new hire receives:

1. Role clarity
2. Shift & attendance rules
3. Safety briefing
4. Supervisor introduction
5. First-week checklist

📌 Why This Works

• Reduces early attrition by 20–25%
• Improves discipline and accountability

Most attrition happens in the first 30–60 days.

Step 6: Train Supervisors (Not Just HR)

What to Do

Train supervisors on:

• Basic people management
• Communication & feedback
• Attendance discipline
• Conflict handling

💡 Key Insight:
In factories, people don’t leave companies—they leave supervisors.

Orbit Global focuses heavily on supervisor capability building for this reason.

Step 7: Implement a Simple Performance Management System

What to Do

Avoid complex forms. Focus on:

• Clear role expectations
• Measurable daily/weekly output
• Supervisor review discussions
• Fair appraisal logic

Result

• Higher accountability
• Less conflict
• Better productivity

Step 8: Address Attrition with Systems, Not Salary Increases

What to Do Instead of Salary Wars

• Improve onboarding
• Stabilize shifts
• Recognize attendance & discipline
• Address supervisor behavior

📊 Orbit Global Client Insight:
Clients typically see 15–25% attrition reduction within one year using system-based fixes.

Step 9: Decide How You’ll Use HR Consulting Going Forward

Choose the Right Model

Cost-effective consulting often saves 15–20% annually vs large HR teams.

Step 10: Track Results (Simple Metrics Only)

What to Track

• Attrition %
• Absenteeism
• Compliance notices
• Overtime cost
• Supervisor complaints

📌 Rule:
If you don’t measure it, it won’t improve.

❓ Tutorial FAQs (Schema-Ready)

1. Can small factories follow this HR consulting tutorial?
Yes. It’s designed for SMEs and industrial units.

2. Do I need an HR manager before consulting?
No. Consulting often comes first.

3. How long does this process take?
Initial results appear in 60–90 days.

4. Is this tutorial suitable for manufacturing businesses only?
Best for manufacturing, logistics, engineering, FMCG, and warehousing.

5. Can this reduce labor disputes?
Yes, significantly.

6. Does this help with inspections?
Yes—compliance readiness improves quickly.

7. Can I do this without external consultants?
You can start, but expert guidance accelerates results.

8. What’s the biggest mistake companies make?
Ignoring compliance and onboarding.

9. Does this work across locations?
Yes—especially industrial regions.

10. Can this scale as the business grows?
Yes. Systems scale easily.

Conclusion

HR consulting doesn’t have to be complex.
When done step by step, it becomes a powerful operational tool—not an HR expense.

This tutorial shows exactly how to fix HR problems in the right order, using practical, proven steps.

Call to Action

📞 Need expert guidance to implement these steps correctly?
Connect with Orbit Global HR Consultants for hands-on HR consulting support tailored to your industry, size, and location.

We don’t just advise—we help you execute.