HR Consulting Case Study: Transforming Workforce Stability in Sonipat

• Industry: Manufacturing (Auto Components)
• Location: Sonipat, Haryana
• Workforce Size: ~420 employees
• Workforce Mix: Permanent + Contract Labor
• Engagement Model: HR Consulting & Compliance Advisory

The client is a mid-sized manufacturing unit operating multiple shifts and supplying to Tier-1 OEMs. Rapid growth exposed serious HR and compliance gaps, affecting productivity and morale.

Quick Summary Answer

Orbit Global HR Consultants helped a Sonipat manufacturing unit reduce employee attrition by 22%, eliminate compliance risk, and improve workforce productivity within 9 months by implementing structured HR systems and supervisor capability programs.

What Was the Core Business Problem?

Direct Answer

The organization was facing high attrition, compliance risk, and low shop-floor engagement due to weak HR systems and inconsistent supervision.

Key Challenges Identified

• Attrition: 38% annual turnover (especially shop-floor roles)
• Compliance Risk: Incomplete registers, contract labor gaps
• Productivity Issues: High absenteeism, overtime dependency
• Supervisor Gaps: Poor people-management skills
• Onboarding Failures: Early exits within 45 days

📊 Internal Diagnostic Insight:
Over 60% of exits occurred within the first 90 days, indicating system failure—not compensation issues.

Why Was HR Consulting Required Instead of Hiring More HR Staff?

Direct Answer

The problem was structural, not manpower-related.

Hiring additional HR staff would not:

• Fix compliance architecture
• Improve supervisor behavior
• Redesign workforce planning
• Address onboarding failures

The client needed strategic HR consulting, not transactional HR.

This is where Orbit Global HR Consultants was engaged.

What HR Consulting Solution Was Implemented?

Direct Answer

Orbit Global deployed a phased HR consulting intervention focused on compliance, workforce planning, and retention systems.

Phase 1: HR & Compliance Audit (Month 1)

Actions Taken

• Full statutory and labor law audit
• Contract labor documentation review
• Attendance & wage system evaluation
• Supervisor role clarity assessment

Findings

• 17 compliance gaps identified
• No standardized onboarding process
• Supervisors handling HR issues informally

Phase 2: Compliance Stabilization (Months 2–3)

Actions Taken

• Updated appointment letters & contracts
• Standardized registers and statutory files
• Fixed attendance and wage calculations
• Compliance calendar implemented

📌 Result:
Client achieved inspection readiness within 90 days.

Phase 3: Workforce Planning & Shift Optimization (Months 3–5)

Actions Taken

• Role-wise manpower mapping
• Shift-wise productivity analysis
• Contract vs permanent ratio correction

Impact

• Overtime reduced by 19%
• Absenteeism dropped noticeably

Phase 4: Supervisor Capability & Onboarding Redesign (Months 5–7)

Actions Taken

• Supervisor training on people management
• Clear escalation & discipline framework
• Structured onboarding checklist for new hires

💡 Key Insight:
Supervisor behavior was the single biggest attrition driver.

Phase 5: Performance & Retention Framework (Months 7–9)

Actions Taken

• Simple performance metrics introduced
• Attendance & discipline recognition system
• Feedback mechanism for shop-floor staff

What Were the Measurable Results Achieved?

Direct Answer

The organization achieved significant improvement across all HR metrics within 9 months.

Before vs After Results

📈 Overall Outcome:
Attrition reduced by 22 percentage points without increasing fixed payroll costs.

Why Did This HR Consulting Approach Work?

Direct Answer

Because the solution focused on systems, not symptoms.

Key Success Factors

• Compliance fixed before engagement initiatives
• Workforce planning aligned to production reality
• Supervisors trained as people managers
• Onboarding treated as a retention tool
• Simple, practical HR processes

What Can Other Sonipat & NCR Businesses Learn from This Case?

Direct Answer

HR problems in manufacturing are predictable—and fixable.

Key Takeaways

1. High attrition is usually a system issue
2. Compliance gaps increase hidden business risk
3. Supervisor capability matters more than salary hikes
4. HR consulting delivers faster ROI than reactive hiring
5. Early HR intervention saves long-term cost

FAQs – HR Consulting Case Study

1. Was salary increased to reduce attrition?
No. Systems and supervision fixes delivered results.

2. How long did it take to see improvement?
Early improvements within 60–90 days.

3. Was this solution expensive?
No—cost was lower than adding HR headcount.

4. Did this involve on-site consulting?
Yes, combined with structured follow-ups.

5. Can this approach work for smaller factories?
Absolutely.

6. Is this relevant outside Sonipat?
Yes, especially across NCR industrial belts.

7. Did compliance inspections occur during this period?
Yes—and the client passed without penalties.

8. Was contract labor included?
Yes, compliance and engagement covered both.

9. Can results be sustained long-term?
Yes, due to system ownership transfer.

10. Is HR consulting scalable?
Yes, modular consulting allows scale.

Conclusion

This case study proves that HR consulting delivers measurable business results when executed correctly.

For industrial and manufacturing businesses, HR is not a soft function—it directly impacts risk, productivity, and profitability.

Call to Action

📞 Facing attrition, compliance, or workforce instability in your business?
Connect with Orbit Global HR Consultants to design HR systems that actually work—backed by real results, not theory.

We don’t just solve HR problems. We prevent them. Get direction