Ananya People Solutions
Continuous Simplification
in HR
Since 1980
Ananya People Solutions is a Human Resource Partner Organisation that aims to continuously simplify all People Solutions for your organisation.
People & Processes are the heart of your business. They’re the ones that drive new ideas, provide fresh perspectives, sustain growth, bring a method in the chaos that the business finds itself in and create your competitive edge. They’re the steady pulse that makes waves in the market, brings innovation to life and keeps your business thriving.
CHANGE IS HAPPENING. BE READY FOR IT. We are on a mission to simplify complexity and change the way you look at HR. We believe in providing solutions that are simple, clear and practical.
4.5
Bhavana Govekar
CEO & Founder, Ananya People Solutions
Company We Help
Corporate Programs
Experienced
Satisfying
our services
Strategic HR Guidance and Support
Your expert advice on people issues, work with us to shape the agenda and manage change in your business. We believe in providing solutions that are simple, clear and practical.
HR Process Design and Implementation
We provide process redesign and implemen-tation services, which covers the entire employee lifecycle. Your expert advice on people issues, work with us to shape the agenda and manage change in your business.
Executive Coaching for Leadership Teams
We coach CXO, CXO minus one and leaders to be better decision makers, achieve self development. We believe in providing solutions that are simple, clear and practical.
Our Core Solutions
Taking Your SME to the Next Level
We provide experienced HR leadership on a flexible basis to help define and execute your long-term talent strategy, ensuring HR is a driver of business growth.
We define, design, and implement clear, people-oriented processes that are simple to understand and easy for non-HR employees to follow, bringing clarity to your operations.
5.0
(40+ Reviews)
Helping businesses build high-performing leadership teams.
“Ananya People Solutions helped us revamp our HR processes and hire quality talent faster — our onboarding time reduced by almost 50%. Their insights were practical and deeply aligned with Indian business needs.”
Rahul Verma
— HR Head
“The leadership coaching from Ananya made a huge difference for our mid-level managers. Communication and team performance improved noticeably within weeks.”
Priya Sharma
— Operations Manager
“From talent acquisition to HR strategy, their team walked with us every step of the way. Ananya’s guidance helped us strengthen our employee engagement and compliance.”
Amit Singh
— CEO
“Their strategic support in HR process design directly improved our hiring efficiency and team productivity. Would highly recommend to any SME in India.”
Neha Gupta
— FounderTeam Members
We have a Expert Team
Employees’ Provident Fund
What to Do: Deposit employer & employee contributions. File ECR (Electronic Challan-cum-Return).
Due date: On or before the 15th of the following month (e.g., March wages → pay by April 15).
Key Forms: ECR & Challan
Employees’ State Insurance
What to Do: Deposit contributions (employer + employee). Generate challan.
Due Date: On or before the 15th of the following month.
Key Forms: Monthly Challan/Return
TDS on Salary Deposit
Due Date: Typically by the 7th of the following month. (March's TDS by April 30th).
Key Forms: Form 24Q (Filed Quarterly)
Some Q&A
Question and Answer
Our strategy begins with a deep understanding of the business—our current market position, long-term growth objectives, and challenges.
The primary purpose is to close critical skill gaps and cultivate the capabilities required for future success.
It involves a comprehensive framework that includes: Skills Gap Analysis, Strategic Alignment with business goals, Defining Learning Journeys, and implementing a performance management system that supports continuous growth and succession planning.
Our processes are specifically designed to be people-oriented. This means the procedures for onboarding, performance reviews, training, and talent management.
We regularly conduct skills assessments to identify gaps between current employee capabilities and future business needs.
We actively seek and incorporate user feedback from both internal customers (employees) and external customers (partners, clients).
L&D is an organization-wide effort. Key stakeholders include Senior Leadership (for strategic direction), Department Managers (for team-specific needs), and, most importantly, Employees (as the primary learners and beneficiaries).
We use a multi-channel approach, including: Post-training surveys, 360-degree feedback reviews, pulse surveys on process engagement, and regular focus groups to gather qualitative insights on usability and effectiveness.
Processes are not static. We commit to a cycle of continuous improvement. Formal reviews and adjustments are made at least annually based on performance data and collected feedback, ensuring our approach remains agile and relevant to evolving business needs.
We maintain a comprehensive statutory compliance calendar to ensure all required filings, returns, and payments (e.g., PF, ESI, Bonus, POSH Annual Report).
Clients & partners
News & Updates
Featured News and Insights
- Oct 6, 2025
