FAQs

Dishara provides the 360° HR Audit, HR setup, policies and documentation, fractional HR advisory, performance and organisation support, digital HR and HRIS advisory, and corporate training. Support can be arranged as a defined project or on an ongoing basis.

Yes. We can help businesses establish HR processes, organise employee documentation and provide guidance for people decisions. We agree responsibilities with your management team so it is clear who handles advice, approvals and day-to-day work.

Yes, and this often works well. We can take on a specific project, review existing processes or add advisory capacity, built around the gaps you want to address and the responsibilities your team already manages.

Fractional HR advisory gives your business access to HR expertise on an agreed basis without creating a full-time position. Support may include manager guidance, employee matters, policy interpretation and HR priorities. The arrangement defines availability, responsibilities and what is included.

Yes. You may need help with one policy, an employee documentation gap, a manual workflow or a manager’s HR question. We discuss the requirement and recommend a suitable scope. A 360° HR Audit is only suggested where a wider view would help.

Yes. We can review existing policies and procedures, update outdated materials or develop documents where they are missing. The documents reflect how your business operates, what your employees need and the requirements that apply to you. We can also help your team understand and apply the documents.

Depending on your needs, we can help organise or develop onboarding documents, employee forms, leave and attendance records, performance documentation and offboarding checklists. We agree which documents are needed and identify any that require country-specific legal review.

The 360° HR Audit is a structured review of how HR currently works in your organisation. It looks at areas such as policies, employee documentation, payroll processes and inputs, approval steps, HR systems and manager practices to identify gaps, risks, inefficiencies and priorities.

You receive a findings report with prioritised recommendations, so management knows what needs attention first. Coverage and deliverables are confirmed in the proposal before work begins.

You decide what to act on. The findings may lead into a focused project, such as updating policies or clarifying approval steps, ongoing fractional HR support, or wider HR transformation. The 360° HR Audit can be a standalone engagement or the starting point for further work with Dishara.

No. The 360° HR Audit is our recommended starting point when you need a clear picture of your current HR position or are unsure what to prioritise. If your requirement is already clear, for example a new policy, job descriptions or HRIS selection, you can engage us directly for that work.

Yes. We can review workflows, define requirements, assess readiness and support the evaluation of HR software options. HRIS stands for Human Resources Information System. Our advisory helps you consider how a system would support your processes before committing to a purchase.

Technical configuration, integrations and data migration are outside our standard advisory scope.

New software is not always the first step. We look at how information moves through your current processes, identify duplication or missing controls and recommend improvements, such as simpler forms, clearer approvals, better records or planned digital workflows.

Dishara is based in the UAE and welcomes enquiries from businesses in other countries. We confirm whether we can support the requested work before accepting an engagement. Country-specific employment law and regulatory matters may require local specialist input.

We can review relevant HR practices and documentation, identify potential gaps and support improvements within an agreed scope. Requirements depend on the country, jurisdiction, workforce and industry. Where a matter requires legal interpretation or specialist advice, we will identify that need. An HR review or audit does not guarantee compliance or replace legal advice.

Fees depend on the work required, its complexity, the information available and whether support is project-based or ongoing. Following an initial discussion, we provide a proposal explaining the scope, deliverables, fees and terms before you commit.

Timelines vary with the scope, number of processes or documents involved and availability of information and feedback. We agree an expected timeline before starting and explain any dependencies that could affect delivery.

Please use the initial enquiry to describe your needs without attaching sensitive employee records. Before requesting documents, we confirm confidentiality arrangements and the appropriate sharing method. We will explain what information is needed for the agreed work.

Select “Speak to an HR Consultant” or use the contact details on our website. Briefly describe the issue or support you need. We will discuss your requirements and, where suitable, propose the scope and next steps.