Start Up (first six months to two years)

Symptom: “I know how to run a business, I have done all to set up customer delivery processes or production processes, however, don’t have processes to manage my people. I don’t know what compensation would work best for me. I promote people who I think are good, but how do I validate?”

HR Architecture: We design the complete people management architecture right from the values and processes, policies, grades and compensation bands, compensation structures & performance management system.
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Symptom: “We’ve grown from 10 people to 100 within a year. We see ourselves growing to 500 within the next year. My core team is very valuable. They’ve seen the company through the growing pains, however they’re just not equipped to handle such fast growth.”

Talent Management: We support in performance management system design, we design competency framework unique to your organization and run assessment centers and develop competencies through learning solutions & training.
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Symptom: “We have our business vision and people strategy in place. We also have an HR department. However, our people don’t seem to be equally engaged as we are… our customer seems to be much more comfortable talking to us rather than the respective managers.”

Leadership Coaching: Our well trained & experienced coach would spend time with the key managers and systematically facilitate their movement from their current levels to the desired levels.
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Mid- Size (300 to 600 people, 2 years into business)

Symptom: “We did great business in the first year and grew fast. Now, our manual systems are not able to handle the volumes. Our HR is over stretched doing stuff that should be done automatically.”

On- line HRMS & Employee Portals: We’ve facilitated in-house development of HR portals in large IT companies. The complete project was conceptualized and implemented with the support internal Software Development Team. The portals had all the various modules like appointment, on-boarding, attendance & leave, performance management & exits. These systems were optimized with employee self help, where by employees up-dated their own data & got most of the information online, on- the- spot. 

Symptom: We get to hear in the corridors or from the customers, “Things are not the same as they used to be.” OR “We want to know the general level of employee engagement.”

Engagement Survey: There are various standardized tools to diagnose the current situation. We also use our own standard online survey and give a detailed report. People Stability Quotient (PSQ) ™.

Symptom: “We’re expanding to another location, or we’ve merged with another company, phew!! How do we sustain engagement, commitment & quality?” OR ‘How do we build great teams?”

Organization Development: Be it Cultural Integration or Change Management or Large group interventions & team retreats or policy & process design, we go step by step through the ‘action research’ model and evolve interventions that best resolve the issues at hand.

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Large Scale (More than 600 people, multi-location, been in business for more than 5 years)

Symptom: “How do we find out whether HR is a strategic partner with the business and is being experienced as that by all the stake holders?” OR “How do we ensure that irrespective of location our employee feels the same sense of belongingness and gets the same king of experience?” 

HR Health Score ©: This HR Audit Model is a scientific tool to get each and every location’s HR Health. Here we measure not only the processes and their links with the organizations strategy but also the experience of each process by employees & Leadership across locations. The HR Health report is so comprehensive that you could actually directly derive Strategy to become a vibrant HR.
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Symptom: “How do I strengthen the managers to move up the value chain in keeping with organizational success parameters?”

Competency Development & Coaching: The performance of any organization is driven by competent managers. However, each organization defines ‘competent’ in accordance with its business goals. We support in defining these ‘success factors’: The critical competencies, and facilitate through a holistic learning experience based on the adult learning principles. We mix individual coaching & project work with classroom learning to ensure that there is a visible shift in the managers’ capabilities.

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