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1. Human Resource Management Strategy & Practice
We help clients create Comprehensive HRM strategy. Piecemeal solutions are not as effective as a coherent well thought through HRM strategy, selections, performance management, goal setting & appraisals, compensation, employee relations, competency based HR managements, and career planning, succession and potential appraisals are designed exclusively for a client.
For a startup venture such strategy would imply a systematic approach to management of the human resources in line with the business strategy. For organizations taking a re-look at themselves and the way they are structured or the way their cultures work, this could be the beginning of a comprehensive change process.
2. Organizational Design & Structure
	Organization design process involves choosing the right structural type, creating roles, authority distribution, definition of processes to make the structure work and accountability parameters, all geared towards creating an effective organization in line with the vision of the organization.
We offer services in this area to start-up organizations and also to organizations recasting their business strategy on account of environmental or business imperatives.
3. Change Management & Organization Development The changing environment makes it imperative for organizations to reorient their positioning with respect to the environment, periodically. Organizations are rarely designed to change and such change has to be consciously planned and carefully implemented. Such change management initiatives follow the model of unfreeze-change-refreeze. The initiatives cover the entire spectrum of initiatives from crafting the vision, identifying the change needed, justifying the change, creating momentum for the change, creating new structures, creating new processes, defining and rewarding new behaviors, celebrating the change. Several OD interventions are possible involving diagnosis, actions/interventions and process maintenance covering such organizational sub systems such as the ideological system, information sub system, technical sub system and power sub system.
4. Building Cultures: Culture Beyond 2000
	Marvin Bower, long time Managing Director of McKinsey & Co. defined culture as “the way we do things around here”. All successful businesses have a strong culture as their foundation. A culture helps a business transcend its commercial boundaries and become an institution. Large companies who have survived over the years have done so by building cultures.
Culture building is a slow process necessitating the presence of vision, values, stories and myths, heroes and tribes and other subliminal moorings. Cultures can be planned and by meticulously adhering to the vision for the institution, culture can be created with certainty. A culture building initiative begins with a diagnosis of the current culture and an articulation of the desired culture and gradual creation of symbols, heroes, rites and rituals that will build and reinforce sub cultures that form part of an integrated corporate culture.
5. People & Balanced Scorecard driven Performance Management
Great organizations are built through meticulous attention to every aspect of Human Resource Management. Whether it is selection standards or ethics, methodology and sanctity of training, importance given to the performance appraisal and development process.
The balanced scorecard is a management system (not only a measurement system) that enables organizations to clarify their vision and strategy and translate them into action. It provides feedback around both the internal business processes and external outcomes in order to continuously improve strategic performance and results. When fully deployed, the balanced scorecard transforms strategic planning from an academic exercise into the nerve center of an enterprise and ensures fairness and equity in performance and rewards management, consistency and fairness in dealings with employees, importance of internal communication or attention to planning careers of employees and develop good organizations where people want to come and give their best. They do things differently, though they maybe doing the same things as others. AND THE CLIENT NEED NOT DO HRM PHYSICALLY. WE CAN DO IT FOR YOU ON AN OUTCOURCED BASIS. With our knowledge of best HRM practices, we help clients benchmark their HRM practices and improve them significantly. We offer counsel on HRM practices such as Recruitment & Selection, Training & Development, Potential & Performance Appraisal, Career Planning & Rewards Management, Communication and Employee Relations and make these practices self sustaining and capable of continuous improvement. HR Outsourcing implies we would create and manage your HR Policy, System, Process and day to day administration at a cost lower than what you would have spent managing the function yourself. AND IT WOULD NOT BE AN ADMINISTRATIVE ROUTINE.WE WOULD ADD VALUE.
7. HR Engineering - Creating the Intellectual Corporation In an era where the intangibles of service add greater value in the value-chain, managing people assets becomes the predominant and core business process. The transition towards becoming the intellectual organization involves unlearning the process of measuring returns on physical capital employed. What has to be learnt is even more difficult - that people assets can be enhanced in their capital value; the returns can be manifold if managed through appropriate processes. A change is also needed in the paradigm of strategy-structure-process-people in that order.