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1. Organizational Design & Structure for manpower Effectiveness

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.

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.

2. Talent Centers - Building High Performance Stars - Star Track 100

Includes defining stars, building star roles, attracting, retaining top talent, Star Tracking, building leaders of the 21st century, business strategy and performance priorities, high pressure performance targets, performance and potential analysis, managing self, assertiveness, time management, policy articulation, transformational leadership, managing change, stretch tasks, ethics and values, work life balance - Based on Star Track 100 - Leaders 2010 McGraw Hill Book - Suited for Organizations who wish to identify, attract, develop, grow and retain top talent in a difficult market scenario and enable such talent to make a committed and loyal long term careers.

3. Assessment Centers

“Competency Based HRM & Assessment Center4s”, aim at linking the human resource systems of an organization to its purpose. The competency focus gives insights into the process of aligning the human resources of an organization with the vision and mission. It tries to chart out the differences between the core competencies of an organization and the individual competencies of an employee.

Just as every product or business unit must follow a business strategy to improve its competitive position, every corporation must decide its orientation towards a competence based growth by asking the following questions: Is growth aligned with our core competence? Should we expand, cut back, or continue our operations unchanged? Should we concentrate our activities within our current industry or should we diversify into other industries? Similarly what should be our product /asset portfolio that can maximize value? If we want to grow and expand, should we do so through internal development or through external acquisitions, mergers, or joint ventures? Do we have the human resource to help make growth happen? Are our people capabilities in sync with the core competencies and strategy of the organization? In effect a competency based management process helps nurture a growth strategy in a business organization.

The Intervention covers Building Competencies for Organizational Future, Mapping Business Competence and People Competency Profiling, Development of a Competency Framework and a dictionary, Assessment and Development Center: Experiential Workshop with tools and techniques, Competency Based Selections, Competency Based Performance Management System, Competency based People Score Card and Digital Dashboard.