Our teams of experienced thought leaders understand that when organizations present an authentic, differentiated EVP, they can better retain current employees and become an employer of choice in the market. We help you in creating an effective EVP that facilitates recruitment and builds employee retention.
With a keen understanding of the new age workforce, our teams of thought and execution leaders work towards providing interventions that develop HR competencies. We seamlessly integrate contemporary and conventional practices to design a customized solution for you.
WE ACHIEVE THAT THROUGH:
In order to change the culture of your organization, we believe that a change in the values and behaviors of the current leaders, managers and supervisors is the starting point. We identify the need for this change through intensive assessment centers and employee satisfaction (ESAT) surveys that focus on each business unit, department and team, as well as organization-wide demographic categories such as gender and age.
Building People Capacity
We focus on building people capability, though re-engineering the hiring and retention strategies. We are redefining work culture by developing leadership towards building a highly motivated and high performing team. And wherever we identify that the key to building competencies is by effectively tweaking, processes and systems, we customize our interventions to suit that as well.
We focus on understanding the pulse of the organization by conducting in depth employee engagement surveys and HR audits.
We focus on building a strong learning culture within your organization. We bring in learning interventions based on the competencies defined and orient people into the mold of continuous improvement. We strive to better the culture of the organization through strategically placed interventions.
We provide consulting for Startups and SMEs in the space of organizational redesign, defining job roles & competencies and streamlining structures & pay grades. We have a two-pronged approach to the change:
a. Focus on performance through aligning goals, planning, succession and creating a strong balanced scorecard.
b. Focus on talent management through defining competencies, designing a career framework and developing leadership via coaching and training interventions.
c. We identify the existing talent and competencies by implementing carefully designed assessments and development centers.
When we gather information on HR performance, we compare it to a standard performance level. We analyze the data from our findings and help you identify what Benchmarking practices work best and how can they impact your performance and quantify your turnover.