Coverage

 We are one of the HR consulting organizations pioneered in the field of providing organization development initiatives across organizations. It caters across a varied range of services both across model of online and offline mechanisms.

We believe in customer centric solutions and our philosophy in consulting projects encompass:

• Customized solutions
• Flexible integration
• BOT (Build - to - Operate)
• Design level intervention
• Partner Implementation wherever required

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Key Transformation Projects

Culture Building & Value

Many organizations struggle to define and nurture a workplace culture that aligns with their strategic priorities. Rapid changes in technology, diverse workforce expectations, and the need for innovation often expose gaps in shared values and behaviors. This misalignment can lead to disengagement, inefficiency, and difficulty in fostering collaboration and inclusion.

How Organizations Can Respond:

Organizations can proactively shape a targeted culture that drives innovation and inclusivity by:

• Clearly articulating and embedding core values into everyday behaviours, decisions, and policies.
• Conducting culture diagnostics to identify gaps between the desired and current state.
• Engaging leaders and employees to co-create initiatives that align values with business outcomes.
• Implementing training programs that promote inclusive leadership and collaborative innovation.
• Regularly measuring and iterating culture-building efforts through employee feedback and organizational performance data.

Indicative Strategic Outcomes (from the project):

• Enhanced employee engagement and trust.
• Stronger alignment between organizational goals and workforce behaviours.
• A thriving environment where innovation flourishes through diverse perspectives.

Strategic Workforce Planning

Organizations today face increasing uncertainty in their operating environments, including skill shortages, technological advancements, and evolving customer demands. Balancing the need to address current resourcing requirements while preparing for future skills and capabilities is a significant challenge.

How Organizations Can Respond:

To future-proof their workforce, organizations can:

• Use workforce analytics and scenario planning to identify current and future skill gaps.
• Build agile workforce strategies that include upskilling, reskilling, and flexible talent deployment.
• Develop robust talent pipelines by investing in employee development and partnerships with educational institutions.
• Integrate workforce planning with strategic business objectives to ensure alignment and sustainability.
• Leverage technology to optimize workforce planning processes and improve decision-making.

Indicative Strategic Outcomes (from the project):

• A resilient workforce capable of adapting to change.
• Improved alignment between workforce capabilities and long-term business goals.
• Increased employee retention and organizational competitiveness.

Leadership Executive Coaching

While many organizations recognize the importance of leadership development, they often fall short in creating a culture where managers actively coach their teams. Without coaching, employees may lack the support they need to grow, leading to disengagement, stagnation, and higher turnover.

How Organizations Can Respond:

Organizations can establish a coaching culture by:

• Training managers in foundational coaching techniques such as active listening, powerful questioning, and feedback delivery.
• Embedding coaching into performance management and daily interactions.
• Providing frameworks like GROW (Goal, Reality, Options, Will) to guide structured coaching conversations.
• Recognizing and rewarding managers who consistently invest in their teams’ development.
• Tracking the impact of coaching through employee engagement surveys and performance metrics.

Indicative Strategic Outcomes (from the project):

• Higher levels of employee engagement and retention.
• Improved team performance and innovation.
• A stronger employer brand attracting top talent

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HR Projects

HR Process improvement

Assess and benchmark HR processes towards it effectiveness on people and systems

Talent Acquisition Strategy

Build a talent acquisition strategy that enables in attracting the right talent for the organization

Reward & Recognition Strategy

Build a reward framework and a strategy to recognize and and reward talent

Performance Oriented Culture

Build en effective performance management system that is aligned to a performance culture and aligns similarly with people growth

Compensation & Benefit Design

Create a benefit statement that articulates organization values and transforms a traditional salary structure

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Other Projects

Employee Profiling

• MBTI personality profiling
• DiSC profiling

Organizational Survey

• Employee Satisfaction Survey
• 360 degree feedback developmental survey Survey
• Customer Sat Surveys
• Dipstick Surveys

HR/OD Interventions

 • Team diagnostic - Team profiling using Patrick Lencioni's model
• Development Need Analysis
• Designing HR systems
• HR Policies redesign

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