The right programs, done right.
Our expertise is in organisational development solutions. Designing, implementation, and institutionalizing is based on applying all 6 sources of influence.
Tracking & Measuring HR KRA’s And Linking Them To Stakeholder Outcomes
HR Area/Objectives and its Metrics
Talent Acquisition- Become an irresistible employer
| Sourcing channel effectiveness(Yield Ratio) |
| Recruiter effort estimation |
| Increase the no of employee referrals by 20% |
| Time to hire |
| Selection Ratio |
| Hiring Ratio |
| External Hire Ratio |
| Cost per hire |
| Quality of Hire (Time to Productivity- achieving KPIs – Proficiency level) |
| New hire failure rate |
| Rupees of revenue lost due to position vacancy days |
| Diversity hires |
| Estimated replacement cost |
| Applications per role |
| Candidate job satisfaction: Employee satisfaction is assessed through Mood-O-Meter Survey |
| Rehire rate |
Compensation and Benefits- Attract better talent / Reward on par with the market
| Benefits cost per employee |
| Benefits Vs Salary Ratio |
| Benefits Satisfaction Index |
|
Average Salary – Grade Wise Average salary – Department Salary band headcount |
| Compa-ratio |
Performance Management - Make feedback continuous
|
Performance improvement rate |
|
High performer growth rate |
|
Performance improvement program rate |
|
PMS Rating distribution |
|
Interdependency KRAs |
Learning and Development - Make our leaders better / Create a leadership development program for managers
| Average Test Score |
|
Course/Training Completion Percentage Rate To bring more insights for training content developers to decide what to change to improve the learning experience |
| Training dropout rate |
| Course Attendance Rate |
| Average Time to Completion |
|
Learners Engagement It quantifies the quality of employee training, enhances employee retention, and reduces turnover rates. Training Effectiveness* or Knowledge And Skill Retention This indicator evaluates how much learners can retain the knowledge and skill they gain in training can imply how effective the training was. *ROI |
| Training expenses per employee or Cost of training |
Disruptive methods
These co-created people practices are scientifically-backed to help your business leaders and managers build better habits, work smarter, and connect with their colleagues—and are the most effective way to drive positive change throughout an organization.
These practices are the outcome of the dominant conversations, problem-solving techniques, and brainstorming sessions to drive accountability. The group processing is done through cognitive and emotive creativity for creating moments of connections.
Behavioral change is powered by facilitation. Facilitate the hard conversations, bring clarity to strategies, change mindsets, bridge gaps, and most importantly, achieve results.
Tap both sides of people’s brains using visualization and storytelling, digital communication and learning, facilitation and dialogue, metaphors, and movies to help make change relatable and memorable.
Tap both sides of people’s brains using visualization and storytelling, digital communication and learning, facilitation and dialogue, metaphors, and movies to help make change relatable and memorable.
People Practices
We have identified nine initiatives that increase managers/leader’s competencies to which we can add value:
- Acquiring and onboarding top talent
- Boosting employee performance
- Establishing core values and embedding the right culture
- Developing employees skills and abilities
- Managing employee careers and promotions
- Effectively communicating with employees
- Retaining or removing employees
- Tracking employee engagement
- Creating a positive employee experience
Human Resources Department Effectiveness
Deliver 9 domains of activity for building effective HR function:
- HR Reputation: What is your HR known for?
- HR Customers: Who are your HR’s customers?
- HR Purpose: What is HR purpose? Why do we exist?
- HR Design: How is the HR function organized?
- Organization Capability: How does HR facilitate the right organization for the business?
- HR Analytics: How can HR access information to make better decisions?
- HR Practices: How do we create and deploy HR practices?
- HR Professionals: What do HR professionals need to be, know, and do to be effective?
- HR Relationships: How does HR go about executing?
Leadership Initiatives
We deliver 6 initiatives for improving leadership quotient:
- Building a business case
- Agreeing on what leaders know and do
- Assessing leaders
- Investing in leaders
- Measuring leaders success
- Ensuring reputation
Organization Initiatives
Create the right organization, by creating key organization capabilities:
- Attract, motivate, develop and retain talented committed people at all levels of the organization
- Agility to allow changes to happen quickly
- Strategic Clarity and Alignment: Create a shared agenda and broad commitment to engage your business strategy (strategic unity, propose and new rules of the game).
- Customer Centricity: Foster strong and enduring relationships of trust and target customers by speaking customer’s language
- Right Culture: Create and embed the right culture through the organization (shared mindset, values and behaviors)
- Collaboration: Make the sum more than the parts (team work, cross functional, alliances and coordination
- Efficiency: Reduce costs of your business activities (standardization and streamlining)
- Accountability: Set to meet KRAs on time and within budget (execution, discipline and high-performance orientation)
- Information and Analytics: Acquire, analyze and apply information to improve decision making (dashboards and scorecards)
- Leverage technology: Identify and support implementation of latest people solutions
Your employees want to know…
Are you looking for a partner to design, implement, and institutionalize people practices to transform how you manage your people? Drive immediate and quantifiable change and unlock each person’s potential. Bring out the best in your teams and better serve your customers.
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