Capability Presentation

Bangalore | Chennai | Delhi | Hyderabad | Pune

Kriate HR Consultants

through case studies

Slide map

What is in it for you 3

People at Kriate HR 4

Services from Kriate HR 5

Performance management assignments 6 - 17

2

Possibilities and Clientele 18

Achieve stretch Outside in

Flexi team Cost

benefit

What is in it for you

Consistently exceed business expectations

Focus on next level responsibilities

Keep pace with relevant global practices

Concrete conceptual background

Cost competitive in given business scenario

Innovative and flexible investment structuring

Add more heads and hands to your team temporarily

Meaningfully flexible delivery optiions

3

People at Kriate HR

Cognizant

Crompton

Ford Motors

General Motors

Indian Bank

Ma Foi

Saga

TCS

TVS

MBA HR

MSW PM

M Sc Psychology

MA Sociology

Strategic HR, University of Michigan

Process Work, Sumedhas / ISABS

Organization Development, Sumedhas

Six Sigma Black Belt, IGE

Psychometric Testing, XLRI

Certified Psycho-drama, IIP Chennai

Playback Theatre, Sterling School

NLP, National Federation

Transaction Analysis

Assessment Centre

Balanced Scorecard Implementation

Coaching Program

Competency Mapping

Corporate Alumni Program

Goal Alignment

Job Evaluation

Large Scale Assimilation

Performance Appraisal System

Policies and Handbook

Research and Education Collaborations

Variable Pay

Values Program

Major Projects

Certifcations

Education

Work

4

5

Services from Kriate HR

Process Consulting Attracting and Retaining Critical Talent Building and Managing a Competitive Employment Value Proposition Competency driven Workforce Management Companies face the daunting task of constantly preparing their employees for tomorrow’s challenges   Implementing Balanced Scorecard Strengthen linkages among performance management, missions and business goals Team Performance in Structure-less Environment Intriguing model for managing team and individual performance within a discontinuous corporate environment 

Learning and Development Coaching Skills for Managers •  Set coaching objectives which are measurable and activity based •  Develop competence and confidence through facilitating conversations •  Structure your coaching sessions and deliver quality feedback to your staff Emotional Intelligence •  Develop a greater awareness of your behavior and its effect on others •  Develop the skills that will enable you to build good working relationships •  Increase your level of positive thinking and build self-esteem   First time Leader Training •  Explore your approach to working with others and how it affects outcomes •  Illustrate principles of motivation and apply methods to motivate team •  Spot development potential in members of team

Transformational Leadership •  Being a role model for followers that inspires and makes them interested •  Challenging followers to take greater ownership for their work •  Align followers with tasks that enhance their performance   

Case 1: High Performance Organization

Organizations and managers require integrated, seamless and simple system to deliver results

Description:

•  Ensure end to end integrated system

•  Enable managers put the system to effective use

•  Determine and consolidate complimentary systems

Client: Chennai based IT Infrastructure Sales and Services Company having presence in Bangalore, Pune, Middle East and Malaysia

Scope: Align organization performance management systems

Deliverables:

•  Document Role Descriptions

•  Goals and Objectives Setting process

•  Goal Alignment Workshops

•  Performance Linked Pay

•  Performance Feedback & Rating process

Key Results;

•  Reduced collection aging from 73% more than 90 days to 65% within 35 days in 4 months

•  Improved order fulfillment FPY

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Scope: Set up a system where teams perform in structure less environment

Deliverables:

•  Identify and nurture common goals between organization and every member of the team

•  Systematically start reducing founders involvement in business processes

•  Start engaging team members actively in strategic planning

•  Increase people quality in terms of capability

and diversity

•  Start introducing knowledge management systems and practices

Key Results;

•  Ongoing

Intriguing model for managing team and individual performance within a discontinuous corporate environment Description: •  Underlying concepts and methodologies

•  Creation of detail team objectives, roles, work

processes and priorities

•  Team and individual utilization to create collaborative results

Client: Financial Consulting / Advisory organization working with large business families

Case 2: Structure less Team Performance

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Case 3: Performance Linked Pay

How compelling variable pay can be to ensure motivation to perform

Description:

•  Criticality of contribution by individuals and team

•  What ratio of pay can be variable

•  Role of manager and systems in maximizing variable pay effectiveness

Client: A group company of large auto ancillary group in the business of manufacturing, ICT products and auto financing

Scope: Re-engineer the existing performance linked pay process and implement a robust system

Deliverables:

•  Facilitate policy decision on compensation strategy

•  Recommend assured vs variable pay ratios for various functions and levels

•  Facilitate goals deployment and goals sign off process

•  Design and implement data collection

methodology for processing

Key results:

100% of the targeted employees had signed off

goals on time

83% of employees were happy about their process experience

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Case 4: Job Evaluation for Positioning

Employees own up key result areas with clear roles. No structural inconsistencies that affects employee perception of fairness and equitability

Description

•  Establish and operate a process through which work gets valued and positioned

•  Systematic and easy process to differentiate positions across the organization

•  Align with business strategy and long term goals

Client: A leading global trucks organization setting up business in India as joint venture aiming at an annual capacity of 8000 mid segment trucks production and sales annually

Scope: Scientifically identify the connect between organization goals, functional goals and individual roles

Deliverables:

•  Align employee goals with the organization objectives

•  System to pay employees fairly, relative to other

employees

•  Evaluate and calibrate effectiveness of functions and structures

•  Evaluate job vs. person fit

Key results:

•  Ongoing

9

Case 5: Impactful Reward & Recognition

R&R program that effectively motivates and engages employees

Description:

•  A program that will effectively engage employees and achieve business objectives

•  Program ownership and allocate resources to effectively implement and manage

•  Maximize program impact and utilization by training managers and communicating

•  Ensure employees utilize and continually assess its effectiveness over time

Client: A business unit of large software solutions company with employee base of 7000+ employees spread across 6 locations in India.

Scope: Design and implement awards, recognition and communication program covering 7350 employees across 6 locations

Deliverables:

•  Sensitize managers the importance of recognition at work

•  Create programs that recognizes spikes of high

performance

•  Develop and implement a sustainable employee communication program

•  Customize program for each business group and function

Key results:

65% of the employees are recognized at least once in the first 12 months

None mentioned reason for resignation as lack of

recognition, as against 40% the previous year

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Case 6: Successful 3600 Feedback

Making the best out of performance data through people around the person

Description:

•  Define what to evaluate and measure aligned to values and strategy

•  Design a feedback survey that is most important to the organization

•  Gather accurate data within a broad employee survey

•  Analyze the data, summarize results and deliver impactful feedback

Client: A group company of large auto ancillary group in the business of manufacturing, ICT products and auto financing

Scope: Design and implement multi-rater feedback system for 74 leadership team members of client organization

Deliverables:

•  Identify performance factors and competencies that works

•  Develop definitions and rating scale

•  Train leadership team covered and raters on the system, process, definition and scale

•  Roll out feedback process and facilitate

completion

•  Consolidate report and facilitate feedback

Key results:

•  90% of the feedback receivers found the feedback useful

•  Almost all participants, including raters found the

process gave one understanding of desired behavior

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Case 7: Rightly Balancing the Scorecard

Strengthen linkages among performance management, missions and business goals

Description:

•  Aligning executive performance management with strategic management

•  Creating the balanced scorecard

•  Linking the scorecard with performance indicators

•  Designing performance management system

Client: A retail automation mobility software development company based in Headquartered in Chennai with business at North America, Europe, Middle East and APAC

Scope: Help team members identify what is the right tension that an employee should carry for effective performance

Deliverables:

•  Measure the current level of balance

•  Facilitate balance through role taking process

•  Complete action plan to align and fine balance

the scorecard with organization objectives

•  Identify individual key result areas and targets for sign off

Key results:

•  100% of the leadership team and critical role holders are covered by this program

•  Covered leadership team members have better understanding of each others roles and expectations

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Case 8: Competency based HR Practices

Facilitate personnel development accelerating organization capability building

Description

•  Identification, assessment and transfer of knowledge

•  Professional opportunities tailored to experience

•  Identification of potential talent and evaluation based on skill and contributions

•  Skill based management

Client: A leading global renewable energy organization establishing wind energy business in India targeting industry leadership by 2015

Scope: Build a robust competency framework that facilitates people imperative. Implement one cycle assessment and reporting

Deliverables:

•  Develop organization competency framework with primary and secondary data

•  Publish competency dictionary

•  Complete individual assessment through effective methods

•  Publish organization competency index

•  Facilitate developing Individual Development Plan

Key results:

•  Ongoing

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Case 9: Team Integration Initiative

Bring teams with conflicting goals together and align to purpose

Description

•  Study scope of sub-functions operating in siloes

•  Involve subject matter experts to work on process enhancements

•  Align leadership of sub-functions towards the department goal

•  Enable leaders to work with large group integration

•  Initiate team building within and between sub-functions through LSIPs

Client: An automobile joint venture organization with expansion plans in India, targeting 90-95% sourcing localization in and around Chennai

Scope: Create cohesion among various sub-functions of the SCM department, which have conflicting roles, to ensure aligned contribution to organization growth in the new region

Deliverables:

•  Bring people to operate seamlessly, by enhancing communication

•  Coopetition – Cooperate and compete in healthy ways

•  Ensure process streamlining to fill process gaps,

remove redundancies

•  Impact logistics tracking and hence cost control positively

Key results:

•  Enhanced relationship, seamless integration of team

•  Reduction in warehouse and logistics cost by 40%

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Case 10: Leadership Development

Enable directed leadership to synergize strengths of individual leaders

Description

•  Identification and assessment of leadership strengths

•  Study Organization vision and alignment of leadership strengths to the same

•  Ensure initiatives to fill leadership gaps through coaching and hiring leaders where needed

Client: A pioneering infrastructure projects organization in India and abroad with interests across Roads & Bridges, Ports, Metro Rail, Wind Energy and emerging sectors such as development of Power Transmission Lines, Water & Railways

Scope: Build a charismatic leadership that facilitates people towards organizational goals through thought and action leadership

Deliverables:

•  Leadership Resource Directory

•  Leadership mix required for the organization for directed movement towards goals

•  Creating new leadership positions or eliminating redundancy

•  Continuous coaching for leaders to help with

their growth and to provide an outside view

Key results:

•  Ongoing

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Case 11: Skill Assessment Centers

Time and motion study through assessment center, to enhance process efficiency Description

•  Understand current process model of the organization

•  Create customized activities and tests for assessment center including evaluation metrics

•  Put all employees through the assessment process and evaluate the competency levels

•  Motion study of the work flow at the factory over a period of 1 week

•  Collate all above data to identify process and skill gaps

•  Implement process enhancements and training initiatives for plugging skill gaps

Client: A handicraft export production unit manufacturing lamp shades, based at Delhi, working towards process optimization.

Scope: Assess all employees of the organization including managerial roles, motion study the processes, identify and implement process enhancements and suggest skill enhancement

training to increase ppm.

Deliverables:

•  Employee competency map

•  Enhanced process flow model, to minimize time, motion and wastage

•  Training calendar for the next financial year

•  Suggestions on possible employee development initiatives

Key results:

•  Increased daily output from 110 lampshades to 145 lampshades

•  Suggested weekly activities on dexterity

enhancement for factory workers

•  Suggested analytics based training for managerial cadre

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Case 12: Workmen Service Orientation

Imbibe customer delight, through training and follow through support

Description

•  Conduct training program

•  Regular follow ups on weekly basis up to 3 months and monthly for 3 months there after

•  Surprise checks at work stations

•  Random feedback sampling from customers on experience

•  Monthly reporting to regional general manager, with sales reps and dealers involved

Client: A leading petroleum corporation with 15000+ fuel stations and 2 refineries across the nation

Scope: Train workmen across select company chosen outlets in the country, in phases by geography, on customer service, to ensure customer delight experience

Deliverables:

•  Monthly reports on progress

•  Enhanced customer experience at the trained

fuel stations

•  Improve physical presentation and hygiene of workmen

Key results:

•  Consistent feedback of enhanced experience from customers through random sampling

•  Reduced attrition and absenteeism due to health and work environment reasons

•  Weekly empowered Gemba corner for constant

discussion and implementation of quality enhancements by workmen

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Possibilities and Clientele

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Ideation Partner

Implementation Experts

Analytics Support

Benchmarking Practices

Process Engineering

Automation Facilitation

             

looking forward to working with you

Bangalore | Chennai | Delhi | Hyderabad | Pune

Kriate HR Consultants