INTRODUCTORY PRESENTATION

May 12, 2010

B -1206, Grow More Towers, Plot No. 5, Sector 2, Kharghar, Navi Mumbai – 410210, India

: bomi@shawmacons.com : +919967822993

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1. Our vision, mission & values

2. What exactly do we do?

3. Demonstrated RoI

4. People profile we’ve dealt with

5. The team

Content

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Our Vision

SHAW MACONS VISION …

Started up with a vision of building a Global Coaching & Consulting company.

The Company’s VISION is to HELP BUILD GLOBAL ORGANIZATIONS AS WELL AS

LEADERS FOR TOMORROW.

We provide clients with customized solutions that include strategic consulting

services, tailor made leadership development interventions and specific

assessments as well as Leadership (Executive) Coaching.

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Our Mission

SHAW MACONS MISSION …

To build leadership where there is a commitment to taking risks, the

courage to lead by example, think big thoughts and the passion to bring

those thoughts to reality.

Building client specific leadership competencies that impact the entire

organization.

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Our Values

SHAW MACONS VALUE SYSTEM …

We value our clients

We value the opportunity within human potential

We value the hunger from the gut for continuous learning and

development

We value the achievement of goals and

We value the potential for breakthrough results

Shaw Macons facilitates success for it’s clients through a wide selection of

material that reflects Global thinking based on the network of successful

leaders in business and the field of human development.

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1. Our vision, mission & values

2. What exactly do we do?

3. Demonstrated RoI

4. People profile we’ve dealt with

5. The team

Content

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Customized SolutionsThe choice of engagement depends on the organisation’s current status. We proficiently diagnose the level and provide clients with customized solutions that include strategic consulting, development interventions and specific assessments with Executive Coaching.

Establish a foundation Standardization

Low Process Maturity

Ad hoc processes, constantly reinvented & often seem chaotic

•Acquiring Talent w/o Job Descriptions

•Managing training w/o individual development plans

Improve competitive edge for the organisation

• Individual Development Planning

•Leadership Coaching

Intervention

•Manpower Planning

•Organisation Structuring

•Performance & Potential Measuring

•Competency Mapping

•Succession Planning

•Talent Management

Status

High Process MaturityImproved Process Maturity

Processes

Processes Health Check, Employees’ Engagement Study

Building Key Processes & Practices

Productivity & Best Practice building for Standardization

Best in Breed Practices

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Some Offering …I. Start with a detailed process

health check

II. Build frame work for Organisation Structuring

III. Policy with process for Workforce Planning

IV. Lay out the policy and process for Talent Acquisition (Hiring)

V. Competency Framework Development

VI. Talent Retention processes

VII. Performance Measuring System

VIII. Succession Planning

IX. Individual Development Planning

X. Leadership Coaching

PLANAssess, Define, & Build

IMPLEMENTCommunicate & Commit

SUSTAINReinforce & Measure

Alignm

ent & In

tegra

tion

Evalu

ate

Impac

tCommunication – Learning - Reinforcement

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Health Check …

I. The detailing for a Health Check would involvei. Understand the business strategy, ii. Identify the formal and informal

stake holders across the levels,iii. Interview key performers and

stakeholders, iv. Designing the structured

questionnaire,v. Administer the questionnaire,vi. Collate the relevant material and

facts,vii.Analyze the dataviii.Develop a detailed implementation

strategy andix. Finally, report out with the next

steps that the organisation should follow through on

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Organisation Structuring …

II. An Organisation Structuring exercise involvesi. Understand the business strategy, ii. Study the industry specifics,iii. Develop the model template for the

core functions,iv. Designing the structure,v. Build scalabilityvi. Define core job description

templatesvii.Assemble the dataviii.Develop the detailed

implementation strategy ix. Determine frequency of validation

andx. Finally, report out with the

documentation to follow through

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Workforce Planning …

III. The detailing for a Workforce Planning system would involvei. Demand Management - demand is

identified and made measurable by key data.

ii. Plan for gender, cultural and religious diversity,

iii. Forecast work orders to help plan the number and skills of technical members that will be needed.

iv. Workforce Scheduler - uses predefined rules to optimize the schedule and use of resources

v. Workforce Dispatcher - assigning work orders within predefined zones to particular technicians

vi. Communicate on real time basisvii.Finally, report out with the

documentation to follow through

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Talent Acquisition …

IV. A Talent Acquisition system involves

i. Workflow based on Workforce planning,

ii. Requisitioning of requirement, iii. Sourcing methods,iv. Specific functional competency

based interviewing,v. Candidates verification process,vi. Managing compensation fitmentvii. Negotiation and Offer letterviii. The pre joining and joining

process,ix. Finally, the documentation to

follow through on the system

Note : Training & Certification for Competency based interviewing can be run separately as an intervention if the client so desires, at an investment.

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Competency Development …

V. Competency Framework Development detailing would involvei. Understand business strategy, ii. Interview key performers and iii. Interview key stakeholders, iv. Examples of effective and ineffective

behavior related to job are collected from people with knowledge of job.,

v. Developing a model with behaviorally anchored rating scales (BARS*),

vi. Reclassify the incidents vii.Convert these behaviors in to

performance dimensionsviii.Test and validate the model ix. Developing a detailed

implementation strategy x. Finally, report out including next

steps that the organisation should follow through on

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Talent Retention …VI. The Talent Retention & Attrition

Management system includes

i. Understanding the attrition issue

ii. The pre joining workflow

iii. The on boarding process

iv. The cost of attrition

v. Retention management & control

vi. Engagement challenges

vii. The (EWS) Early Warning System

Note : Training & Certification with coaching on the Early Warning System can be run separately as an intervention if the client so desires, at an investment.

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Productivity Improvement …VII. The design of a Performance

Management system would involvei. Understanding the organisational

performance measurement maturity,

ii. Design the process to evolve from a subjective (person dependant) system to an objective (result focused), transparent system,

iii. Setting up the organisation, function and individual performance target setting system

iv. Setting up the frequency of monitoring, measuring and reviewing performance

v. Linkage to managing Reward & Recognition

vi. Finally, the documentation to follow through on the system

Note : Coaching leadership to effectively deliver feedback is run as a separate intervention.

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Succession Planning …

VIII. The design of a Succession Planning system requires

i. Demand Management - measurable by key data,

ii. The design of the Organisation’s Human Resource Planning,

iii. People and position tracking,

iv. The “What & How” framework,

v. The frequency of review

vi. Finally, report out with the system documentation to follow through for future implementation

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Individual Development Plan …

IX. The system of an Individual Development Planning cycle includes

i. Methods of engagement in evaluation of individual knowledge, skills and competencies,

ii. Direct and transparent discussion about performance, potential and career goals

iii. It’s alignment with the Organisation’s Human Resource Plan … People and position tracking,

iv. The “What & How” framework for the individual’s development process

v. The frequency of review and vi. Finally, report out with the system

documentation to follow through for future implementation

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Our Offering … continued

X. Leadership Coaching

Our passion for Leadership Coaching makes Bomi bring in specialised competencies, taking the client’s leadership through building behavioral process maturity as well as the oraganisation’s individual leadership competencies at it’s apex level. Bomi’s Coaching interventions include Executive Coaching, Career Coaching, and Life Coaching using the NeuroLeadership Model of Results Coaching Systems (Australia).

He has extensive experience in using various psychometric tools (such as MBTI, 360 degrees and DISC) and is a Life member of the National HRD Network for the past 15 years.

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1. Our vision, mission & values

2. What exactly do we do?

3. Demonstrated RoI

4. People profile we’ve dealt with

5. The team

Content

Called by Dell in April 2005 to set up HR Generalist function across India

Created the employees’ Retention Blue Book with controls, saving US$ 1.3 billion per annum, that became Global Standards acknowledged by Dell’s Leaders across EMEA, APAC besides India

Global Lead for Agents’ Certification Programme at Dell for Contact Centers World Wide … created the framework, trained the trainers to run the Certification Programme with potential savings of US$ 28 million per annum

APJ Regional Lead for Business Continuity & Recovery Planning. Operations Auditor for the Dell – Malaysia (Mfg. facility) besides the four sites across India

Demonstrated Return on Investment

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Recalled by the Reliance Group in June 2007

Set up systems & controls at Reliance Life Sciences leading to

Saving employee costs by 33%,

Increased headcount from 783 in July 2007 to 1306 by March 2008 with 52% post graduates & PhDs … instrumental in more than double the turn over in the following year

Rs.78 Cr. revenue FY’07 – ’08

Rs.207Cr. revenue FY’08 – ‘09

Demonstrated Return on Investment

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1. Our vision, mission & values

2. What exactly do we do?

3. Demonstrated RoI

4. People profile we’ve dealt with

5. The team

Content

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People profile …

Over the last fifteen years, Bomi has been a mentor to

The CEO of an Office Automation CompanyManaging Committee of an Imaging Systems

CompanyExecutive Director of a Software

Development CompanyPresidents of Oil & Gas, Agrotech,

Infrastructure and Cellular divisionsManaging Director of a Software Systems

Company

a coach to

A Bio Pharma CEO from Germany and Another Bio Pharma CEO in UKTwo CEOs in Clinical Research &

Semiconductor in USA, Two Presidents of Solar, Health Care & Bio

fuels businesses

He’s worked with the Senior Management Teams from nationalities across the globe, including China, Singapore, Malaysia, Philippines and Australia.

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The International CoheChange Network : A body of International Leadership Consulting & Coaching is a Global group of Coaches, Trainers and Consultants with a background in intercultural environments across many parts of the globe.

Bomi is the only Indian figure in this Global Group with members from United States, United Kingdom, France, Italy, Germany, Belguim, Switzerland, Czech Republic, Gautemala and South Africa.

To view The International CoheChange Network please go to http://thecohechangenetwork.com/ in your browser or click here. To view Bomi’s profile at the Coach Exchange click here.

Our International Connections …

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Our Friends & Advisors

Dr. John C Beck – Dean at Globis

University, Tokyo, Japan. President at North Star Leadership Group. CEO at The Attention Company

Frank Flynn – Head of Organizational Behavior at the Graduate School of Business at Stanford University

Romi Malhotra – Serial entrepreneur and ex Managing Director of Dell International Services in India. Founder & CEO at Dominion CXO Forum and Leadership Development, now MD of Linkage Inc., in India

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A few of our Customers & Consultancy Assignments

HR Strategic Planning + Organisation Structuring as well as Key Talent Acquisition and Management System for Veling Aircraft Parts and Components (VAPAC) in Dubai

Set Up Training, Learning & Development function @ JW Marriott's (Ducet Group) of Hotels – Dubai

Identified causes, Strategized and Initiated specific OD interventions @ Four Seasons Hotel – London

System on Managing Attrition@ Dell

Health Check (employee engagement survey), Organization Structuring, Revamping their Compensation Structure and introducing a Succession Planning System @ Convonix (Internet Marketing Company)

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Just some of the programs / workshops conducted by our key facilitator include

@ Greaves Cotton – Finance for Non Finance & around 20 MDPs

@ Eicher – 16 programs on Basics of TQM & 12 others on TQM

@ Modi Group – 18 workshops on Leadership through Quality

@ IDM (HCL Group) – 6 workshops on Business Process Reengineering

@ (RPG) Searle – 18 workshops on Performance Management, Succession Planning

@ Reliance Industries – 60 workshops on Performance Management, communications & MDPs

@ Ducet – 6 workshops on Customer Interface

@ Dell – approximately 48 Workshops on Managing Attrition, 3 workshops on

Succession Planning & 12 workshops on Industrial Relations

@ Reliance Life Sciences – more than 20 MDPs

@ Monster.com – Strategic Leadership Workshop

@ BHEL – “Dealing with Ambiguity” for their top line management team

@ TNT – 3 workshops on MDP

These does not include other programs that he has conducted on various other platforms like NHRDN, NIPM, Etc

Programs / workshops conducted include …

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1. Our vision, mission & values

2. What exactly do we do?

3. Demonstrated RoI

4. People profile we’ve dealt with

5. The team

Content

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The Team

The Company’s started by Bomi Manekshaw

22 years corporate experience

Group HR Head – Reliance Life Sciences

National Director – HR Generalist for Dell International Services

Has been Head of HR for more than 30 industry verticals including

Heavy Engineering, Infrastructure, Automotive, Oil & Gas, Coal Bed Methane, Petroleum, Agrochemicals, Bio fuel, Bio Pharma, Pharmaceuticals,  Clinical Research, Healthcare, Insurance, Office Automation, Telecom (cellular & fixed lines), IT (software & hardware) plus ITeS, Solar, Semiconductor and several others

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The Team

Bomi is …

A Graduate in Psychology from University of Bombay.

A Masters’ in Organisational Behavior from Independence, Missouri – USA,

A Post Grad. in Training and Development and

A Bachelor of General Law from University of Bombay.

Currently pursuing the ICF Master Coach Certification with Results Coaching Systems (Australia)

BUT ABOVE ALL …

Over the last decade plus, he’s been a coach to CEOs from USA, Germany as well as UK. He has worked with the Senior Management from across a very wide range of nationalities worldwide, including Singapore, China, Malaysia, Philippines and Australia.

THANK YOU May 12, 2010