Profit < Performance < People
Profit < Performance < People
Talent management remains a top business and HR issue as organisations report capability and leadership challenges worldwide. Technology, globalization, and growing government regulation are reshaping the way people work, learn, collaborate, and lead. New and innovative HR programs are becoming essential to attract and keep critical talent in an increasingly demand driven talent market.
Talent acquisition is an ongoing strategy to find specialists, leaders, or future executives for your company. Talent acquisition tends to focus on long-term human resources planning and finding appropriate candidates for positions that require a very specific skillset.
1.1 Predictive Recruitment Analytics:-
We provide psychometric assessment to predict job suitability/ eligibility & success. Why wade through hundreds of CVs when you can have Eligibility and Suitability screening done automatically for you? You get a shortlist of the best candidates, all at the click of a mouse and a fraction of the cost of existing methods.
1.2 Assessment Centres:-
We run assessment centres to identify the right talent.
1.3 Staff Augmentation:-
We offer Staff Augmentation Services to help our clients scale their business growth. You can leave the non-productive tasks to us and just focus on the productivity and growth.
2.1 Onboarding Program:-
We design, develop & deliver holistic Onboarding Program, to induct candidates in the company.
2.2 Strengths Assessments:-
We identify and coach individuals on identifying their strengths and areas of development.
Onboarding should start as soon as the offer has been made, it’s the pre-induction, the process of emotionally connecting the new employee to the culture, company and process. This pre-first day platform is essential in order for the employee to feel engaged and comfortable before they start to deliver.
Performance management is a much broader and a complicated function of HR, as it encompasses activities such as joint goal setting, continuous progress review & frequent communication, feedback & coaching for improved performance, implementation of employee development programmes.
3.1 Performance Assessment:-
We help you design Key performance indicators (KPIs) and values assessment to measure performance.
3.2 Performance Management Training:-
We conduct all performance management trainings, like giving and receiving feedback, setting objectives, having hard conversations.
We run all kind of soft skills programs to develop competencies for Management Trainees.
4.2 Digital Learning:-
We also provide blended/ digital learning to supplement learning and development.
4.3 Development Assessments:-
We provide development assessments to help individuals develop scientifically, e.g. Strengths Finder & DISC
Workplace learning and development programs empower people to gain new skills and grow professionally. Employees are more likely to be engaged at work when companies offer learning and development opportunities. A focus on learning and development can also increase retention.
Career development involves being aware of one’s personal goals and values as well as work goals. It involves continuously learning and applying new knowledge, taking advantage of opportunities, and taking risks in order to help be productive and effective while achieving one’s career and personal goals.
5.1 Career Workshops:-
We run career growth workshops for both candidates and managers.
5.2 Career Coaching:-
We provide one-to-one or one-to many career coaching to help individuals plan their career better.
6.1 Engagement Surveys:-
6.2 Predictive Retention:-
We provide predictive analytics on probability of retention or resignation of employees.
6.3 Employee Engagement Initiatives:-
We run Employee Engagement Initiatives like team building events & wellness sessions for engaging teams.
Employee engagement is a workplace approach resulting in the right conditions for all members of an organisation to give of their best each day, committed to their organisation’s goals and values, motivated to contribute to organisational success, with an enhanced sense of their own well-being.
Employee separation constitutes the final stage in the staffing process of an organization. An employee can leave the organization for any reason which he deems fit for seeking separation. However, separation is classified basically into two types. These are: voluntary separation and involuntary separation.
7.1 Exit Interviews:-
We help conduct exit interviews to identify insights which will lead to developing a better work culture.