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Our services

Enterprise

Integrated Workforce Management solution enabling definition and tracking of employee career tracks, roles, skill acquisitions and certifications

Enterprise wide Work force capability planning and Succession Management for critical resources

ROLE DEFINITION SERVICE
  • Project initiation
  • Data Collection Phase
  • System Update
  • Training & Documentation
1
Role Readiness Service
  • Analysis phase
  • Transformation Phase
  • Transitional Phase
2
Succession Management Service
  • Identification of critical roles
  • Earmark potential successors based on skill matching lattice
  • Skill Gap Analysis
  • Development Plan
3
Workforce capability planning Service
  • Demand Analysis
  • Supply Analysis
  • Identifying and remedying skill gaps
  • Match skill supply to upcoming skill demand thereby optimizing productivity
4

Benefits to the client

Manage Career Tracks, Roles and Role Descriptions
  • Organization-wide career tracks with standardized role based descriptions, Key Responsibility Areas (KRAs) and skills
Workforce Planning
  • Resource capability reports available at any point
  • Alignment of an organization’s talent management, workforce planning and hiring processes
  • Validate available skill pools to reduce lateral hiring and training
LEARNING & DEVELOPMENT
  • Identify learning gaps and prepare learning plans in all skill categories for current as well as future roles
  • Measure effectiveness of training programs by tracking improvement in employee performance
  • Track progress of employee learning and development plans
PERFORMANCE MANAGEMENT
  • Made simpler by role based goals and measures
  • A transparent mechanism for evaluating employee performance
PROMOTION PLANNING
  • Becomes objective by easily identifying role-ready employees eligible for promotion
SUCCESSION MANAGEMENT
  • Identify potential successors for critical roles
  • Bridge skill gaps and develop potential successors
  • Manage Career Tracks, Roles and Role Descriptions
  • Manage Career Tracks, Roles and Role Descriptions
    • Organization-wide career tracks with standardized role based descriptions, Key Responsibility Areas (KRAs) and skills
  • Workforce Planning
  • Workforce Planning
    • Resource capability reports available at any point
    • Alignment of an organization’s talent management, workforce planning and hiring processes
    • Validate available skill pools to reduce lateral hiring and training
  • LEARNING & DEVELOPMENT
  • LEARNING & DEVELOPMENT
    • Identify learning gaps and prepare learning plans in all skill categories for current as well as future roles
    • Measure effectiveness of training programs by tracking improvement in employee performance
    • Track progress of employee learning and development plans
  • PERFORMANCE MANAGEMENT
  • PERFORMANCE MANAGEMENT
    • Made simpler by role based goals and measures
    • A transparent mechanism for evaluating employee performance
  • PROMOTION PLANNING
  • PROMOTION PLANNING
    • Becomes objective by easily identifying role-ready employees eligible for promotion
  • SUCCESSION MANAGEMENT
  • SUCCESSION MANAGEMENT
    • Identify potential successors for critical roles
    • Bridge skill gaps and develop potential successors

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