Review of performance based career planning and reward policies & practices in a leading telecom company.

The project responsibilities included a questionnaire based survey to evaluate the performance management practices in the client organization and evolve alternate policies and systems in regard to performance planning and review, career planning and development, including job rotations and financial and non-financial reward strategies.

Organization re-design & performance management system in the country’s leading organization of newspaper industry.

The assignment involved analysis of stakeholder expectations, organizational redesign and implementation of performance management system in the organization.

Job evaluation and compensation management in a leading non profit organization.

The assignment involved development of a new graded structure for executive and non executive levels and other allowances and perquisites by using the output from the job evaluation exercise.

Restructuring of the country’s leading executive training, education and research organization.

The assignment involved a complete review of the Institute’s mission, strategies and resource capabilities in education, training, research & consultancy and included a revised structure, role profiles and role specific competencies.

Organization wide training intervention for empowering senior line managers of a leading oil company in facilitating disengagement of marginal employees through VRS.

This assignment involved a series of training workshops for about 120 senior executives of the client organization and helped develop a criteria for disengagement and skills required for counseling separating employees for minimizing pain and trauma of job loss.

National evaluation of department of public enterprise’s programme on counseling, retraining and redeployment of employees who lost their jobs as a result of closure of PSU’s and VRS.

This assignment involved a nation wide questionnaire/interview based study to assess the

Training needs identification and setting up of a complete training governance system in a leading public sector organization.

This consulting assignment involved a detailed and comprehensive exercise for identifying training needs of executives in the client organization’s corporate office and three plants & also establishing a system for planning, delivering and evaluating training. The assignment also included a climate survey as one of the key tools for the identification of training needs.

HRM Review and update in a leading NGO.

The client organization is the country’s premier and leading NGO focused on disaster relief and mitigation and a range of community organization and social action driven programmes. The HRM review was a comprehensive exercise aimed at developing a human resource perspective that can support the organization’s strategies over the coming decade and has, among others, led to development of performance management, training planning and governance and career planning systems and revision of other transaction based HR policies. The assignment also led to development of a comprehensive and innovative Competency Model for the client organization.

Goal Setting system in a leading automotive company.

The consulting assignment involved a series of structured interactions with the senior and middle level executives of the client organization and led to individual goal setting as a first step in rolling out the performance management process. The intervention for middle and senior management functionaries of the client organization took them through a series of steps and methodology for goal setting, performance management and performance counseling.

Leadership for change for senior/top management executives for a leading textile industry.

The client organization was implementing an aggressive turnaround strategy. The intervention which included 360° appraisal and a series of workshops emphasized new behaviours that would support business strategies and identified a number of key leadership initiatives with potential for making significant impact on the performance of the organization.

Developing HR strategy and systems for a leading leather and textile industry organization.

To support its current and future business, a comprehensive performance management and performance based incentive scheme was developed for the client organization.

Training strategy and training need identification for the employees of provident fund organization.

Mentoring System for Employee Retention.

The client organization wanted to implement “Mentoring” for young executives as a tool for retention. The assignment involved training of more than 125 senior executives of the client organization in mentoring skills and developing a shared understanding on the structure of mentoring and the process for review and evaluation.

Organization Development review of the Health System in the State of Uttarakhand.

The assignment included a diagnostic followed by a comprehensive redesign of the organization structure, performance management system and cadre review of the Health Sector in the State of Uttarakhand.

Organization restructuring and review of key HR Systems in the infrastructure development organization in Orissa.

Carried out under the aegis of the International Management Institute, the assignment included a diagnostic on a large cross section of employees and development of a new organization structure, competency modeling, performance management system, training policy and promotion policy for executives and workmen.

Organization Review of a Dubai based food company.

The assignment, carried out under the aegis of Mindfield Consulting, Dubai, involved a company wide questionnaire/interview based organization diagnostic survey that led to identification of gaps in structure, strategy deployment and key HR systems and processes.

Career Transition of Management Trainees.

This programme was specially developed for a leading oil company to help it induct young engineering and management graduates into the realities of the corporate world. The programme consisted of a 3-day module that led the participants into exploring the dynamics of transition from the academic to the world of work and provided a perspective of critical skills required during the early phase of their career. Spread over several months, the programme covered more than 600 management trainees in 10 workshops.

Psychometric profiling for assessing scientific potential.

The assignment involved psychometric profiling of about 200 candidates in order to identify their scientific potential. The profiling was done as an input into the selection of scientists in a large R&D Centre.

Organization Development review of the Health System in Madhya Pradesh.

The assignment, currently underway, is part of the layer reforms of the health sector in Madhya Pradesh. The objective of the assignment is to redesign the health delivery structure in the state and reconfigure key HR systems and processes that can support execution of health strategy.

HR Policies for the unbundled Electricity Board in Assam.

The state electricity board was unbundled into three separate entities namely generate, transmission and distribution companies. The assignment involved development of comprehensive HR policies for the three entities notably the competency based performance management system, promotion policy and cadre restructuring and performance based incentive schemes.

Organization Development review of the Health System in Bihar.

The assignment, currently underway, is part of the reforms of the health sector in Bihar. The objective of the assignment is to redesign the health delivery structure in the state and reconfigure key HR systems and processes that can support execution of health strategy.

Design of Competency based Performance Management System and Compensation review at the country’s leading NGO.

The assignment, currently underway, involves designing and rolling out a competency based performance management system for the client organization besides a compensation review and mapping and documenting governance standards and procedures.