A predictable sales force, means higher probability of consistent organizational performance
Target achievement alone is not an indicator of capability and future consistency of your sales force. There are factors like competencies, efforts and market potential which have to be monitored, analyzed, and reviewed. Recruitment policies and practices have to be aligned with the business strategy
Competency frameworks provide inputs to Organizations on the Behavioral and Technical competencies that will make employees successful in their roles
Competency framework forms the basis for recruiting capable candidates; making them job-ready; preparing them for future roles; running assessment centres; identifying talent pool and succession planning
Career path defines the road maps to employees on all possible roles that they can aspire for within an organisation or a group.
Career path clarity is considered to be one of the most important motivators for employees. Employees prefer to have options to choose their career path. Career path clarity will help the managers and the HR Team to support and nurture the employee's aspiration.
Efficient roll out and complete implementation of strategy is vital for any organization to be able to evaluate effectiveness of strategy
Any effort to zero down on a perfect strategy is meaningless till such time a scope is created to implement it completely. Documenting and rolling out strategies by design will give you enough data points to improvise your business strategies.
Learning architecture is about how various stakeholders in an organization support and complement each other in the process of learning - it shows the structure of how an organization learns.
Any change in an organisation is possible only once all stake holders play their role in supporting each other. The learning architecture focuses not only on the learning requirements but also on providing the right environment to nurture talent in an organisation
Harness the potential of the resources through focused studies and customized learning initiatives
Building the performance efficiency of employees is essential for achieving higher market share and profits for any organization
This engagement builds future leaders and steers the entire organisation towards greater aspirations
Organizations across the globe strive to identify and manage talent. These are highly capable, intelligent, and quick learning resources that we are talking about. A hike in salary package, grade, or designation may not keep them motivated for long.
To enable managers to play their role in organizational development
A manager must be capable of the following to justify her/his role
Building organizational culture by design
Charting an organization's journey without defining the culture may lead to situations such as these
To enable leaders to play their role in organizational development
“The most important strength a leader brings to the table is the culture. Leaders are the torch bearers of the behaviors and values that an organization is striving to build.”
To build cohesive teams that have higher probability of delivering value to organisations.
It takes efficient teams to build high performance organizations. Constructing efficient teams will mean better talent retention and reduced employee attrition.
To enable the HR Team to design, develop and deliver L&D initiatives.
The HR team in any organization must be a strategic partner to their business team. It is possible to achieve this goal only if the HR team can identify the business needs, develop and roll-out initiatives.
Develop detailed organizational processes inclusive of RACI, empowerment, escalation and exception matrix.
Process adherence means building consistency for organizations. It is, therefore, important to have clearly defined policies and processes.
Define/reengineer recruitment, L&D, engagement processes & practices.
Harness technology to build paper free organisations; reduce expenses on collaboration; and manage knowledge.
One major reason for organisations delaying new initiatives is to wait for the leadership team to meet and discuss. By harnessing technology, this delay and operational expenses can be phenomenally reduced.
Develop custom workshops based on the client's needs and facilitate the same.
Learning requirements are unique to every organisation. Hence the learning interventions have to be custom developed to create the right impact on performance.
To build organisational behaviors and culture. To influence employees to greater aspirations
In every organization, it is essential for stakeholders to drive the various capability building initiatives themselves and reduce dependence on external resources.
Skilled and unskilled laborers learn better through on-the-job training. The best bet is to make the managers responsible for making their team members job ready.
In this approach, standardization of learner experience is difficult to manage. Audio Visual Training programs can fill this gap very efficiently. Managers can play these AV modules right at the shop floor; conduct quizzes to integrate and reinforce knowledge. Post AV training, the managers can demonstrate how the tasks have to be performed and hand hold the employees to practice the tasks. AV training integrates the use of text, video graphics, photos, animation and sound to produce an effective learning environment right at the shop floor. The trainee can come back and refer to the AV modules at any given time in case she misses out on some pointers. AV training will help you standardize learner experience and enable managers to train their team members on-the-job.
Human resources are the most important assets of any organisation. As we would all agree that continuous learning is important to keep employees productive and competitive.
Managers often find it difficult to team members them from their routine work to attend learning interventions. Enterprise eLearning Solutions could become a smart component of comprehensive blended learning approach to tackle this challenge. It helps OD professionals to develop designs based on which class room interventions can be maintained at a very optimal level and yet all learning requirements of the target segments are achieved.