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Pure Talent Services Pvt. Ltd.
www.puretalentservices.com
( GF , Tapasya Tower Sector 126 , Noida)
Contact – 9910069540
HR Advisory and Consulting
Our Approach
Model for Organization Effectiveness
Structure
System
Style
Staff
Skills
Strategy
Shared
values
When all the elements are not aligned and mutually not reinforcing , then its Org
Challenge
Pure Talent offers simple solutions to clients to meet
these Organization People
Challenges
Our Approach to Talent Management
Productivity
Selection
(Win and Acquire) Training
TALENT
• Key Talent Search
• Enabling with Assessment tools
• Enabling Structured Recruitment process
• Enhancing Competency based Interviewing Skills / tools
• Providing Systematic process for Succession Planning.
Talent Selection
Pure Talent Services
• Enabling Org Structure supporting Business plans
• Facilitating Role clarification in context of business goals
• Driving Performance Management & Setting KRAs
• Strategy linked Competency framework Development
• Training/ HR process and system
• Individual guidance and coaching based on 360 degree feedback
• Employee Engagement surveys and report
Talent Productivity
Pure Talent Services
• Customized Program based on initial diagnosis
• Training Need Analysis and report
• Foundation Leadership Program – Basic and advance
• Effective Interpersonal Orientation
• Ma ager’s Toolkit Progra
Talent Training
Pure Talent Services
Service Category Projects Delivered Client
Talent Management • KRA Setting and Driving
Performance Management
•Competency Framework
roll out
• Business Planning and
road mapping
Leading packaging
company
Large Chemical Business
SME - Medical
Talent Development People Management for
Team Leads
Leadership for Future
Managers
Influencing skills
Enhancing Effective
Customer Satisfaction
Negotiation Skills
Large IT multinational
Diversified business
group
IT major
Leading Apartment
Hotel
Diversified Group with
interest in Life Sciences
Sample Example
Company Large Diversified group
Project SMART KRA and Driving
Performance Management
System
Steps
• Make it 3 times in 3 years 1500 crore
• New CEO
• Non Supportive Team
• No concept of SMART Objectives
• Terms agreed
Situation Assessment
•Business Plan / Deliverable
•SMART Objectives 14-15
•Facilitator
• Project Plan
•Data Gathering on PMS
• Workshop design
• Business Meetings to plan the road map
•Team
Action Planning •Workshop Delivered
Objectives Set
•Business HR partnered
•Inputs on Year growth plan
•Resistance managed
•Deadlines adhered
Implement
•Documents submitted to HR
Evaluate and feedback
Project Plan
12
Module Weeks
1 2 3 4 5 6 7 8
Phase 1- Organization
Understanding and expectation
gathering
Project Planning
Business Understanding
Leadership Interviews
Phase 2 - Execution
Project plan meeting- Direct Reports L1
Workshops on KRA settings
Facilitation of KRA setting
Validation & Submission to HR
Name Abhinav Kumar
Adhesive (AD) Department Adhesive
Designation
Document no AD2
KRA for 2014-15
Accountabilities S. No Actions KPI ( Key Performance Indicator)
Weightage (Should be 100%)
Period
PERFORMANCE MEASURE (Target & Measurement Criteria)
Production
To achieve daily production plan
1a To control batch preparation time before charging of Reactor.
Lapse Time between Two batches.
10 All Q Time taken 4hrs
1b Reactor discharging time Deviation of reaction time
10 All Q Time taken with respect to quantity 1600kg/Hrs
Quality
To Ensure quality standards are maintained
2a Efficient process control to produce quality products so that no rework is more than 0.4%
Number of batches 10 All Q 0.4% of total production
2b On line sample control On line QC 10 All Q Not more than 6
Process
To Ensure process loss
3a To maintain the yield as per standard Loss of product/solvent
10 All Q % yield
3b To minimize repacking of FG Loss of product/solvent/ packing materials
10 All Q
Maintenance
To minimize breakdown of Reactor/ Machines/ utilities time
4a Work Order/ Break down reported to Maintenance
Time deviation to restart Reactor/ Machines/ utilities time
10 All Q identification of problem within 30mins
4b Identification of root cause Rework and loss of time
10 All Q
Housekeeping /5S
To ensure 5S achievement
5a 5S implementation up to second level Good housekeeping and control
10 All Q Check list
5b Provide two trainings to members of 5S Deviation from 5S 10 All Q Training form and feedback
Usefulness
• To streamline PMS
• To align Business Plan with Employees
performance
• To evaluate performance objectively and not
on adhoc basis
• To enhance Employee Productivity
Sample Example
Training Module
Competency based
Interviewing Skills
17
Evaluation and Classifying
data/info
Based on Competencies
Over All Construct
Various Models like STAR/
SHARE to get effective Candidate response
(Module III)
Framing Behavior Questions related to
Competencies
(Module II)
Selection biases/traps and understanding
significance of Competencies
(Module I)
Background and context setting
Introduction and Background
Building Competencies for Org Future
Clients Competency framework
Quiz to identify the competencies from framework
Challenges in Selection and moving to
Competency based Selection
Interview as a tool for selection
( Gut , conventional , trait , behavior )
Learning Approaches , Biases and Issues in Selection
Competency based interview focus on Behaviors
How to frame questions related to
competencies?
Closed and Open ended questions
Interaction & Discussion thru exercise and game
Behavior based questions
Difference between Behavior and Non Behavior based
questions
Sample Behavior based questions based on Clients
competency based competency framework
Creating Behavior based questions
Overall Session Design
How to questions and probe to assess on
competencies? EAR Model OR STAR Model OR SHARE Model
( For effective response from a behavior based questions )
Identifying EAR ( Event , Action Result ) from examples of
different responses
Asking questions / Pausing / reflecting questions /
paraphrasing/ summary question
Probing for additional information
Different Ways of probing
Mini Role play - Interviews
Listening Skills
How to use competency framework in
Recruitment and selection? ORCE PROCESS
Classification of Positive and Negative
Indicators Observation
To help identifying the positive and negative indicators from
the notes / observations
Data Analysis for Evaluation on
Competencies Recording
classifying
Evaluating
Role Play on live roles
Overall Session Design
• To Organization who seek right talent
• To bring standards in selection process
• It helps to avoid all selection biases and traps
• To influence team to focus right competencies
• To select talent for future
Usefulness
Why us
Varied Industry Expertise
End to End Solutions
Collaborative Approach
Implementation Focus
Efficiency and Affordability
Pure Tale t “er ices ha dled the assig e t of goal setti g for our Managerial People at our Chemicals Business. They were able to put across
the concept in a simple and clear way and could establish a connect with
his audience. Overall the did a pretty neat job and the feedback of CEO and
the Busi ess HR Head as ery positi e.
Executive Joint President - Global HR and Corporate Affairs | Large Business Group in Packaging Industry
Client Stories
www.puretalentservices.com
Our organization is highly benefited from the training undertaken by Pure
Talent Services you. We really appreciate the method of training and its
outcome. There is tremendous improvement in Line staff as well staff in
managerial position. We look forward for organizing another program in
near future
Finance Controller Leading Apartment Hotel
“Pure Talent “er ices have successfully completed the project assigned to
them and we are truly delighted with the results which are better than our
initial expectations. Output from the project is helping us formulate our HR
and business strategies effectively and will help us extract superior
performance from our HR assets.
Their dedication and commitment to the project stands out as a major
differentiator and we value them for the same. We look forward to closely
working with Pure Talent in future and wish them the best for future.
CEO Chemical Business
www.puretalentservices.com
Client Stories
Pure Talent Services was engaged to set KRA for FY 2014-15 and also
conduct the KRA workshops. They would have completed the exercise
merely in 10-15 days and handed it over to the HR department and CEO
but they spent around two and half months; interviewed the
representative from various departments, met with all others at junior
level, have gone through each and every role thoroughly and guided the
complete team to write KRAs best in quality. The current KRA is best in
class and is aligned with our business objective and plan to be achieved in
FY 2014-15. This is the first time our employees have so much of clarity on
KRAs. 100% credit goes to Pure Talent Services who have given their
precious time and more over engaged the complete team to set the
objective clearly for FY 2014-15.
Thanks to Mr. Khalid and I would recommend him to any progressive
organization to take benefit of his skills and k o ledge
Business Human Resources , Manufacturing
www.puretalentservices.com
Client Stories
Our Clients
Thru Business Partners
About Us
Our Founder , Khalid Mohammad has 23 years of Corporate/Consulting experience in HR
with a number of domestic and multinational organizations like Hero Honda Motors, ICI
Paints, DHL, Jubilant Organosys ( Life sciences). His last assignment was as HR Head of a Swiss
MNC called Landis + Gyr ( Toshiba )
www.puretalentservices.com
Our Team - Consist of Sr HR Professionals / Consultants / Trainers
Business Alliance – Think Talent
We will be delighted to present you with further details.
Email – [email protected]
Phone – 9910069540 / 8860053303