Pure Talent Services Pvt. Ltd.

Transcription

1 Pure Talent Services Pvt. Ltd. HR Advisory and Consulting ( GF, Tapasya Tower Sector 126, Noida) Contact

2 Our Approach

3 Model for Organization Effectiveness When all the elements are not aligned and mutually not reinforcing, then its Org Challenge Structure Strategy Shared values System Pure Talent offers simple solutions to clients to meet these Organization People Challenges Skills Style Staff

4 Our Approach to Talent Management Productivity TALENT Training Selection (Win and Acquire)

5 Talent Selection Pure Talent Services Key Talent Search Enabling with Assessment tools Enabling Structured Recruitment process Enhancing Competency based Interviewing Skills / tools Providing Systematic process for Succession Planning.

6 Talent Productivity 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

7 Pure Talent Services Talent Training 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

8 Service Category Projects Delivered Client Talent Management KRA Setting and Driving Performance Management Leading packaging company Competency Framework roll out Business Planning and road mapping 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

9 Sample Example

10 Company Project Large Diversified group SMART KRA and Driving Performance Management System

11 Steps Make it 3 times in 3 years 1500 crore New CEO Non Supportive Team No concept of SMART Objectives Terms agreed Situation Assessment Action Planning Business Plan / Deliverable SMART Objectives Facilitator Project Plan Data Gathering on PMS Workshop design Business Meetings to plan the road map Team Workshop Delivered Objectives Set Business HR partnered Inputs on Year growth plan Resistance managed Deadlines adhered Implement Evaluate and feedback Documents submitted to HR

12 Project Plan Module Weeks Phase 1- Organization Understanding and expectation gathering Project Planning Business Understanding Leadership Interviews Project plan meeting- Direct Reports L1 Phase 2 - Execution Workshops on KRA settings Facilitation of KRA setting Validation & Submission to HR 12

13 Name Abhinav Kumar Department Adhesive Designation Document no AD2 KRA for Accountabilities S. No Actions KPI ( Key Performance Indicator) Weighta ge Period (Should be 100%) Adhesive (AD) PERFORMANCE MEASURE (Target & Measurement Criteria) To achieve daily production plan Production 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 To Ensure quality standards are maintained Quality 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 Process Maintenance Housekeeping /5S 2b On line sample control On line QC 10 All Q Not more than 6 To Ensure process loss 3a To maintain the yield as per standard Loss of product/solvent 10 All Q % yield Loss of 3b To minimize repacking of FG product/solvent/ 10 All Q packing materials 4a 4b 5a To minimize breakdown of Reactor/ Machines/ utilities time Work Order/ Break down reported to Maintenance Identification of root cause To ensure 5S achievement 5S implementation up to second level Time deviation to restart Reactor/ 10 All Q Machines/ utilities time Rework and loss of 10 All Q time Good housekeeping and control 5b Provide two trainings to members of 5S Deviation from 5S 10 All Q 10 All Q Check list identification of problem within 30mins Training form and feedback

14 Usefulness To streamline PMS To align Business Plan with Employees performance To evaluate performance objectively and not on adhoc basis To enhance Employee Productivity

15 Sample Example

16 Training Module Competency based Interviewing Skills

17 Over All Construct Evaluation and Classifying data/info Based on Competencies 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) 17

18 Overall Session Design Background and context setting Challenges in Selection and moving to Competency based Selection Introduction and Background Building Competencies for Org Future Clients Competency framework Quiz to identify the competencies from framework Interview as a tool for selection ( Gut, conventional, trait, behavior ) Learning Approaches, Biases and Issues in Selection Competency based interview focus on Behaviors Closed and Open ended questions Interaction & Discussion thru exercise and game How to frame questions related to competencies? 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

19 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? Classification of Positive and Negative Indicators Data Analysis for Evaluation on Competencies ORCE PROCESS Observation To help identifying the positive and negative indicators from the notes / observations Recording classifying Evaluating Role Play on live roles

20 Usefulness 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

21 Why us Varied Industry Expertise End to End Solutions Collaborative Approach Implementation Focus Efficiency and Affordability

22 Client Stories 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 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

23 Client Stories 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

24 Client Stories Pure Talent Services was engaged to set KRA for FY and also conduct the KRA workshops. They would have completed the exercise merely in 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 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 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

25 Thru Business Partners Our Clients

26 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 ) Our Team - Consist of Sr HR Professionals / Consultants / Trainers Business Alliance Think Talent

27 We will be delighted to present you with further details. Phone /