Services

Each organisation is unique. So it needs a unique solution for implementing its HR Agenda. We help organisations evolve it.

Broadly speaking, we work in three areas:

    1. Building cultural capabilities:

The most important job of the leader is to create the right work culture. We help organisations identify and develop cultural pillars that support business strategy.

  1. Performance Management Systems:

    We help organisations evolve a Performance Management System with their group of Managers.
    We train managers for conducting effective performance Appraisals and Feedback.

  2. Executive Coaching:

    Trained by Results Coaching System, we coach Managers for effective work life and to discover their potential.
    We train managers to coach the employees.

View Archives of work done in the above categories here.

One Response

  1. Rajeev Joshi
    Rajeev Joshi / 8-22-2017 / ·

    My comments are as below.

    Before 1991, Indian economy was a highly regulated one where public sector played an important role. Government went in for economic liberalization in the year 1991. Gradually it opened up the economy for foreign players and by 1993 India started attracting substantial amount of FDI. After the entry of foreign institutional investors in the country, for the first time the focus had shifted from providing social security through jobs to profit making. All the companies started looking for different options available to them in terms of employment in order to decrease their labour costs.

    And so, companies started hiring through contractors which resulted in sharp increase in the employment of contract workers. Organizations realized that using contract labour was proving very efficient, as it provided them with the kind of labour flexibility required. Using contract labour not only made them price efficient, but also improved their productivity. Lack of guidelines in CLRA Act on usage or non-usage of contract labour in “core activities” prompted organizations to use contract workers in core activities too.

    The issue of usage of contract labour has been debated for long now. One of the main reasons for this debate parity of wages –wage differences that is observed between the permanent and the contract workers.

    There have been many cases have involved sham and bogus contracts/contractors. But the current central act does not define or elaborate on these. Hence there have been lots of ambiguities and misunderstanding regarding what exactly qualifies as a sham and bogus contract and what are its implications. Hence the term “sham and bogus contract/contractors” should be clearly defined and included in the act.

    I think we should be able to look at this subject with the perspective that , Do I want to be a good employer, if the answer is yes, then, I will adapt to fair employment practices and work within the preview of labor laws. Importantly, given the fierce competition & for ease of business, it is time to have a re-look on all the labor laws for inviting suggestion for amending the laws and whether we want to change with the time in this age of outsourcing & shared services as jobs of today no longer as the job as were few decades back. World is changing and so is technology, market dynamics!

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