Advisory

"Culture eats strategy for breakfast."
- Peter Drucker

OVERVIEW AND STATS

• Team Size: 15 in-house consultants supported by a network of 500+ consultants across India.
• Background: Our team brings experience from global organizations like Dale Carnegie, KPMG, Deloitte, Aon, Korn Ferry, and Mercer.
• Pricing: High-quality consulting services at competitive global rates.
• Culture Transformation: We create the conditions for organizations to unlock their people’s potential.
• Global Reach: Serving clients across continents, we provide scalable solutions with local precision.
• Key Clients: Kia, Bajaj Finserv, Epson, Lenovo, Swiss Re, Crisil, One Assist, and many others.

ORGANIZATION TRANSFORMATION

INDUSTRY TRENDS

Leadership - Leading In Crisis

‍

• Top global CEOs are prioritizing "thriving" over merely "surviving" in today’s dynamic and interconnected business landscape.
• Competitors are now collaborating by sharing insights like, "How are you addressing this issue?" and "Here’s our approach." This cooperative mindset reflects collective resilience, transcending traditional rivalries.
• These leaders are mastering the delicate balance of empathy and effective execution to address the diverse needs of global stakeholders. Instead of offering pre-made solutions, they position themselves as thought partners, fostering deeper insights through open-ended questions. This reflects the growing emphasis on Situational Leadership, where coaching takes precedence over directive leadership to nurture future leaders.

Change Management - Engaging and Enabling People Through Change

‍

In a time of rapid global transformation and increasing diversity in the workplace—including a mobile and remote workforce—engaging and empowering talent has become a critical priority for businesses worldwide.

Key strategies to adapt to the “new normal” include:

• Maintaining consistent and transparent communication with employees across geographies.
• Prioritizing employee health, safety, and well-being.
• Proactively addressing mental health challenges to reduce workplace stress.
• Optimizing time management to balance productivity and flexibility.
• Streamlining non-essential activities for improved efficiency without compromising output.

Cost Optimization

‍

• Organizations globally are adopting a phased and strategic approach to cost optimization, considering the widespread and prolonged effects of recent global disruptions.

Short-term cost-saving measures include:

• Eliminating travel, canceling events, postponing new hires, and delaying product launches.
• Reducing variable expenses like bonuses, sales incentives, and material costs.

Broader strategies include:

• Auditing operating models for redundancies.
• Revisiting supplier agreements and renegotiating contracts.
• Optimizing headcounts and restructuring facilities.
• Outsourcing non-core support functions to improve efficiency.

BUSINESS CASE STUDIES

‍

Case Study 1: Workforce Cost Optimization for a Multinational Conglomerate

Client Overview:

A globally recognized conglomerate with operations spanning automotive, paper, and healthcare sectors.

Key Features:

Redesigned operating models, organizational structures, and governance mechanisms to align with Vision 2020–22.

Targeted business areas:

Automotive belts, paper, and tires.

Client's Business Challenge:

High workforce costs and outdated organizational frameworks posed challenges in navigating market downturns in sectors such as automotive and paper.

Key Outcomes:

The project achieved 15–20% workforce cost savings by optimizing operational frameworks, restructuring organizations, and improving governance strategies.

‍

Case Study 2: Organizational Redesign for a NABH-Accredited Daycare Hospital Chain

‍Client Overview:

A leading NABH-accredited daycare hospital chain.

Key Highlights:

• Redefined the organization’s vision, mission, and values.
• Implemented enhanced performance management systems and revamped variable pay structures.
• Conducted a comprehensive review of workforce plans across all units.

Client's Business Challenge:

The existing organizational structure and workforce expenses were inefficient, necessitating an updated compensation system integrated with the performance management framework.

Key Outcomes:

Introduced a variable pay model integrated into the redesigned performance management framework, resulting in improved operational efficiency and employee engagement.

‍

HIGHLIGHTS OF OUR WORK IN ORGANIZATION TRANSFORMATION

‍

• Crafted job descriptions and KRAs for key roles at a global pharmaceutical leader.
• Executed a workforce redeployment plan for a $50M IT firm, boosting margins by 6% in 3 quarters.
• Led Organization design and workforce planning for clinical & non-clinical roles at a FIFA-accredited hospital in Qatar.
• Advised the Ministry of Health & ILO on global talent strategies, presenting insights in Brussels & the Philippines.

‍

HUMAN RESOURCE TRANSFORMATION

‍

INDUSTRY TRENDS

Talent Management: Developing Sustainable Processes

‍

Organizations worldwide are reimagining talent processes to align with the shift toward virtual connectivity. Intentional design, rather than replication of traditional methods, is essential for success.

‍

Reimagining Rewards: Linked to Contribution and Skills

‍

Compensation models are evolving to prioritize measurable contributions and skills, with variable pay structures tied to value creation and performance.

‍

Gig Economy: Flexible Talent Models

‍

To embrace a diverse talent mix, companies are scaling up gig-working models and flexible arrangements while implementing robust frameworks to ensure seamless execution.

‍

Wellness and Psychological Safety

‍

Holistic well-being is becoming a cornerstone of employee engagement. Organizations must create psychologically safe environments where employees feel empowered to express themselves authentically.

‍

AI and Analytics in Talent Management

‍

Organizations are leveraging AI-powered analytics to support managerial decision-making, particularly in performance and talent management. These tools ensure data-driven, objective strategies that enhance efficiency.

‍

Job Crafting: Death of Generic JDs & Increasingly Personalized Jobs

‍

• With employees increasingly seeking to showcase their individuality and diverse specialized skills, successful organizations will transition to more flexible job structures.
• Job crafting, which involves tailoring roles to individual strengths and preferences, will become a norm. The future workforce will feature more unique roles supported by flatter, highly adaptable organizational structures.

‍

HIGHLIGHTS OF OUR WORK IN HR TRANSFORMATION

‍

• Developed comprehensive job descriptions and KRAs for critical roles in India’s global pharmaceutical sector.
• Led a performance management initiative for a daycare hospital, including visioning sessions with promoters.
• Established and managed the PMO for JK Organisation, overseeing three distinct manufacturing entities.
• Implemented an Extended Sales Performance Management system for a telecom giant, driving market dominance.
• Designed talent offboarding and severance processes for the Retail, Manufacturing, and IT sectors.