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Organization Cultureis complex & layeredWe simplify it and make it measurable
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BUSINESS
COMMUNICATIONSTRATEGIC HR
ORGANIZATION CULTURE
Integrating Business Processes & Strategic HR along with a key focus on Internal Communications to build sustainable Organizations!
Our Focus Area
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Some Of Our Clients
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Culture Solutionsfor Fast Scaling OrganizationsScale the internal organization at the same speed as the business by integrating new hires faster, developing people quicker and creating stronger internal communication channels
VIEW CASE STUDIES
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Longer & unengaged Inductions lead to delays in employees performing at 100% potential on joining. We’ve reduced unengaged 6 – 8 weeks Inductions to crisp yet impactful 3 – 4 weeks engaged Inductions via:
Structured Organization Wide Inductions
Detailed Function Specific Inductions
Integrating New Joinees Faster
With a conscious focus on Talent Development for faster Individual & Organization Growth, we’ve impacted Employee Efficiency & Productivity by minimum 7% across the year (amounting to Lacs of rupees) via:
Monthly / Quarterly Goal Setting (via the OKR Methodology)
Crisp & Objective Feedback Mechanisms thereby resulting in quicker and focused improvements in performance
Organization & Function Specific Training Need Identification & Analysis
Talent Identification & aiding their growth by developing Career Paths & Individual Development Plans (IDP’s) along with project managing the same
Developing Talent Better And Quicker
Engaged Employees are motivated employees. Increased engaged employees by 30% have been achieved by us via:
Improving Top to Bottom Communication (Transparency of Business Goals, Changes in the Organization, access to Owners to keep employees engaged etc.)
Improving Bottom to Top Communication (Open Door Policy, Opportunity to understand real time concerns, suggestions and solutions for quicker corrective actions and to keep employees engaged)
Improving Lateral Communication (Inter-department and Brainstorming)
Improving Internal Communication
Our Solutions for Fast Scaling Organizations
Developing People Quicker
Integrating New Hires Faster
Improving Communic
ation
Individual - Monthly Feedback Meetings:• Ongoing dialogue initiated between
employees & their managers for performance communication & achievement tracking
• Provided employees with the opportunity to assess their own performance and focus areas
• Helped employees improve what they do & how they do it, thus enabling them to achieve defined goals
Town Hall Meetings:Effective communication across offices was initiated in Town Halls via video conferencing tools to discuss:• Business progress & New Business Ideas• Employee Feedback & suggestions
Introduction of a Grievance Helpline:• With the aim to encourage feedback &
grievance communication, grievance resolution SOP for blue collared staff was implemented
• Ensure inputs from people at all levels were taken into consideration
Objective Setting Framework:• KPIs were defined and cascaded throughout the
organization which helped to align Individual Goals to achieve Strategic Organization Objectives
Monthly Feedback Meetings:• Regular Feedback sessions helped employees understand
their current performance levels and where is it that they need to improve
• Helped identify training & developmental needs
Individual Development Plans• Concentrated efforts on IDPs helped employees enhance
their own skills & become better contributors to the success of the organization
Objective Setting Framework:• Performance objectives, in alignment with business
objectives, were defined for each team and Individual
Individual Development Programs• Specific & trackable development plans were
drafted for high potential talent• Effectiveness tracking of Development plans done
on a monthly basis
Individual Monthly Feedback Meetings:The following topics were attended to:• Guidance needed to improve soft skills and
achieve KPIs• Tracking established KPIs
Induction:• A robust induction was put into place to ensure that new
joinees get trained quicker and perform faster (3-4 weeks) as compared to taking 6-8 weeks start performing at expected levels
• This helped achieve the best out of people while they are in the organization
Transparent Communication:
Town Halls:• Helped increase transparency throughout the organization
e.g. Department Performances / Company Future Developments etc.
• Helped the Core Team understand the future direction of the Organization
Core Team Meetings:• Helped the core team members voice their existing problems
& come up with solutions to achieve Organization’s goals
Induction:• Induction SOPs created to communicate
Organization’s cultural values to new joinees (Blue collared workers)
Induction:An end to end intensive induction program was charted out. This gave the new joinee an objective view of the company, Organizational culture & work ethic, which allows the employee to better integrate into
Introduction of Town Halls:To encourage dialogue, discussion & feedback with the aim of learning and better alignment, monthly Town Halls were initiated
Ecommerce Client’s Culture Objectives• Cultivating a culture which values Objectivity &
Transparency• Develop a culture of Ownership for the core team• Maintain a Leadership position & the pace of innovation
in the highly competitive e-commerce sector
OnDemand Cleaning Services Client’s Culture Objectives• Develop a culture of ownership for all employees in the
Organization. Have active involvement/participation of Mid & Top Level Management Team in Goal Tracking and Achievement
• Build an inclusive & open culture in a business that has both Blue and White collared employees
• Create a company-wide, unified culture across multiple offices in different locations across the country
Digital Marketing Client’s Culture Objectives• Build a culture that fosters Excellence & High
Performance • Build a culture of Learning & Mentoring• Develop an Organization where business objectives are
aligned with individual objectives
Achieving Different Cultural Objectives Via Our 3 Focus Areas
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Culture AuditEvaluating Organizations on their Actual vs Expected Culture ScoreIdentifying Culture gaps via a scientific methodology which further aid in identifying and fixing Organization Gaps
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CULTURE AUDIT PARAMETERS
The Organization stands for something meaningful
People enjoy their work
People's strengths get discovered and magnified
The Organization does not have bureaucratic rules
People can be themselves & are not forced to fit into an
image
The Organization is transparent &
communicative
Evaluation Parameters Of The Culture Audit
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People enjoy their work
People's strengths get
discovered and magnified
The Organization
stands for something meaningful
CULTURE SOLUTIONS
Integrating New Joinees Faster
Developing People Better & Quicker
Improving Internal Communication
CULTURE SOLUTIONS
Developing People Better & Quicker
Improving Internal Communication
CULTURE SOLUTIONS
Developing People Better & Quicker
Cultural Solutions via the Culture Audit
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People can be themselves & are not forced to fit into an
image
The Organization is transparent & communicative
The Organization
does not have bureaucratic
rules
CULTURE SOLUTIONS
Integrating New Joinees Faster
Improving Internal Communication
CULTURE SOLUTIONS
Integrating New Joinees Faster
Improving Internal Communication
CULTURE SOLUTIONS
Improving Internal Communication
Cultural Solutions via the Culture Audit
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Our Culture Experts
Our Strength
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Abhishek Jagasia is the Founder and Managing Partner at Kulture.Io. He earned a diploma in a Family Managed Course from S. P. Jain Institute of Management & Research, Mumbai.
He has spent three years working in his family business (Kay Kay Embroideries Pvt. Ltd.) to add value on professionalizing systems, processes and create a strong team to help scale the Organization.
Abhishek spends late evenings practicing ten pin bowling and also spends his time playing outdoor sports like volleyball.
Madhur Ramani is the Co-Founder and Managing Partner at Kulture.Io. He earned a degree in Electronics Engineering from the Netaji Subhash Institute of Technology, Delhi
He has spent seven years working with Siemens (which later became the Nokia Siemens Network) and Tejas Networks in Presales and Technical Support roles. He has worked directly with decision makers (CXOs & HR Heads) for over seven years and has a practical understanding of how organizational culture varies among startups, family businesses and large corporates.
An avid traveler and observer, Madhur loves exploring offbeat destinations and continually learning about business, technology and new cultures.
Management Team
14Reach Us:350, A to Z Industrial Estate, G.K.Marg, Lower Parel West, Mumbai – 400013 www.kulture.io | [email protected]
THANK YOU