consultancy development program ppt

© HR Initiatives 2004 The Complete HR Services Firm

Morgan Placement & consultancyHR Initiatives

The Complete HR Services Firm


Morgan Placement & consultancy Pvt. Ltd.

Hopeful RegardsGaurav Sharma

Asst. Manager Talent Acquisition(Head Trainer)

Morgan Placement & Consultancy Pvt Ltd Gwalior-474006 (M.P)

[email protected]

mailto:[email protected]


Training & Development Services

We carry out all services relating to “Training and Development” programs for our client organisations like:– Training needs analysis and development needs analysis

– Designing a training strategy to underpin corporate strategy

– Audit of the training function

– Designing learning and development systems tailored to the company's specific needs

– Evaluating the effectiveness of training programmes

– Prioritizing of the training budget

– Surveys in the area of corporate training


Vision & Mission

“To provide innovative HR solutions by continually exceeding customer expectations”

Vision

Use cutting edge technologies Utilize HR best practices

Mission


The HRI Services in HR Consulting

HR InitiativesServices

Training & Development Services

Consulting Solutions

Survey & Studies and diagnostics HR Policy, strategy and business solutions

HR Services Outsourcing

Recruitment Suite Payroll Suite


The HRI Methodology

We follow a methodology of participative consulting aimed at:

Building competencies within the organisation

High bias for implement ability in all our solutions

Buy-in of key employee and opinion groups


Our services in surveys and diagnostic studies are aimed at providing valuable insights on specific issues that clients face.Such services are usually part of a larger consulting solution but are offered as stand-alone products like:

Surveys, Studies and Diagnostics

• Organisational Climate Survey

• Employee Satisfaction Measurement

• Culture Assessment Surveys

• Leadership orientation assessment

• Comp & Benefits Survey


HR SolutionsOur services in HR solutions are aimed at providing tangible benefit perception to our clients:

Strategic HRM

HR Audit & Systems Review

Job Evaluation

Competency Mapping

PMS

Employee Handbook & Induction Manual


Recruitment Suite

Retained Search Mandated assignment for sensitive positions Discrete and focused by department and function

Contingency Search Generic in nature, non-exclusive

Payment on basis of candidate joining

Assessment Centre

Non-Assigned Role Group Discussions. Assigned Role Group Discussions. Interview Simulations. Fact Find Exercises. Oral Presentations. In-Basket Exercises Analysis Exercises. Scheduling Exercises.

Generic Services

Greenfield Projects Job Analysis Competency mapping Compensation design Reference checking


Complete end to end process with options of our/Client’s software in:

Payroll Suite

Processing of

pay slips

Generation of

reportsFiling returns


Training & Development Modules

We have standard training modules in several areas including the list provided below. However we do design and deliver training programs depending on specific client situations:

Presentation skills

Change management

Negotiating

Staff leadership

Selling skills

Effective teams

Conflict management

Coaching and mentoring

Customised Programs at all levels/mediums.

Standard and Customised

Training Modules


Why HR Initiatives?

Wealth of experienceAcross industries

Educational backgrounds

Exclusive clients

Focused attention

Quality and cultural match

Quality and cost awareness

Geographic Presence Delhi, Mumbai and Bangalore

Suite of ProductsFull service or specific based on client requirement

Enhanced value based capability


Prerequisites for Change

Vision: Develop, articulate and communicate a shared vision of the desired change

Need: A compelling need has been developed and is shared

Means: The practical means to achieve vision: planned, developed and implemented

Rewards: Aligned to encourage appropriate behavior compatible with vision and change

Feedback: Given Frequently


An Effective Change Sponsor Must Have

Power: to legitimize change

Pain: Personal Stake

Vision: Total in-depth view

Public/Private Role: Commitment and ability to support change publicly/ meet privately with agents

Performance Management: Ability to reward/confront

Sacrifice: Pursue change despite personal price


What Effective Change Leaders Do

Embrace change when it’s needed

Develop a vision for change

Communicate effectively

Shake things up by challenging status quo and encouraging others to do the same

Stay Actively Involved by walking the walk and being visible about it.

Direct, Review Implementation of change - continued participation - never done attitude. Be in position to notice and coach.


Role of Consultants

Assessment of: management, key players, barriers, opportunities

Coach/Develop/Train: help people adopt new behavior

Plan: Assist in process/knowledge

Values / Vision: Facilitate their development

Redesign Organizational Factors: Rewards, Reports, Re-engineer

Communications: Facilitate the process

Project Management Assistance


Change management

EffectiveChange

Equals

AlteringMind-set

HarnessingMotivation

ShapingBehavior

The Effective Management of Change Involves AnIntegrated Approach In Each Of These Three Arenas


Stages of change management

“Coming to Grips with the Problem”

“Working through the Change”

“Attaining and Sustaining Improvement”


Strategy/change implementation

“Coming to Grips with the Problem”

1.

Arenas of Change

Stages of Change Management

2. “Working through the Change”

3. “Attaining and Sustaining Improvement”

Changing Behavior and Developing Competency and Capability

Behavior(Capability)

Mind-set(Thinking/Understanding)

Breaking the Conventional Mind-set and Generating a Picture of the Future

Dealing with Reactions to Loss and Creating the Will to Succeed

Motivation(Emotional/Intuitive Dynamics)


The technology of leading sustainable changeMind-set

(Thinking/Understanding)

Stage Two:

Arenas of Change




“Workingthrough theChange”

Create a vision of the future & articulate the new mind-set.

Help people understand both the big picture & the details.

Communicate the purpose & benefits broadly.

Help people make the link between solving today’s issues & the new plan.

Hold “reality check” meetings to work through the threats, losses, and resistance.

Work through the leaders’ emotion/resistance first.

Use individual gain/loss analysis as as tool.

Discuss how to manage stress. Be supportive of one another.

Develop a new profile of leadership success.

Evaluate the top levels of management in stores.

Involve employees in building change plans.

Reward successes; expect & learn from mistakes.

Drive individual behavior change.


The technology of leading sustainable changeMind-set

(Thinking/Understanding)

Arenas of Change




“Attaining & Sustaining Improvement”

Continually update vision of desired future & teamwork.

Create forum for feedback & continuous learning.

Continue to articulate why’s & benefits.

Celebrate & reward successes.

Deal with people who will not change.

Establish two-way communication.

Involve people for buy-in.

Continue to support each other in managing stress & change.

Make sure systems & rewards reinforce desired behaviors.

Train incoming people in the new behaviors.

Coach, give feedback, & reinforce new behavior.

Deal with people who cannot change.

Stage Three:


Addressing mind-setLearn it thoroughly yourself.Build relationships.Explain the purpose of change. Help them understand

& teach concept. Articulate the benefits. Link daily activities to their higher purpose & benefits.Repetition: Provide frequent & consistent

communication about change & what’s needed.Paint a picture of the successful future using best

practices.


Addressing behaviorsModel desired behaviors & attitudes.Clearly define desired behaviors & behaviors that

need to change.Give feedback frequently to reinforce changed

behavior & correct wrong behavior.Coach & teach desired behavior.


SummaryYou have to be comfortable with the change before

you can get others to change.People can’t (or don’t want to) change when they

don’t understand.What, why, how, WIIFM.

You can’t intervene until you understand the situation.

Resistance is part of the change process.Work with it.

Address change at all three levels to be successful.Sustainable change occurs in steps.

Define your priorities. Don’t take on too much at once.


A stepped approach to change

StartX

A journey of a thousand miles occurs one step at a time.

Success

consultancy development program ppt

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