the accord story (1)

8/8/2019 The Accord Story (1)

1/32

Qwertyuiopasdfghjklzxcvbnmqw

ertyuiopasdfghjklzxcvbnmqwert

yuiopasdfghjklzxcvbnmqwertyui

opasdfghjklzxcvbnmqwertyuiopa

dfghjklzxcvbnmqwertyuiopasdf

ghjklzxcvbnmqwertyuiopasdfghj

klzxcvbnmqwertyuiopas

dfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjkl


2/32

ACKNOWLEDGEMENT

We express our deepest gratitude to Dr.Parul Jhajharia , Programme

Director, MBA (HR), Amity Business School, Noida for providing us with

her invaluable guidance, knowledge and support which helped us in

successfully completing this project.

We are also very grateful to Ms. Prachi Agarwal, Amity Business

School, Noida for her unwavering support during the course of the

research and afterwards.

We are thankful to the entire staff of Accord Consultants, Bangalore for

the support that they extended for our project.We are also deeply indebted to Ms. Anindita Dey, Consultant trainer,

Accord Consultants, for providing us with the valuable information and

insight about the company without which this project would not have

seen the light of day.

Finally, we take this opportunity to extend our deepest appreciation to

ourfamily and friends, for being with us during the crucial times of the

completion of our project.


3/32


4/32

VISION, MISSION, GOALS AND OBJECTIVES

Vision: By providing the best HR solutions to our clients we

seek to become the most sought after developers of humanand organization capital

Mission: To provide our clients customised solutions through

our 2 business divisions - Consulting and Training - in the

following areas:

Communication

Leadership

Teambuilding

Self and personality Development

Cross-cultural Effectiveness

Organisational Development

HR Strategy

Change Management

Goals: Accord plans to focus on new areas and add more

services and products to its offerings. It also plans to expand

its operations - nationally and regionally.

Accord also plans to add to its 50+ strong team in terms

of expertise and build internal capability to leverage on our

knowledge of the industry.

Objectives: The company provide canned solutions. Theknowledge and experience we have gained by working in


5/32

different industries with various clients have enabled our

specialists to provide the most versatile solutions, quickly.

International operations have begun with the establishment of

Accord Business Solutions Pte Ltd in Singapore.

VALUES AND STRENGTHS

Professionalism, quality and ethics are the foundation of

Accord. The founders maintain a very personal and genuine

intimacy with every customer. No Accord trainer has ever been

late; no programme ever cancelled and Accord has consistently

met the expectations and requirements of its clients. Any

requirement that has come in even as late as an hour beforethe appointed time of training has been addressed and even in

the most adverse situations, Accord has never compromised on

quality.

Accord prides in having completed 26 successful years. What

began as the fulfilment of a couple's dream - calling for huge

sacrifices which every member willingly and happily made - istoday a professional organisation that fulfils the needs of many

other organisations, steering their best resources towards the

path of success.

Like any company, Accord too has had its ups and downs, but

it has withstood the test of time, standing tall in its areas of

expertise. Accord has been in the industry for 26 successful


6/32

years solely on the strength of satisfied clients' references -

without a website (till 4 January 2010!), marketing team and

any kind of advertising.

PRODUCTS AND SERVICES

Areas of Expertise

The consulting solutions focus on "impact to client". They

provide result-oriented, end-to-end solutions in the following

areas:

Leadership Development

o Developing first-time leaders

o Developing trade union leadership

o Developing institutional leadership

Cross-cultural Strategy


7/32

o Working with diversity and multi-cultural teams

o Working and living abroad

o Doing business beyond borders and with foreigners

o Auditing content from a cross-cultural perspective

Organisation Development

o Transforming talent

o Conducting surveys (including employee satisfaction

surveys) and audits

o Restructuring and integrating organisational systemsand structures

o Culture building

o Developing internal trainers

HR Strategyo Mapping competency and assessment centres

o Managing performance

o Drawing up policies and guidelines

o Planning succession

Change Management

o Managing strategy, structure and work processes

o Managing perceptions

o Encouraging and facilitating innovation and creativity

Accord Training Solutions


8/32

Accord's Training Solutions are designed for corporate, non-

government and government organisations, educational

institutions and professional associations. Our training

solutions cover all aspects of training, learning and

development, including:

Design, development and delivery of customised trainingprogrammes

Development of training content

Delivery of client's training content

Deputation of Accord certified trainers at client premises

We have, so far, trained over 300,000 managementprofessionals, youths, students teaching professionals,

volunteers, activists and change agents from NGOs.

We have a unique approach to our engagements and all our

programmes and solutions are tailor-made for our clients.

Though we are headquartered in Bangalore, our team of

Accord-certified trainers are present in Hyderabad, Mumbai,

New Delhi, Pune and Chennai. This ensures and empowers usto deliver programs in any location in India.

ACCORD delivers workshops in 2 main formats:

Indoor programs

Outdoor and outbound training programs

While our unique and successful training approach is highly

interactive with games and simulations, it is also very practical

and focuses on implementation. Concepts and theories are

linked to achieve best results. Accord understands the need of

the customer and focuses the training solution to meet the

desired objective and need.

The founders of Accord lead from the front. Both Directors are

highly-recognised trainers in their own right, and it is their

skill, passion and versatility that make them equally successful


9/32

with children, adults and corporate at junior, middle and senior

levels. They add the 'personal touch' to each participant and

programme.

Accord's trainer pool is personally trained by Shiv and Mukta.

The 'Accord Quality' of training is stamped on each and every

programme. For Accord, training is not a business; it is apassion.

Their success is not in the number of programmes they run or

the revenue they generate. It is in the change they bring about

in the participants, and through them, the organisations. Their

greatest satisfaction lies in enhancing knowledge, developing

skills, shaping attitudes.

Entry Level Programmes

Name of the

program

Goal of the

program

Competency built

Global Effectiveness

To develop cultural sensitivity To become culturally neutral

To understand different cultural models

and be able to adapt to these cultural

models

Inter cultural Competence

Customer Orientation To understand customer needs, wants and

expectations

Develop Customer sensitivity

Customer Focus

Campus to Corporate To transition seamlessly from student life

to professional life and student life to

corporate life

Change Management

Written Communication Skills To write effective business letters and

emails through correct usage of language

Writing Skills

Articulation Skills To understand barriers to articulation

To know and develop techniques to

improve articulation skills

Articulation

Effective Meeting, Tele/Video

Conferencing Skills

To participate effectively at meetings,

teleconferences & video conferences

Oral Communication

Presentation Skills To develop self confidence and make

effective presentations

Self Awareness & Development

Problem Solving


10/32

Building Self Confidence and Self

Esteem

To develop the attitude to speak up

To overcome inhibitions while speaking up

To understand the importance of visibility

in a team

To be able to build a personal brand

Self Awareness & Articulation

Language Skills To develop an edge over others in the

English language in professional and social

environments

Communication skills oral & written

Personal Effectiveness To be personally effective in

Understanding self

Setting goals and making them work

Interpersonal relationships

Managing Time

Self Management

Working in Teams To understand concept of Team Work

Develop skills of working in teams

Teamwork and cooperation

Team Leads and Supervisor Programmes

Name of the

program

Goal of the

program

Competency built

Customer Orientation To understand customer needs, wants and

expectations

Develop customer sensitivity and service

Customer Focus

Leadership Basics To establish the foundation to become

effective leaders

Leading & Developing Others

Relationship Building for Influence

Achievement

HR for non HR Develop Human Resource Management

Awareness & Skills

People Management

Effective Meetings, Tele & Video

Conferencing

Approach Meetings with more sensitivity

Be professional in situations

Oral Communication

Cross Cultural Sensitivity Orientation to the need, relevance and

importance of Cross Cultural sensitivity

Development of requisite attitude and

skills for effectiveness in dealing with and

relating to people from multi cultural

backgrounds

Develop the fine art of corporate etiquette

Intercultural Competence


11/32

Presentation Skills To develop and enhance Presentation

Skills

Self Awareness

Professional Confidence

Performance Evaluation -

Giving and Receiving Feedback

Recognize the importance of a well

defined performance management process

Identify the performance management

cycle, the role of employees, managers

and organization in the cycle

Setting consistent performance standards

and goals

Develop requisite skills

Identify an effective review/appraisal

process

Developing subordinates

Interpersonal Effectiveness &

Conflict Resolution

To enhance Interpersonal Effectiveness

and relationships with peers, subordinates

& superiors

People Management

Planning, Prioritization & Time

Management

Understand and appreciate the need and

importance of time management

Develop a positive attitude

Sharpen their skills

Work Smarter

Working Strategically


Negotiation Skills To be able to Plan, Prepare & Conduct

Win Win Negotiations

Analytical Thinking

Relationship Building for Influence

Interview Skills To enable selection of the right candidate

through the interview

Communication

Analytical & Critical Thinking

Business Writing To understand the importance and

problems of written communication.

Write effective letters, emails and

business reports


Influencing others


12/32

Creativity and Innovation Understand importance & relevance of

creativity at work

Techniques of creativity

Using creativity on the job

Change and Innovation

Problem Solving

Corporate Etiquette To project a positive Self and Corporate

Image

Self Awareness


Managerial and Higher Level Programmes

Name of the

program

Goal of the

program

Competency Built

Coaching and Mentoring Facilitate the development of a Manager

as a coach & mentor

Coaching and Mentoring

Winning Global Manager Culturally competent International

Managers

International Management Effectiveness

Leadership Skills Look within and evaluate Executive and

Supervisory skills

Develop / enhance requisite competenciesand skills for present & future

responsibilities

Leading & Developing others


Advanced Presentation Skills Beyond the basic Presentation Skills Public Speaking

Performance Management

Skills(company customized module)

Measuring and bettering employee

performance

Talent Transformation

Team Building Skills(company /

team customized module)

Improve Team Effectiveness Team Building

Creativity and Innovation

Understand importance & relevance ofcreativity at work

Using creativity on the job

Change and Innovation

Problem Solving

Problem Solving and Decision

Making

Deciding how to Decide! Decision Making

Managing Interpersonal Relations Getting from No to Yes! People Management

Negotiation Skills To be able to Plan, Prepare & Conduct

Win Win Negotiations

Analytical Thinking

Relationship Building

Planning Prioritization & Managing Understand and appreciate the need and

importance of time management



13/32

Time Develop a positive attitude

Sharpen their skills

Work Smarter


Work and Life Balance and Stress

Management

Develop a fuller life

Managing midlife blues

Harnessing stress

Stress Management

Interview Skills To enable selection of the right candidate

through the interview

Communication

Analytical and Critical Thinking

Cross Cultural Effectiveness and

Corporate Etiquette

Orientation to the need, relevance &

importance of Cross Cultural sensitivity

Develop attitude, skills and etiquette for

effectiveness in multi cultural context

Intercultural Competence


14/32

OFFICES AND CENTRES

Head Office

Accord Consultants Pvt. Ltd.

69, 3rd Cross, 515 Colony,

HAL 3rd Stage,

Bangalore 560075

INDIA

Telephone: +91 80 2528 8983

Email: [email protected]

International Office
mailto:[email protected]:[email protected]


16/32

P.Shivanand &

Mukta

Shivanand

Co-Founders &

Directors

Saurabh Anand

Executive

Director

Niranjan Kumar

Seelam

Head- India

Operations

Chief TrainersChief

Consultants

Team Leaders

(Internal and

Outbound)

Team Leaders

(Internal and

outbound)

Trainers

Employee

Relations

Manager

Remuneration

and Benefits

Manager

Financial

accountant


17/32

JOB DESCRIPTIONS

1) Employee Relations Manager

Skills / Knowledge / Experience

Experience in developing and implementing the companies

personnel policies, practises and procedures at site level

(recruitment and selection, training and development,

employee relations, compensation and benefits, legal)

Experience in dealing with trade unionsTertiary qualified

System knowledge

Cost centre management

Abilities

Strong relationship skills

Commercial awareness

Communication skillsInfluencing and negotiation skills

Analytical

Presentation skills

Empathetic

Planning and organising

Initiative

Problem solving skills

Computer skills

Interpersonal skills

Innovative


18/32

2)FINANCIAL ACCOUNTANT

Level 2 - Middle Management - QUALIFIED - Ability toimplement (under supervision) in a stable environment.

COMPETENCIES:

Skills / Knowledge / Experience

Experience in preparing, monitoring and tracking of operating

budgets based on performance, budget figures, projectedrevenue and expense reports

Financial analysis of reports and records experience

Tertiary qualified

Financial acumen

System knowledge

Abilities

AnalyticalCommercial awareness

Strong computer skills

Planning and organising skills

Problem solving skills


19/32

RECRUITMENT AND SELECTION

RECRUITMENT PROCESS

JOB ANALYSIS:

The proper start to a recruitment effort is to perform a jobanalysis, to document the actual or intended requirement ofthe job to be performed. This information is captured in a jobdescription and provides the recruitment effort with theboundaries and objectives of the search. Oftentimes acompany will have job descriptions that represent a historicalcollection of tasks performed in the past. These jobdescriptions need to be reviewed or updated prior to a

recruitment effort to reflect present day requirements. Startingrecruitment with an accurate job analysis and job descriptioninsures the recruitment effort starts off on a proper track forsuccess.

SOURCING:

Sourcing involves:


20/32

1) Advertising, a common part of the recruiting process, oftenencompassing multiple media, such as the internet, generalnewspapers, job ad newspapers, professional publications,window advertisements, job centers, and campus graduaterecruitment programs; and

2) Recruiting research, which is the proactive identification ofrelevant talent who may not respond to job postings and otherrecruitment advertising methods done in #1. This initialresearch for so-called passive prospects, also called name-generation, results in a list of prospects who can then becontacted to solicit interest, obtain a resume/CV, and bescreened (see below).

SCREENING AND SELECTION

Suitability for a job is typically assessed by looking for skills,e.g. Communication, typing, and computer skills. Qualificationsmay be shown through rsums, job applications, interviews,educational or professional experience, the testimony ofreferences, or in-house testing, such as for softwareknowledge, typing skills, numeracy, and literacy, throughpsychological tests or employment testing.

ON-BOARDING

"On-boarding" is a term which describes the introduction or"induction" process. A well-planned introduction helps new

employees become fully operational quickly and is oftenintegrated with a new company and environment. On-boardingis included in the recruitment process for retention purposes.On-boarding campaigns are conducted in hopes to retain toptalent that is new to the company, campaigns may lastanywhere from 1 week to 6 months.

SELECTION PROCESS


21/32

Initial screening

Initial Screening is based on completeness of application,

candidates qualifications and the departments areas of need.

Eligibility List

Only applicants who pass the initial screening and meet the

departments areas of need will be placed on an eligibility list,which will be distributed to site administrators to contact

eligible candidates.

Candidates on eligibility lists are welcome to contact sites with

openings that meet their credential authorizations. Contact

sites by telephone or by faxing resumes. Interviews are then

conducted at the site.

Site interview

If a department wishes to hire a candidate from the eligibility

list, the site administrator and the candidate sign a Site

Request for Personnel Action (SRPA), a recommendation from

the site administrator to Human Resources to hire thecandidate. Once a candidate signs a request (SRPA), the

interviewing process ends. The candidate many not interview

at another site.

Employment


22/32

After a candidate from the eligibility list is interviewed and

selected by the site, Human Resources review the request

(SRPA). Once Human Resources clear the SRPA, Human

Resources staff contacts candidate by telephone or by e-mail to

initiate hiring process.

Hiring process includes, but is not limited to, reference andbackground check and credential verification for the position

being offered.

The selection of the right person for the right is the mantra

practiced by all the organizations but the practical difficulties

encountered in this regard are met by conducting various kindsof tests which bring out the inherent strengths and weaknesses

of the personnel proposed to be appointed to different

positions of the organization.

The following are some of the common tests:

Intelligence Tests:

These tests are used to judge the mental capacity of the

candidates which measure the individual learning ability viz.,

the ability to comprehend instructions and to make decisions

and judgments. There are many verbal and non-verbal

intelligence tests conducted by the psychologist for different

positions. Intelligence test are widely used in the selection of

personnel of skilled and unskilled varieties.

Aptitude tests


23/32

Aptitude means the potential which an individual has for

learning the skills required to perform a job efficiently. Aptitude

tests are aimed at measuring the capacity and potential of the

candidates for development. These test are divided into two

classes viz,. Cognitive Tests which are used to measure the

mental and intellectual abilities and Motor Tests for measuringphysical dimensions such as manual dexterity or hand-eye

coordination.

Proficiency Tests:

These tests are those which are designed to measure the skills

already acquired by the individuals. They are also known as

performance, occupational or trade tests which are aimed at to

measure the depth of knowledge and proficiency acquired by

the candidates. A trade test takes a sample of the behaviour of

the individual. A trade test should be differentiated from the

aptitude test which is a test to measure the potential of the

candidate to learn skills required for a job.

Interest Tests:

Interest Tests are conducted to identify areas in which the

candidates display special concern, fascination and involvement

which would suggest what types of jobs may be satisfying to

the employees. These tests are more often used for vocational

guidance. These immensely the individuals in selecting fields of

their liking.


24/32

Personality Tests:

Personality Tests are conducted to probe the qualities of the

personality as a whole- the combination of aptitude, interest

and usual mood and temperament. It is very difficult to deviseand use personality tests as the value systems of the

individuals play a vital role in this regard.


25/32

TRAINING AND DEVELOPMENT

Identifying Employee Training Needs

Step1

Conduct a job task analysis of the employee (or group of

employees) for whom you are identifying training needs. In

order to provide effective training, it's necessary to know

exactly what the expectations are for the job. You can gather

some of this information by observation and by asking

employees to provide you with either verbal or written

descriptions of what their jobs entail.

Step2

Compare employee performance to the job expectations and

identify the areas in which there are discrepancies. Identify


26/32

whether the discrepancy is due to work process issues, such as

not knowing how to complete a specific task, or personnel

issues, such as not wanting to complete a specific task. Work

process issues can be addressed with employee training, while

personnel issues are better addressed by an employee review

process.

Step3

Schedule a meeting with all of the employees involved, asking

them to bring with them lists of what they consider to be the

top five areas in which they feel more training is needed. Sharethe lists as well as your own observations.

Step4

Group training issues by category. For example, learning a newcomputer program would fall into the same category as

learning how to use a new piece of equipment, but reviewing

customer service strategies would be better categorized with

other policy review issues.

Step 5

Prioritize training needs as a group, taking into account that

those that have an immediate effect on business performance

or employee safety are the most important. Discussing your

business goals with your employees can also be helpful in this

process. Knowing the desired outcome can assist employees in

telling you what they need to know in order to help the

company achieve its goals.


27/32

Pre training stage: During the pre-training stage,

information is gathered to help determine the need for training.

An assessment is made regarding what improvements or

changes an organization needs to make, along with an

assessment of what trainees need to meet their performanceexpectations. From this information, a decision can be made

regarding the training gap, for example, the difference

between the performance that is desired and the performance

that currently exists.

Training stage: After this assessment is complete, a numberof training activities can be completed, including developing

training goals or outcomes, determining the appropriate

learning activities and strategies, and achieving an

understanding and commitment from the trainees for the

program or activities. When these activities are performed

effectively, the likelihood that the training will be successful is

greatly enhanced.

Post training stage: During the final stage, post-training , a

number of activities are required to follow up on the training,

ensure that it is integrated into the workplace, and measure

performance changes and the effectiveness of the training.


28/32


29/32

PERFORMANCE APPRAISAL

Performance appraisals are regular reviews of employee

performance within organizations. Performance appraisalsmeasure an employee's performance in the past year,

identifying training needs and contributing to personnel

decisions such as promotions, salary increases and

terminations. They also give managers an opportunity to sit

down and talk with their employees.

Planning

At the beginning of every year, a manager and an

employee should meet to discuss the employee's job

description, responsibilities and duties. They should

discuss what the employee did in the past year and what

is expected in the future.

Performing

Once the job description and responsibilities are made

clear to the employee, she sets out to achieve the goals

assigned to her.

Evaluating

At the end of the year, the manager evaluates the

subordinate's performance. The manager evaluates how

well the employee met his objectives and deadlines, as

well as the employee's attendance, behavior and

initiative. The manager appraises the employee's


30/32

performance both individually and with respect to other

employees in the department. The manager's evaluation

is then provided to the top management as well as the

employee.

Finalization of results

In case of exemplary performance, the employee might

be rewarded with a promotion, perks, bonuses or a raise.

In case of unsatisfactory performance, the employee is

reprimanded by means of demotions or even termination.

Training needs also might identified in a performance

appraisal.

The appraisal form of an entry level trainer in Accord

Consultants is attached as follows:


31/32

AFTERWORD


32/32

Over the past 26 years, they have conceptualised, designed

and delivered their consulting practices based on a need for

results andself actualisation. Accord provides solutions that

are action-oriented and bring about noteworthy positive

changes. They strongly believe in delivering impact to their

clientsthrough people, processes, systems and strategies.With a large knowledge base gained over 26+ years hands-

on experience across a diverse range of industries, Accords

team of specialists come with proven track record and deliver

promising results. They have worked with one-man

organisations as well as large enterprises. They work with

their clients in a consistent manner, understanding their

needs in depth and then, provide them with comprehensivesolutions that range from strategy, systems and processes to

training interventions, coaching, mentoring and counselling.

the accord story (1)

Documents