Thought & Delivered, Sustainably

ubika/hetu

Human Capital Advisory and Execution Services

Human Capital Advisory

Team Our Founding Beliefs

Intellect

Our founding beliefs

Balance Sustainable Discipline Innovative

Collaborative Detail oriented Big Picture

Optimization Long term view Fair play Symmetry

Flexible Focused Humility Learning

Paranoid Confidence Creative

Jim Collins Built to last, Good to great, Great by

choice

Ratan Tata Sustainable Growth

Golden Balance Buddhist, Chinese and Greek

Philosophy

Andy Grove: Intel Dhirubhai Ambani Aggressive Growth

Combinations

Human Capital Advisory

Team Our Founding Beliefs

Beliefs, Assumptions and Experiences that shape us

Theory Empirical Data Own Experience

Jim Collins

Right people on and wrong people off the bus Talent acquisition is not a standalone job, its part of OD and PMS No big bang, but steady, disciplined and persistent Strong processes Innovation

Surveys and White papers from

Economist Intelligence Unit Accenture and the High Performance HR function

Mix of Specialists and Generalists

Two HR heads who are the specialists and direct the OD and PMS practice Five ex CFO’s, CIO’s and CMO’s who actively engage in Talent acquisition jobs

The secret sauce of our Human Capital practice’s successful recipe is the collaboration between the Human Capital Team and the rest of Ubika/Hetu while working on projects

What do we as Human Capital Advisors believe

Acquiring, managing and developing people is the most important job

This is not one of the 1. highest paid jobs in a

company 2. biggest source of revenue for

consulting firms 3. most valuable MBA specialty

Of the notion that people as a resource can't really be worked on like a Strategy, an IT or Process problem. Therefore clients and consultants spend time fixing the latter and not the former.

Infrastructure

Processes

The Human Capital Value Chain

Sourcing Talent

Organization Design

Learning & Development

Compensation & Benefits

Performance Management

Leadership We take over and deliver as a full fledged HR function with a

combination of our team, your team and third parties

Payroll Computation and Disbursement Software, Employee Portal

The building blocks of our Human Capital Practice

Execution is key

Acquire Talent

Organize Talent

Evaluate Talent

IT enabled process Conceptually simple

• Acquiring talent without reference to the culture, organization structure reduces the chances of a good hire

• Organization structure in many emerging companies is ad hoc at the outset and then sometimes becomes more adhoc or moribund

• Performance Management systems [PMS] are easy to set up but difficult to manage due to bias, skewed incentives and external pressures

• We like to source talent for our consulting clients ourselves, as this increases the probability and effectiveness of our advice

• While setting up the PMS for a client, we prefer to involve ourselves with the organization structure to ensure a structurally sound solution

• We can be the HR function, or the HR leadership or a part of it by providing advisory services or doing the work ourselves

Virtual Leadership | Virtual Organization

• For small organizations we can step in as the HR, Finance and IT team, set up the function, grow it by hiring and developing front line staff

• In a span of 3 to 9 months we would pull out and leave the execution to the team.

• We could continue as Virtual Leaders for another six to 18 months.

• Mid sized organizations trying to make the leap to the big league need big company leadership which is costly besides the almost inevitable incompatibility of a big company leader and a mid sized company set up.

• Our big company leaders know what it takes to work in an emerging company environment and they then make themselves slowly redundant

Sourcing Talent: Philosophy

• This is one of our focus areas and so we have put a lot of thought and development work here

• We believe that recruitment at middle and above levels is best done by a functional specialist. So for example ex CFO’s search for Finance candidates

• Only those of our line managers who have a proven track record of creating and maintaining good teams, recruit for our clients because they can see a good hire from a mile off.

• Another differentiator: We like to keep track of candidates we placed. Did they perform well, did we make a mistake, did they get a good deal? This helps us get the feedback loop working on our placements

Most recruitment firms are managed by HR generalists who moved into recruitment owing to people skills etc.

Sourcing Talent: Methodology

We Avoid: Treating the candidate like a seeker Three common interview biases: i. confirmation bias ii. similarity bias iii. availability bias

We insist on: Understanding the: i. organization Structure ii. organization culture iii. immediate 360 degree

We use: i. Specialists for specialist jobs ii. Assessments, predefined checks iii. Own databases and extended Social

Media and Linked in database iv. Post hire evaluation of candidate

for own improvement and better servicing of client next time.

We believe in: i. Ethics over rewards ii. Diligence in getting the right

candidate

Organizational Design

Conceptual base: • Nitin Nohria, Max Weber, Henry Mintzberg, The

Economist, Bartlett and Ghorshal • There is merit in the old school of Command and

Control structure and the Organization man theory

• Old school can only be the platform, direction has to come from the new school of thought ie concepts like Dis-aggregated Company, Networked Person , Network Structure, Cluster Organizations, Self-designing Organization, Individualized Corporation, Service Oriented Organization to enable organizations to be nimble yet disciplined in a fast changing world

Methodology: 1. Evaluate the organization for contextual

variables 2. Analyze current organization structure 3. Co develop the best case for each of the

contextual variables 4. Converge the current structure with the best case

to arrive at the optimal and feasible Organization Structure

Contextual Variables – characteristics that

influence the organization’s design

processes

Technology

Strategy & Goals

Industry Employee

profile

Size/Phase

Organizational innovations, when properly applied,

do lead to better economic performance Source: The Economist, “The new organisation: a survey of the

company

The loop that completes what you wanted to do and what you actually got: PMS is what measures people’s performance with what was planned, why did the plan not go well,

what were external factors.

Big goals are in place, people have job descriptions and performance measures. Now to get to work. Do people know the details of their daily work. Without defined IT enabled

processes, performance will be people oriented and inconsistent preventing scaling up

Is there a clear and logical structure of authority and responsibility? Does the structure tie in with the firm’s strategy and goals? Do people have Job descriptions that tell them their

responsibility and performance measures?

The goals and strategy of a company form the basis of any Performance Management system. Conceptually simple, but requires detailed organization wide work to distill big

goals into front line daily targets.

Performance Management System

Goals

Organization Structure

Processes

PMS

Performance Management System

How we have helped clients

• Helped a cable TV company recruit all five regional Heads of Finance. Candidates were picked up from Blue chip companies

• Helped an accounting firm in India to pick up qualified Chartered Accountants

• Helped a commodity trader to acquire a Controller for India operations

• Helped an E Security company to get trained Chartered Accountants for SOX assignments

• Helped a shared services company to get qualified MBA’s for their F&A shared services practice

• Helped a trading company for logistics positions

• Helped an IT services company to hire developers and testers

• Helped a advertising company to fill sales staff positions

Combinations

Human Capital Advisory

Team Our Founding Beliefs

Key HR Team

Swapnalekha Basak has varied experience of being a senior OD and HR professional with Media and Telecom with Star TV, Reliance and GTL. She is also visiting faculty with IIPM and looks after the Human Capital Advisory Services practice from Delhi.

Delhi

George Antony has been building teams for the last eight years in E security, Consulting, Media and Not for profit. Keeping attrition low was the KPI which was achieved consistently owing to strong assessment practices.

Bombay

Mita Chatterjee looks after the Calcutta office before which she was with Warner Bros in the US. She looks after the Human Capital practice in Calcutta.

Calcutta

Roma Patel has been a trainer and recruiter with retail organizations for the last five years. She has done an MBA from the University of Wales.

How do we do it Who are we What do we do

Growing companies require the support of key functions like Finance, Strategy, HR and Marketing. We provide that in a result oriented manner

We are people and alliances with deep experience and significant results in helping large companies maintain their strength and small ones grow larger

We are a firm that seeks to help organizations take the long and exciting journey to being a company on the sure path to growth.

Our Founding Beliefs

About us Intellect

ubika: Sanskrit for growth hetu: Sanskrit for reason or cause Ubika/hetu: Growth by reason, We are a reason for growth: these are the two meanings we derive from our name as we strive to be a reason for growth for our clients and we believe that growth that happens with reason should be the one strived for

A combination of skills and geographies

The premise of the combination is that Emerging companies require a range of support functions which require specialist skills provided by professionals who are specialists but work together to give a seamless solution to the client

Strategy & Planning

Process Design & MIS

IT Deployment

Sourcing and Managing

capital

Bombay Bangalore Delhi Cochin Madras Calcutta

Lagos North

Carolina Brazil

Sourcing and Managing

Human Capital

Marketing

South Africa

Leadership Team

National Leader

K Chandrasekaran was the President of Reliance BPO and has been a pioneer in the BPO space in India. He was responsible for the setting up of Reliance’s massive, feature rich and efficient BPO business from scratch to a strength of 10,000 staff providing services to 13 different industries

North and Human Capital

Swapnalekha Basak has varied experience of being a senior OD and HR professional with Star TV, Reliance and GTL. At GTL she was responsible for controlling attrition using a mix of data analysis, soft skills and innovative practices. She is also visiting faculty with IIPM.

West and Strategy

George Antony has spent 60% of his time with the Big 4 in advisory and the rest in Industry as a Head of Finance. He set up the entire finance department, the shared service center for a start up which went on to become the third largest Cable TV company. He has advised a variety of clients on Process improvement and strategy

South

Jyothirmai G was a manager at ING Vysa when she decided to enter into the consulting space three years back. She has worked with several large companies in appraising their credit and deciding on credit limits. She now helps clients raise and deploy funds efficiently besides structuring and valuation

Corporate Finance

Ravi Doraiswamy spent most of his career with banks such as Standard Chartered and Citibank. He has deep understanding of the Mid Market space and its credit needs. His work has given him deep experience of understanding the needs of small and big clients across a variety of industries. He also helps develop BFSI clients with automated MIS systems and reporting tools.

Process

Smita Acharya is a Process Design and Audit professional and was last with Protiviti and KPMG. She has wide exposure to large clients on Process Improvement and Internal Audit jobs. She is involved with the BCAS as a trainer. She also undertakes search assignments for our clients leveraging on her deep network.

International Partners

North Carolina | Chacko V

Global Market Resources, Inc (GMRI) identifies, evaluates and facilitates international joint ventures. GMRI assists in technology transfers between the US and India, including ASEAN and MENA nations. He is a trained Pharmacologist. Prior to founding GMRI in 1997, he worked for Glaxo Wellcome/GSK for over 18 years in the early stage drug discovery process.

Isle of Man | Angelena Boden

25 years of professional training both in the UK and overseas and founder of the popular 15 minute training package containing Customer Service Skills. Her firm specialises in the tourism and leisure industry. She now seeks to role model for older women who wish to set up a business . She wants to do the same for young women wanting to start up.

London | Julia Lucas

A flexible, experienced CFO working with start-ups and distressed early stage businesses. She enjoys working with businesses to help them refocus and then shape and refine strategy, drive bottom-line improvements. She was Financial controller at logistics companies and also served as Director of UK Warehousing Association. Her last engagement was Non Executive Director at BPAS

Brazil | Cesar Pereira

A partner with one of the leading law firms in Brazil, Justen, Pereira, Oliveira & Talamini works closely with us on clients seeking to engage themselves between India and Brazil. Cesar is also the President of the CAIEP, the arbitration center of FIEP formed in 2005, the Federation of Industries of the state of Paraná (Brazil). FIEP gathers over 40,000 companies.

Georgia Tech| Dr J Bailey

Dr. Jennifer Bailey is a rare mix of significant years in the industry and academia. She specialized in Supply Chain at companies like Ricoh and JM Huber. She is now pursuing a Doctoral Graduate in Supply Chain Management. She helps companies with Supply Chain Management solutions. She is our link to academia in the Supply Chain space

Other Client Services

Strategy

Growth Basics: 10% companies succeed in sustaining growth over a five year period. We help new companies grow by balancing focus and flexibility. Reset Advisory: 50% companies languish with low growth rates despite a good product due to bad strategy, poor support functions. We help them evaluate potential for growth and help them attain it Family Business: Should we let go or keep it in or how much control to retain? We help answer this question and maintain or grow the company Workshops: to help clients brainstorm opportunities, prioritize strategic options and navigate potential pitfalls.

Finance

Fund raise: Raising Debt or equity, Structured facilities. Feasibilities, Disbursements and preparing the company for receiving funds Transactions: Consolidation, spin offs are key to emerging companies gaining scale / unlock value. We help bringing big transaction rigor and value here CFO Services: The conscience and balancing factor of an organization, these skills are in short supply. We provide select emerging companies the wisdom and insights of an experienced CFO Restructuring: We bring the weight of the whole firm to turnaround situations, interim crisis, profit improvement and business exits / sales

Process Management

Business Process Design: Design or redesign processes to balance local requirements & efficiency/ effectiveness with IT automation Cost Optimization: Functional excellence, efficient processes and good resources can be optimized on a long term basis. MIS Design and Automation: The result of every Process and the input to every decision is good MIS. We help you design what to monitor, how to monitor and getting results Process Audit: Good processes require their controls to be audited to ensure that design defects or changed business realities can be dealt with effectively

Other Client Services

IT Project Management

IT Diagnostic: Less than 30% of IT projects are successful. Our varied experience and good skills help us perform deep diagnostics and remove uncertainty regarding IT projects and help in efficient allocation of resources. IT Security: Precious resources are wasted due to low security levels We help set up policies to provide IT Security IT Workshops: To help employees realize the full potential of IT applications

Private equity

Deal Generation: The clients we bring to the funding table would have undergone substantial intervention from us over a substantial period of time which increases the probability of success Due Diligence: Our experience with emerging companies help us to go beyond financial statements and contracts analysis. Strategic interventions: Many investments lose value to varying extents and the nature of intervention required may be a CFO or a change in strategy, a change in leadership or process redesign or a comprehensive turnaround.

Therefore

We are a skilled team with top of the line experience and above all the keen desire to help clients realize opportunities and solve problems.

We believe in balance in all attributes except for integrity where there is no shade of grey. Its extreme integrity.

So let’s see what we can do together