Areas of Deployment for Organizations

After due discussion with Management and Internal HR, each area of intervention is customized to suit that particular level of the organization and the respective need.


Psychometric Assessment / Talent Profiling in Organizations

This process facilitates objective decision making, greater understanding amongst large number of people. It provides insight into drives, competencies, intra and inter personal orientation of individuals through objective and scientific procedure. Identification of group and organizational patterns. Psychometric assessment has a wide scope of applicability such as recruitment, induction, career planning, and team building counselling / mentoring and OD interventions in organizations. The tools are used with a developmental focus depending on the context and need of the organization.

Range of Psychometric Tools:

Accreditation Acquired from Asianic Psychologists Press India Pvt. Ltd.

  • California Psychological Inventory (CPI)

  • Fundamental Interpersonal Relations Orientation – Behaviour (FIRO-B)

  • Myers & Briggs Type Indicator (MBTI)

Others

  • Managerial Role Matrix (MRM)

  • High Performance Style Questionnaire (HPSQ)

  • 16 Personality Factor (16 Pf)

  • Thematic Apperception Test (TAT)

  • Thomas Personal Profile Analysis (TPPA)

  • Familiar with and undergone training for Existential Universe Mapper (EUM)

Competency Mapping

Competency Mapping is one of our niche areas wherein we identify key competencies for individuals or clusters of role holders in an organization that helps to differentiate what superior performers do differently than average performers. The focus is on role related behaviour which enhances or inhibits effectiveness in fulfilling the roles.

Development Centre

The development centre involves greater self and peer assessment than is usually used in selection oriented assessment centre. Development Centres are workshops that measure the abilities of participants against the agreed success criteria for a job or a role. 

In a development centre individuals’ who can be groomed for further leadership roles can be identified, generate valid and reliable information about an employee’s capabilities and competencies in context to his role. It ensures that a partnership of the developmental process gets generated between the assessed employees and the organization.

Executive Coaching

Executive coaching involves an ongoing and a collaborative relation with the employee, the coach and organization, where each client / coach relationship is tailor made. The focus is on results, improvement and achievement. Executive coaching ultimately leads to understanding the choices between personal and professional life enhancing the quality of life with ownership and commitment.

It is applicable to employees and organizations that are ready for change and believe that some human potential can be coached for the development and growth of individuals and organizations.

Organizational Review

Diagnostic Studies:

This is a process wherein the entire organization offers itself to be under microscopic review. The process entails discovery and identification of healthy, unhealthy and sick elements in the systems which facilitate or inhibit growth. Methods towards these are structured or semi-structured interviews, surveys and review of systemic processes. The study is done in context to the organizations past, present and future. The process provides patterns of leadership, managerial and supervisory role taking processes, interface processes and collective processes. The engagement can be for the entire organization or for systems / sub-systems.

Behavioural Training:

The modules are tailor made to suit the context, need and level of intervention

Competency Based Training

Once the organization has identified specific competencies to be developed by role holders, modules are designed in collaboration with the organization or the specific business unit. The focus of these modules are to develop one or more competencies for the employees.

Change Management Modules

Considering the transformations occurring in the environment, it becomes imperative for managers and leaders to be equipped with skills and attitude in dealing with change. Change happens within the system and outside the system. These modules facilitate effectiveness in responding to internal and external changes.

Communication Modules

The communication modules facilitate to acquire the skills and sensitivities towards understanding effective ways of communicating, to explore different modes of communication, to be able to convey, convince and make an impact of one’s beliefs, ideas and viewpoint and to foster healthy interpersonal relationships in the internal and external environment

Business Etiquette for Executives / Managers:

In the era of a professional work system, employees in organizations need to be oriented to respond in a way which is dignified and presentable. Such training creates an image of professionalism and projects confidence of the role holders. The modules focus on appropriateness of communication, presentation, behaviour and action.

Modules in Cross Cultural Training:

Since the global era demands employees to be in any part of the world, it is important that they are equipped with the right skills in dealing with cross cultural issues and processes of that specific environment. These modules focus on understanding diversity and responding effectively.

Role Effectiveness Modules
These modules facilitate to clarify the understanding of task and role in a professional work system, to understand meaning of self in personal and professional spaces, facilitates healthy relationships with superior-subordinates and colleagues and be able to work cohesively in a group.

Connect

Connect facilitates the understanding of interpersonal processes and interfunctional linkages. Blockages in channels of communication are identified, to create a mutual space for dialogue that reduces gaps in hierarchical superior-subordinate relationships. The process generates a healthy interfunctional work culture and validates and verifies the assumptions around interpersonal processes.

 Team Building Modules

These modules facilitate team building and deal with team issues at inter and intra-team levels. A collaborative work culture which enhances group and organizational effectiveness is fostered, sensitivity and understanding of diversity in a group is generated, and understanding of own pulls and propensities to be able to respond effectively in a group is enhanced.

Leadership Modules

These modules help to establish maps and meanings of being a leader in respective roles. Perspective building is focused on rather than skill acquisition. Insight into various functions and strategies of a leader, e.g. managing sensitivities and diversities across levels, fostering collaborative work culture to enhance organizational effectiveness, managing conflicts, and nurturing creativity and innovation in problem solving and decision making are gone rated.

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