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The client was assistance in designing a Business Scorecard and Performance Management Framework to enable monitoring and managing their business performance.
We considered the four key dimensions:
- Process Model
- Information Reporting and Performance Measurement
- People / Organization- Org
Business Scorecard and Performance Management for a Services Company
Customer Profile:
The client is one of the leading services in India, with major financial service firms as stakeholders. The company provides financial services transaction processing and contact center services across sectors.
Project Background:
The client was assistance in designing a Business Scorecard and Performance Management Framework to enable monitoring and managing their business performance.
We considered the four key dimensions:
- Process Model
- Information Reporting and Performance Measurement
- People / Organization- Organizational Alignment and Accountability
- Technology
Project Scope:
Phase I- Business Process Reporting Framework
- Strategy workshop
- Profile the organization
- Understand the Business plans & strategy by the way of Interviews & Workshops
• Assess current Process Framework
• Review Reporting Framework
• Define Business Process accountability
• Assess current Software reports
• Develop Reporting forms
• Seek consensus on Process Workflow & reports
Phase II- Evolution of Business Scorecard
• Briefly evaluate the adequacy of existing KPIs/ performance measures and assess their linkage to shareholder value, strategies and operations
• Assist in alignment of departmental KPIs to business operations & strategies through a Scorecard.
• Evaluate the need for a Business Analytics Tool for automating the Business Reporting framework across the organization including Planning and Budgeting.
Human Resource Transformation for an Infrastructure Company
Customer Profile:
The client is one of the leading infrastructure companies.
Project Background:
The client wanted to explore the significant opportunities to improve the business and prepare for growth in the infrastructure industry, by transforming their Human resource function.
Project Scope:
The client wanted a futuristic structure and a Human Resource Strategy in line with business objectives. With such a large work force, the client also wanted to design its talent management strategy.
Approach & Methodology:
- Service Delivery Model
- Detail the Service Delivery Model in terms of structure and detailed process designs for the HR verticals.
- Assist in the implementation of the Service Delivery Model to include:
- Detailed Function structure
- Future roles and competencies required
- Process designs with mapping to new roles in the Delivery Model
- A strategy and plan to transition to the new HR structure and implement the new processes
- Build Talent
- Strategy, plan and tools for implementing the Talent Theme recommended in Phase One
- Core HR Programmes
- Blueprint and implementation of the HR Programmes recommended in Phase One.
Engagement Deliverables:
- High level and detailed departmental future HR strategy, structure, Programmes
- HR strategy
- HR Structure
- HR programmes
- Understanding of current HR processes and identified priority processes for further development
- Job descriptions and organizational sizing, detailed process designs for prioritizing HR processes such as recruitment
- Assessment and mapping of individuals to roles including high level developmental plans for key groups of roles
- Strategy and plan to transition to the new HR structure and implement the new processes and core HR Programmes
- Change Management for smooth implementation and adoption of recommended processes
Value to the client
- HR strategy, structure, processes, scorecard, core HR Programmes in line with business strategy
- Job descriptions and competency framework consistent with the business strategy and desired culture
- Competency based talent management strategies
- Blue-print for talent segmentation and approach for building and managing the talent segments
Corporate Growth and Leadership
Every Corporate needs to analyse the platform on which they are laying the growth path. Being on the path of Growth means there is clarity on:
- What the vision for their company is?
- Where do they want to go?
- Why do they want to go there?
- When would they like to be there?
and… - HoW do they want reach there?
- Which initiatives will deliver the vision?
- Who is going to drive it?
Unless there is complete clarity on each of the above no Corporate can drive and deliver growth.
Every organization is unique and has its own peculiarities. It is Leader driving it who “Makes all the Difference”. The “Leader” has to follow essentials of:
- Personally drive the Vision, the people and be part of the Execution Team- Stay Focused, Committed and Disciplined
- Intuitively gauge the Organizations Capability to deliver the Vision.- Know yourself and your teams
- Be closest to reality and should know what will work and what will not work as a Change- Be alert and flexible to the Markets and Change
- Give the freedom to deliver …at the same time set boundaries for results- Build Result-oriented team
- Communicate and Associate every employee to the Change- People begin to make change when they can see how their contributions will make a difference.
- Learn continuously: If you stop learning today, you stop leading tomorrow….(by Howard Hendricks)
Every Corporate has to build its leaders by understanding how certain behaviors will influence the progress of the company. An executive coach is a significant resource for an organization in this growth path. Recently, it was reported that 80% of the Fortune 500 companies provide coaching services to multiple levels of their management teams. These companies report increased sales, increased profits, growth in market share and increased executive satisfaction when executive coaches are used.
For your views and free consultation write to info@agamyaconsulting.com