2. Table of Contents
a. Key Highlights
b. TS Approach
c. Practice Areas
d. Resources - summary profile of key staff
e. Why TS could be a suitable HR partner for you?
3. Key Highlights
Our service portfolio
Our selected client
› Performance Management Systems
› Executive Search & Selection Services
› Organization Design & Structuring
Training and Development
› HR Policies and Procedures
› Salary and Benefits Survey / Design of
Fullerton India Ltd.
› HSBC Bank
› Kotak Securities Ltd
› Mahindra & Mahindra
› Religare Enterprises
› India Infoline Ltd.
› Aviva Life Insurance
› Bharati AXA Life Insurance
› HDFC Securities
› Motilal Oswal Securities
› ENAM Securities
› On-site HR Outsourcing /
› Human Resources
Management and Information
› Manpower Transition and
› Employee Perception Surveys
› Human Resource Audit
› Chola Mandalam Group
› Metlife India Insurance Ltd.
› JM Financial and Group
Carnation Auto India Ltd.
› Sharekhan Ltd.
Tata Capital Ltd.
› Netambit Group
› HDFC Standard Life Insurance
› HDFC AMC Ltd.
› Aditya Birla Money Limited
› Reliance Capital Ltd.
› Vodafone Essar South Ltd.
Tata Capital Limited
4. Key Highlights
› The quality of the work delivered by us has resulted in repeat business
from nearly 60-70% of our clients.
› We have structured tools and resources which are appropriately used
depending upon the specific scope of the engagement.
› We are particularly keen about engagements wherein we are required to
work with the organisations in implementing solutions.
6. Human Capital Development Practice
We are a full service HR Consulting Practice focusing on following areas:
› Performance Management Systems › On-site HR Outsourcing /
› Competency Assessment and
Psychometric Testing › Human Resources Management and
› Leadership Assessment
› Outsourced staffing solutions
› Executive Search and Selection
Services › Manpower Transition and Change
› Organization Design & Structuring
› Employee Perception Surveys
› Job Analysis
› Management Development Programs
› HR Policies and Procedures
› Human Resource Audit - High level
› Salary and Benefits Survey / Design review
of Compensation Structure
› Human Resource Audit - Detailed
7. Competency Assessment & Psychometric
Performance Management Systems
¶ As competition intensifies in various industries,
organisation increasingly recognize value of
comprehensive Performance Management &
Compensation System (PMCS).
¶ Moving away from the conventional appraisal
forms/system, we assist companies in designing
a PMCS, which objectively & transparently
interlinks targets, competencies,
accountabilities, actual performance, variable
compensation and overall organisation
¶ Development and implementation of PMCS
requires a comprehensive understanding of an
entity’s operations and business models. In all
such assignments, we initially spend substantive
time with our clients in developing this
understanding. During such discussions, we
also draw upon our cumulative experience with
¶ Determination of core competencies of middle
and senior management personnel is an
important aspect in long term plans for career
¶ Clients are assisted in undertaking a forward-
looking assessment of potential and
development needs of middle and junior
management personnel, and correlating such
potential and development needs with the future
plans of the organization.
¶ The assessment center method (comprising a
series of role playing sessions, group
discussions, individual exercises, presentations,
etc) is used focusing on each incumbent; we
also ensure that the individual report, submitted
subsequently, is objective and focused.
¶ Relevant Psychometric tests are also used as
part of the process. The results of these tests
are interpreted, analyzed and reported by our
associate and highly trained Clinical
¶ A strategy for development of concerned
management personnel may also be included as
part of the engagement deliverable.
8. Leadership Assessment Search and Selection Service
¶ Assessment of true leadership potential of its ¶ We initiate the process by spending time with
senior management staff is a MUST for any clients to understand their recruitment goals,
organisation to define its future leaders, who position specifications, hiring processes and
could take up the role of CEO, Business Unit company culture. We pay emphasis on
Head, Regional Head, etc. understanding the personality of the organisation
and concerned personnel.
¶ Our Leadership Assessment Assistance is
positioned distinctly from Competency ¶ On an ongoing basis, we interview, pre-screen
Assessment & Development Center Assistance, and technically evaluate candidates to build a
in that the former focuses exclusively on senior ready database of suitable candidates.
management personnel and while the
methodology for the latter is oriented towards ¶ Our large resume databank is continually
junior and middle management staff. updated by sourcing CVs through advertisements
¶ Our approach starts off by developing a deep
understanding of the organisation’s vision and ¶ As a value added measure, we also offer the
objectives. The composition of actual option of carrying out various Psychometric
assessment workshop, being flexible to client’s assessment tests keeping in the mind the
requirements, could consists of a series of requirements of the position. This further
exercises including Advanced Personal reinforces the quality of the match.
Assessment questionnaire, Psychometric tests,
role playing sessions, group discussions,
individual exercises, etc.
¶ Upon completion, separate report is prepared on
each participant. Our staff also assist companies
in sharing the feedback with the concerned
9. Organization Design & Structuring
Organization Design engagements are aimed at
reviewing the adequacy of organizational structure vis-
a-vis long term objectives of the client and include
¶ Documentation and understanding of current
structure, reporting relationships and governance
¶ Understanding of functional profiles of
¶ Understanding of employees’ demographics.
¶ Understanding external operating environment of
the client and practices of
¶ Identification of areas of reform.
¶ Translation of long-term objectives into
¶ Development of recommended structures,
hierarchy, reporting relationships, committee and
¶ Job analysis is a fundamental step towards
ensuring appropriate job assignment (PeopleFit)
and a seamless organisation
¶ Job Analysis involves developing position
descriptions defining the purposes, objectives,
roles, and responsibilities of various positions in
the organization together with the person
specifications for each position.
¶ Standard Operating Procedures for various
functional areas are reviewed. This review is
critical for creating a linkage between operational
requirements and job responsibilities as
understood and practised by employees.
¶ The resulting Job Descriptions and Person
Specifications are used to evaluate the jobs using
a point rating system to determine the relative
significance of various jobs in the organization.
10. HR Policies and Procedures
¶ Availability of documented human resources
policies and procedures facilitates the discharge
of HR function in an organization and is a key
component in ensuring the presence of an
effective HR culture.
¶ Clients are facilitated in determining their needs
in this regard and to formulate and compile
prescribed policy and procedures adapted to
their specific needs. During this interaction, we
draw upon our experience of HR practices, as
observed in different operating environments
¶ Clients are also assisted in the effective
implementation of prescribed policies and
procedural guidelines to ensure that intended
objectives are achieved.
Salary and Benefits Survey /
Design of Compensation
Clients are assisted in evaluating and aligning their
existing compensation structures vis-a-vis market and
industry practices and enterprise’s own corporate
objectives and include services for:
¶ Identification of benchmark positions and
development of job summaries and list of
¶ Solicitation of participation from comparator
organizations and circularization of Data
¶ Evaluation of compensation data with market
statistics and identification of reasons for
¶ Preparation of recommendations, highlighting
implication of probable deviations
¶ Development of proposed compensation
structure incorporating recommendations agreed
with the client
11. On site HR Outsourcing / Implementation
On-site HR Outsourcing
¶ We work on-site with clients to provide
assistance with policy and program
development, compliance with relevance
statutes, recruitment, training and development,
performance management, compensation and
benefits administration, leave administration,
workforce administration, etc.
¶ Some of the visible benefits which accrue to
clients in such arrangements include cost
reduction, improved service delivery, ability to
focus on core business and an opportunity to
leverage expertise not available internally.
¶ We are particularly keen about providing
implementation assistance to clients. We work
with organisations in ensuring that the
recommended solutions are appropriately
implemented. The assistance, generally
provided on-site, takes the form of training,
coaching, guiding concerned staff on
implementation issues, resolving queries,
addressing unforeseen situations, etc.
Human Resources Management &
¶ We are in the process of strategic tie-up with a
comprehensive Open Source software for
facilitating Human Resource Management. The
software is being developed using cutting edge
Open Source technologies - Apache Tomcat,
MySQL, JAVA Server Pages, etc.
¶ Currently, the process is in advanced stage
Upon completion, it will have
the following modules:
- Recruitment Management
- Employee Record Management
- Benefits Management
- Leave Management
- Compensation Management (includes
complete payroll functionality)
- Time sheet Management
12. Outsourced Staffing Services
¶ Without having to hire a full-time permanent
employee for a short-term assignment, our clients
engage staff as per their requirements.
¶ From a client’s perspective, short-term
assignments work well for minimizing project
overload, reducing staff overtime, and meeting
deadlines, or they may wish to add long-term or
project oriented personnel to augment their core
staff and infuse new talents into their operations.
¶ We have a pool of qualified candidates from
which clients can choose the desired skills.
¶ Our staff can work on a project-to-project basis,
providing relevant skills without incurring the cost
of hiring a full-time permanent employees.
Manpower Transition & Change
We assist companies in addressing HR related issues
arising out of major restructuring exercises including
privatization of state owned enterprises, merger of
corporations and other forms of corporate restructuring.
¶ harmonization of HR policies and compensation
¶ redundancy management;
¶ development of voluntary separation schemes;
¶ exit strategies for surplus manpower;
¶ communication strategies for employees;
¶ Induction of new talent;
¶ Synthesizing different work cultures;
¶ revised organizational structure; and
¶ manning schedules and other related issues.
13. Employee Perception Surveys
¶ Employee Perception Surveys [also known as
Climate Surveys] are widely used in organizations
allowing the management to develop an
understanding of employee perceptions on various
organizational matters. Employees in every
organization act on the basis of their perceptions;
hence it is appropriate that the management should
strive to be aware of employees' views on many
¶ The benefits of these employee perception surveys
are manifold including obtaining confidential input
from managers and employees, showing the
workforce that their opinions are important and
needed, identifying areas of concern which require
attention and offer the greatest opportunity for
improvement, and helping prioritize employee work
objectives to improve productivity and
¶ Our Core approach for this area starts from
understanding the clients’ concerns, articulating
issues to be addressed in the survey, designing &
finalizing the questionaire, conducting the actual
survey, tabulating results and report findings for
effective use by the management.
Management Development Programs
¶ In pursuit of providing end-to-end solutions to our
clients HR related issues, we are currently
developing a detailed Training Portfolio. Once
developed, it would cater to the current and
evolving requirements of the Corporate sector,
Government, Social sector institutions, etc.
¶ We would offer courses on various functional areas
covering Finance, Risk Management, Logistics,
Operations, Human Resource Management,
¶ Our courses are designed to suit the requirements
of employees at different management levels.
Resultantly, our training roster consists of 1-day
seminars, 2-days , 3-days, 4-days, etc. programs.
14. Human Resource Audit - High level
¶ HR Audit is a structured tool used for identifying
areas relating to Organization and Human
resource development, which needs to reinforced.
Aspects relating to organization and human
resources are assessed through a series of
checklists and discussions.
¶ Once the checklists and discussions have been
completed, the implications of various findings are
analysed and evaluated in the context of current
and long-term objectives of the organisation.
¶ The primary perspective embedded in this
analysis is to ascertain the extent of synergies
between the Organization and HR policies and
practices of the organization and its long-term
objectives and strategies.
¶ The areas of reform, identified as a result of this
analysis, could then be addressed through well-
defined and developed programs.
¶ The areas, which are covered through the HR
Audit checklist, include the following:
- Organization Structure
- HR Policies and Procedures
- Compensation Management
- Training and Human resource development
17. Resources: Summary profile of Key staff
Founder & Principal Consultant
A seasoned top management professional with expertise in steering operations ,providing HR Solutions ,
relationship management multifunctional leadership to conceptualize, plan , manage resources to provide
services in diversified industry and clients. he has dynamic relationship management skills with senior
and top management professionals in BFSI.
18. Resources: Summary profile of Key staff
He is astute, enthusiastic & result oriented professional with over 14 years of extensive Automobile
experience, business development, brand promotion, dealer network management & after-market
service. Excellence in conceptualizing, planning, execution, monitoring and resource management skills.
He has rich experience to work with companies like Volvo , JCBL , Carnation , Toyota in senior
Mr Singh holds a degree of BE-Mechanical and MSc-Operations Management (UK)
19. Resources: Summary profile of Key staff
An incisive professional with over 15 years of experience in Automobile Business Development,
Marketing, Service Support & CRM , Significant experience in tapping prospects, analyzing their
requirements, rendering guidance to the clients and negotiating business deals to accelerate the growth.
An effective communicator with excellent relationship building & interpersonal skills. Strong analytical &
problem solving abilities. Before Associating with Talent Seekers he worked with Sonalika Group ,
Carnation Auto s in management profiles .
He is dynamic & competent professional in Financial industry with over 15 years of extensive & fruitful
experience in business development, operations planning & management, process enhancement,
quality assurance, client servicing, team management. Before Associating with TalentSeekers his last
assignment with Motilal Oswal Securities Ltd as Associate Vice President in operation management.
An astute professional with More Then 10 Years of accomplished career track of delivering sustaining
results , proactive leader and planner with expertise in Sales, Marketing, Business Development and
Channel Management (Specially in HNI-Segment) in Banking, Financial Services, Insurance with skills in
planning and execution. Worked with some of leading financial companies in middle and top
managements like ICICI Prudential , Reliance Money , Kotak Bank . Before associating with TalentSeekers
his last assignment with Indusind Bank Ltd as Chief Manager .
20. Why TS could be a suitable HR partner for you?
What You Require ?
Good understanding of local
Good standing with the Clients
Compatibility between our skill
set and future market
Appropriate level of internal
Keen implementation support
Why Us ?
Our resources have substantive experience in diverse industries and various operating
environments. On a regular basis, we also interact with Industry and Business leaders
to remain up to date on current and likely developments.
We pay special importance to this factor. The quality of the work delivered by us has
resulted in repeat business from nearly 60-70% of our clients. Based on
information available till date, this is the highest ratio amongst all the management
consulting firms in India.
We currently have and continually strive for ensuring a high degree of match between
industry requirements and our internal skill set.
Our Partners have spent considerable time in the consulting profession before starting
TS. Resultantly, they have a good understanding of the internal dynamics of a
consulting firm, project execution, quality assurance, team development and knowledge
We are particularly keen about engagements wherein we are required to work with the
organisations in implementing solutions. That is to say that we just do not deliver
‘manuals and reports’ only; we strive to deliver results.
Head Office: Ludhiana (Punjab)
#Madhok Complex Suite 5 , Third Floor
Ferozepur Road , Ludhiana - 141001 , Punjab ( India )
Ph. 91- 078140-88899 , 098888-88126
Branch Office - Mumbai
32,1st Floor Radhakrishna Building
Parsi Panchayat Road Andheri(East) Mumbai-69