2. Slide map
What is in it for you 3
People at Kriate HR 4
Services from Kriate HR 5
Performance management assignments 6 - 17
2
Possibilities and Clientele 18
3. Achieve
stretch Outside in
Flexi team
Cost
benefit
What is in it for you
Consistently exceed business
expectations
Focus on next level
responsibilities
Keep pace with relevant
global practices
Concrete conceptual
background
Cost competitive in given
business scenario
Innovative and flexible
investment structuring
Add more heads and hands
to your team temporarily
Meaningfully flexible delivery
optiions
3
4. People at Kriate HR
Cognizant
Crompton
Ford Motors
General Motors
Indian Bank
Ma Foi
Saga
TCS
TVS
MBA HR
MSW PM
M Sc Psychology
MA Sociology
Strategic HR, University of Michigan
Process Work, Sumedhas / ISABS
Organization Development, Sumedhas
Six Sigma Black Belt, IGE
Psychometric Testing, XLRI
Certified Psycho-drama, IIP Chennai
Playback Theatre, Sterling School
NLP, National Federation
Transaction Analysis
Assessment Centre
Balanced Scorecard
Implementation
Coaching Program
Competency Mapping
Corporate Alumni Program
Goal Alignment
Job Evaluation
Large Scale Assimilation
Performance Appraisal System
Policies and Handbook
Research and Education
Collaborations
Variable Pay
Values Program
Major Projects
Certifcations
Education
Work
4
5. 5
Services from Kriate HR
Process Consulting
Attracting and Retaining Critical Talent
Building and Managing a Competitive
Employment Value Proposition
Competency driven Workforce Management
Companies face the daunting task of
constantly preparing their employees for
tomorrow’s challenges
Implementing Balanced Scorecard
Strengthen linkages among performance
management, missions and business goals
Team Performance in Structure-less
Environment
Intriguing model for managing team and
individual performance within a
discontinuous corporate environment
Learning and Development
Coaching Skills for Managers
• Set coaching objectives which are measurable and activity based
• Develop competence and confidence through facilitating conversations
• Structure your coaching sessions and deliver quality feedback to your staff
Emotional Intelligence
• Develop a greater awareness of your behavior and its effect on others
• Develop the skills that will enable you to build good working relationships
• Increase your level of positive thinking and build self-esteem
First time Leader Training
• Explore your approach to working with others and how it affects outcomes
• Illustrate principles of motivation and apply methods to motivate team
• Spot development potential in members of team
Transformational Leadership
• Being a role model for followers that inspires and makes them interested
• Challenging followers to take greater ownership for their work
• Align followers with tasks that enhance their performance
6. Case 1: High Performance Organization
Organizations and managers
require integrated, seamless
and simple system to deliver
results
Description:
• Ensure end to end integrated system
• Enable managers put the system to effective
use
• Determine and consolidate complimentary
systems
Client: Chennai based IT Infrastructure Sales and
Services Company having presence in Bangalore,
Pune, Middle East and Malaysia
Scope: Align organization performance
management systems
Deliverables:
• Document Role Descriptions
• Goals and Objectives Setting process
• Goal Alignment Workshops
• Performance Linked Pay
• Performance Feedback & Rating process
Key Results;
• Reduced collection aging from 73% more than
90 days to 65% within 35 days in 4 months
• Improved order fulfillment FPY
6
7. Scope: Set up a system where teams perform in
structure less environment
Deliverables:
• Identify and nurture common goals between
organization and every member of the team
• Systematically start reducing founders
involvement in business processes
• Start engaging team members actively in
strategic planning
• Increase people quality in terms of capability
and diversity
• Start introducing knowledge management
systems and practices
Key Results;
• Ongoing
Intriguing model for managing
team and individual
performance within a
discontinuous corporate
environment
Description:
• Underlying concepts and methodologies
• Creation of detail team objectives, roles, work
processes and priorities
• Team and individual utilization to create
collaborative results
Client: Financial Consulting / Advisory organization
working with large business families
Case 2: Structure less Team Performance
7
8. Case 3: Performance Linked Pay
How compelling variable pay
can be to ensure motivation to
perform
Description:
• Criticality of contribution by individuals and team
• What ratio of pay can be variable
• Role of manager and systems in maximizing
variable pay effectiveness
Client: A group company of large auto ancillary
group in the business of manufacturing, ICT products
and auto financing
Scope: Re-engineer the existing performance
linked pay process and implement a robust system
Deliverables:
• Facilitate policy decision on compensation
strategy
• Recommend assured vs variable pay ratios for
various functions and levels
• Facilitate goals deployment and goals sign off
process
• Design and implement data collection
methodology for processing
Key results:
100% of the targeted employees had signed off
goals on time
83% of employees were happy about their process
experience
8
9. Case 4: Job Evaluation for Positioning
Employees own up key result
areas with clear roles. No
structural inconsistencies that
affects employee perception
of fairness and equitability
Description
• Establish and operate a process through which
work gets valued and positioned
• Systematic and easy process to differentiate
positions across the organization
• Align with business strategy and long term
goals
Client: A leading global trucks organization setting
up business in India as joint venture aiming at an
annual capacity of 8000 mid segment trucks
production and sales annually
Scope: Scientifically identify the connect between
organization goals, functional goals and individual
roles
Deliverables:
• Align employee goals with the organization
objectives
• System to pay employees fairly, relative to other
employees
• Evaluate and calibrate effectiveness of functions
and structures
• Evaluate job vs. person fit
Key results:
• Ongoing
9
10. Case 5: Impactful Reward & Recognition
R&R program that effectively
motivates and engages
employees
Description:
• A program that will effectively engage employees
and achieve business objectives
• Program ownership and allocate resources to
effectively implement and manage
• Maximize program impact and utilization by
training managers and communicating
• Ensure employees utilize and continually assess its
effectiveness over time
Client: A business unit of large software solutions
company with employee base of 7000+ employees
spread across 6 locations in India.
Scope: Design and implement awards, recognition
and communication program covering 7350
employees across 6 locations
Deliverables:
• Sensitize managers the importance of
recognition at work
• Create programs that recognizes spikes of high
performance
• Develop and implement a sustainable
employee communication program
• Customize program for each business group and
function
Key results:
65% of the employees are recognized at least
once in the first 12 months
None mentioned reason for resignation as lack of
recognition, as against 40% the previous year
10
11. Case 6: Successful 3600 Feedback
Making the best out of
performance data through
people around the person
Description:
• Define what to evaluate and measure aligned to
values and strategy
• Design a feedback survey that is most important
to the organization
• Gather accurate data within a broad employee
survey
• Analyze the data, summarize results and deliver
impactful feedback
Client: A group company of large auto ancillary
group in the business of manufacturing, ICT products
and auto financing
Scope: Design and implement multi-rater
feedback system for 74 leadership team members
of client organization
Deliverables:
• Identify performance factors and competencies
that works
• Develop definitions and rating scale
• Train leadership team covered and raters on the
system, process, definition and scale
• Roll out feedback process and facilitate
completion
• Consolidate report and facilitate feedback
Key results:
• 90% of the feedback receivers found the
feedback useful
• Almost all participants, including raters found the
process gave one understanding of desired
behavior
11
12. Case 7: Rightly Balancing the Scorecard
Strengthen linkages among
performance management,
missions and business goals
Description:
• Aligning executive performance management
with strategic management
• Creating the balanced scorecard
• Linking the scorecard with performance
indicators
• Designing performance management system
Client: A retail automation mobility software
development company based in Headquartered
in Chennai with business at North America, Europe,
Middle East and APAC
Scope: Help team members identify what is the
right tension that an employee should carry for
effective performance
Deliverables:
• Measure the current level of balance
• Facilitate balance through role taking process
• Complete action plan to align and fine balance
the scorecard with organization objectives
• Identify individual key result areas and targets for
sign off
Key results:
• 100% of the leadership team and critical role
holders are covered by this program
• Covered leadership team members have better
understanding of each others roles and
expectations
12
13. Case 8: Competency based HR Practices
Facilitate personnel
development accelerating
organization capability
building
Description
• Identification, assessment and transfer of
knowledge
• Professional opportunities tailored to
experience
• Identification of potential talent and
evaluation based on skill and contributions
• Skill based management
Client: A leading global renewable energy
organization establishing wind energy business in
India targeting industry leadership by 2015
Scope: Build a robust competency framework that
facilitates people imperative. Implement one
cycle assessment and reporting
Deliverables:
• Develop organization competency framework
with primary and secondary data
• Publish competency dictionary
• Complete individual assessment through
effective methods
• Publish organization competency index
• Facilitate developing Individual Development
Plan
Key results:
• Ongoing
13
14. Case 9: Team Integration Initiative
Bring teams with conflicting
goals together and align to
purpose
Description
• Study scope of sub-functions operating in
siloes
• Involve subject matter experts to work on
process enhancements
• Align leadership of sub-functions towards the
department goal
• Enable leaders to work with large group
integration
• Initiate team building within and between sub-
functions through LSIPs
Client: An automobile joint venture organization
with expansion plans in India, targeting 90-95%
sourcing localization in and around Chennai
Scope: Create cohesion among various sub-
functions of the SCM department, which have
conflicting roles, to ensure aligned contribution to
organization growth in the new region
Deliverables:
• Bring people to operate seamlessly, by
enhancing communication
• Coopetition – Cooperate and compete in
healthy ways
• Ensure process streamlining to fill process gaps,
remove redundancies
• Impact logistics tracking and hence cost control
positively
Key results:
• Enhanced relationship, seamless integration of
team
• Reduction in warehouse and logistics cost by
40%
14
15. Case 10: Leadership Development
Enable directed leadership to
synergize strengths of
individual leaders
Description
• Identification and assessment of leadership
strengths
• Study Organization vision and alignment of
leadership strengths to the same
• Ensure initiatives to fill leadership gaps through
coaching and hiring leaders where needed
Client: A pioneering infrastructure projects
organization in India and abroad with interests
across Roads & Bridges, Ports, Metro Rail, Wind
Energy and emerging sectors such as
development of Power Transmission Lines, Water &
Railways
Scope: Build a charismatic leadership that
facilitates people towards organizational goals
through thought and action leadership
Deliverables:
• Leadership Resource Directory
• Leadership mix required for the organization for
directed movement towards goals
• Creating new leadership positions or eliminating
redundancy
• Continuous coaching for leaders to help with
their growth and to provide an outside view
Key results:
• Ongoing
15
16. Case 11: Skill Assessment Centers
Time and motion study
through assessment center, to
enhance process efficiency
Description
• Understand current process model of the
organization
• Create customized activities and tests for
assessment center including evaluation metrics
• Put all employees through the assessment
process and evaluate the competency levels
• Motion study of the work flow at the factory
over a period of 1 week
• Collate all above data to identify process and
skill gaps
• Implement process enhancements and
training initiatives for plugging skill gaps
Client: A handicraft export production unit
manufacturing lamp shades, based at Delhi,
working towards process optimization.
Scope: Assess all employees of the organization
including managerial roles, motion study the
processes, identify and implement process
enhancements and suggest skill enhancement
training to increase ppm.
Deliverables:
• Employee competency map
• Enhanced process flow model, to minimize time,
motion and wastage
• Training calendar for the next financial year
• Suggestions on possible employee development
initiatives
Key results:
• Increased daily output from 110 lampshades to
145 lampshades
• Suggested weekly activities on dexterity
enhancement for factory workers
• Suggested analytics based training for
managerial cadre
16
17. Case 12: Workmen Service Orientation
Imbibe customer delight,
through training and follow
through support
Description
• Conduct training program
• Regular follow ups on weekly basis up to 3
months and monthly for 3 months there after
• Surprise checks at work stations
• Random feedback sampling from customers
on experience
• Monthly reporting to regional general
manager, with sales reps and dealers involved
Client: A leading petroleum corporation with
15000+ fuel stations and 2 refineries across the
nation
Scope: Train workmen across select company
chosen outlets in the country, in phases by
geography, on customer service, to ensure
customer delight experience
Deliverables:
• Monthly reports on progress
• Enhanced customer experience at the trained
fuel stations
• Improve physical presentation and hygiene of
workmen
Key results:
• Consistent feedback of enhanced experience
from customers through random sampling
• Reduced attrition and absenteeism due to
health and work environment reasons
• Weekly empowered Gemba corner for constant
discussion and implementation of quality
enhancements by workmen
17
