Selling To Win Using MBTI Feb 10 Taj Deccan Hyderabad
Sarvagnya Corporate Presentation
1. Strategic HR & OD Consulting
Corporate Presentation
September 8, 2011
2. Overview
• Vision and Mission
• What is the meaning of Sarvagnya
• Value Drivers
• Our experience
• Management Team
• Service Offerings
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3. Vision & Mission
Vision
We are committed to provide best in class
business solutions to our clientele that
contributes to build meaningful, impactful
and successful organisations.
Mission
Our foundational principles are to bring value to our customers.
Our core value drivers that facilitate a win for our customers are
“Know-How”, “Competence” and “ Wisdom”. We constantly focus
our organizational energies to improve our core value drivers to
be recognized by the corporate world for our best in class
business solutions.
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4. What is the meaning of Sarvagnya
“Sarvagnya” is a Sanskrit name.
It means a person who is the epitome of
knowledge,
skill and
wisdom
that is attained from
rich global experience,
pursuit of excellence,
dedicated research and
continuous learning.
We at Sarvagnya would aspire to embody such
principles.
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5. Our Value Drivers, a win for clients
Knowhow:
Our experience of managing the OD and strategic HR function of large global organizations with
50,000 plus employee strength and the exposure to deploy systems, processes and practices in
large, complex and global organizations is a hallmark of our demonstrated capability.
Competence:
Our consultants and associates are our assets. We recruit,
nurture and retain talent in our organization to constantly improve
our knowledge and skill base. We consistently focus on our
investments in research, education, accreditations and
certifications. Ethical business practices are central to the
purpose of Sarvagnya and we instil in our consultants as a must
have core competence
Wisdom:
We advise our clients on various aspects of strategic management. Our expertise has the depth
and founded on profound implementation experience of our consultants. We provide a qualitative
assessment of what works best for our clients, which bears the wisdom of our experience coupled
with our expertise.
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6. Our experience
Sarvagnya is a Strategic HR and OD consulting company
Sarvagnya has clientele in across multiple industry sectors
Sarvagnya is founded on 20 years of global experience in HR, Business
Strategy
Geographies
US | UK | Germany | Egypt | UAE | Oman | Saudi Arabia | Bahrain | India
Industries
Airports | Banking | BPO | e-Governance | Healthcare | Hospitality | Insurance |
IT/ITES | Pharmaceuticals | Telecom
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7. Management Team
Mr. Sri Harsha Govardhana is the founder and Managing Director of Sarvagnya Solutions
Private Limited. He has over 2 decades of well rounded, rich HR and business strategy
experience in Consulting, Engineering, Pharma, Hospitality, Insurance (TPA), Healthcare,
IT/ITes and Financial Services industries. He has worked in some well known Indian
brands such as Avanti Kopp Electricals Limited, SOL Pharmaceuticals Limited, East India
Hotels (The Oberoi Hotels Group), Apollo Hospitals Group, Satyam Computers and Karvy
Data Management Services Limited in senior management capacities in HR, Learning and
Development functions and business strategy.
Notably, Sri Harsha has spent a decade of his experience in healthcare industry working
with Apollo Hospitals Group. He made significant contributions to conduct due diligence for
hospital projects, pre and post commissioning of both domestic and international hospitals,
was a member of leadership team (constituted in place a CEO) to improve profitability,
overhaul operational processes, systems, championed hospital quality initiatives, lead the
group Learning and Development function as a Chief Learning Officer and also was at the
helm as a CEO and board director of international healthcare training and staffing business.
Sri Harsha is an expert in Org Designs, Structures & Interventions, Employer Branding, HR
Policy Frameworks, Benchmarking, HR Globalization, QMS, PMS, Executive Coaching,
Recruitment, Staffing, Learning and Development, Employee Relations, Immigration, Union
Negotiations and Management. He is a certified administrator of Myers & Briggs Type
Indicator (MBTI), certified assessment practitioner of Profiling Instruments (Thomas and
PI); has wide exposure to other tools like Balanced Score Card, TQM, ISO, Six Sigma,
Business Process Re-engineering, Good Manufacturing Practices, etc. He has international
exposure in American, European and Middle East Markets in areas of HR and international
staffing services. He has travelled widely across India, US, UK, Germany, UAE, Oman,
Saudi Arabia and Bahrain and understand cultures and diversity.
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8. Service Offerings
• Change Management
• Competency Modeling
Organization • Learning and Development
Development • Business Process Engineering
• E- Learning
• HR Policies and Processes
• Performance Management System
Strategic HR • Executive Search
• Mergers and Acquisitions
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9. Tools, a scientific approach
Proprietary tool
Sarvagnya Comprehensive Organizational Profiling for Effectiveness
Profiles HR Organization on 18 parameters
Profiling Report works as the Change Agenda
Proprietary tool
Skills and Behavioral Competencies evaluation tool
Customized position based evaluation tool
Behavioral competency assessment like any other psychometric tool
Certified Assessment practitioners blended with Global Executive
exposure
Excellent, proven tool for Executive Coaching
Outstanding training programs on Executive Effectiveness, Team
& Conflict Management
Certified Assessment practitioners blended with Global Executive
exposure
Excellent, proven tool for Personality Development, Training and
Recruitment, Team Building
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10. Change Management
Sarvagnya takes a three stage implementation model for the three critical intervention areas viz structural,
behavioral and technical aspect of an enterprise.
Diagnose and assess the current business environment and team competency model.
Engage people and execute the change agenda in structural, behavioral and technical aspects.
Create Review and support structures for ongoing facilitation of organizational excellence.
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11. Competency Modeling
Establish
Competency Conduct
Model & Environmental
Assessment due diligence
Toolkit
Diagnose Briefing sessions
competencies with Key
and indicators Decision Makers
Identify Job Identifying
Competencies, Executive
Outcomes: behavioral & Sponsor, create
• Competencies at Enterprise, functional & performance PM Committee
indicators & plan
individual levels
• Competency based hiring
• Competency based training
• Competency based performance
management
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12. Learning & Development
Profiling
Organization
Framework
Training
Creation /
Evaluation
Review
Identify &
Training
Assess Training
Delivery
Needs
Service Offerings:
• Management Development programs
Training Design
• Executive Coaching
• Customize training programs
• LMS deployment
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13. Business Process Reengineering
Sarvagnya’s process consulting practice focuses on creating a high
performance organization with the contemporary and pragmatic
business process reengineering methodologies.
Process:
• Identify BPR opportunities & enabling technologies
• Orient the team to change
• Evaluate the context and conduct the process
diagnostics to measure the current state.
• Mobilize the resources (Human, Infrastructure,
Monetary, and miscellany)
• Implement the change
• Track and stabilize the transition phase
Outcomes:
• Improved operational performance
• Constant manpower savings
• Improve competency levels
• Adoption of cutting edge technology
• Adoption of global best practices
• Refined business management and human capital practices
• Overall effectiveness and efficiency elevation
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14. HR Policies & Processes
Is your organization keeping pace with the changing times?
Do you see HR processes as critical & strategic to the your organization?
Are your HR processes ready to meet your future organizational
aspirations?
Service Offerings:
• HR Policy Frameworks
• HR process documentation
• HR process automation
• HR process outsourcing
• Employer Branding
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15. Performance Management
Service Offerings:
• Assess the impact of current performance management
process.
• Identify the gaps in the process as well as pain points.
• Discuss with the management team to validate the
actionables.
• Conduct the performance management workshop.
• Prepare strategic goals and measures at the
organization level and align it to the functional and
individual level.
• Create review structures and support systems.
• Design a powerful compensation and incentive program
and communicate it
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16. Balanced Scorecard Framework
• BSC has 4 perspectives: Financial, Customer, Internal Process,
Learning & Growth
• BSC should align three levels: Enterprise; Department, Individual
• BSC will have: Strategic Objectives, Measures, Weightages,
Targets, Initiatives
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17. BSC deliverables
Train leaders on Balanced Scorecard methodology
Build organizational capabilities to manage Enterprise, Functions &
Associates with scorecards and dashboards.
Create & align organization and department strategic objectives
with powerful measures, targets and initiatives
Every department would have goals on financial, customer, internal
processes and HR perspectives
Robust review process to ensure smooth implementation
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18. Executive Search
Developing an effective recruitment
strategy is the key to getting the
right resources on board.
Employers need to sell their
organization as a great place to
work to their prospective
employees.
Our consultants work with your top
management to create the right
recruitment strategy and career
architecture for all key profiles.
We use professional competency &
psychometric tools such as
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19. Mergers & Acquisitions
Often organizations who fail to gauge the human resource dimension of
the M & A project end up getting a raw deal and eroded shareholder value.
Setting up and evaluating a human balance sheet for M & A is a complex
activity and best when left to experts.
• Pre- Merger
– Developing M& A strategy
– Target Due Diligence
• Post- Merger
– Change Management Plan
– Culture gap bridging
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