Employee Engagement Solutions (GallupQ12®)
Gallup defines employee engagement as the involvement and enthusiasm of employees in their work and workplace. Employee engagement helps you measure and manage employees' perspectives on the crucial elements of your workplace culture.

Gallup-Q12

1. I know what is expected from me at work
2. I have the necessary material and equipment to do my job right
3. At work, I have the opportunity to do what I do best everyday
4. In last seven days, I have received recognition or praise for going a good job
5. My supervisor or someone at work seems to care about me as a person
6. There is someone at work who encourages my development
7. At work, my opinion seems to count
8. The mission or purpose of my company makes me feel my job is important
9. My associates or colleagues are committed to doing quality work
10. I have a best friend at work
11. In last 6 months, someone at work has talked to me about my progress
12. This last year I had the opportunity at work to learn and grow

Gallup's Employee Engagement Survey: Ask the Right Questions With the Q12® Survey

We help you create

HR Touch Point

HR Trainings

HR Talent Management

Hire US on Project/Assignment basis

Corporate Social Responsibility (CSR)
CSR is generally categorized in four ways: environmental responsibility, ethical/human rights responsibility, philanthropic responsibility, and economic responsibility.

Designing HR Policies

1 Project based Assignment
2 Consulting and Advisory

Competency based HRM
1. Building competencies for organizational future
2. The Competency development process
3. Understanding the Competency management system
4. Competency drives transformational hrm strategies
5. Mapping business competencies to people competencies
6. Assessment centres
7. Training assessors in a assessment centre
8. Competency based selection process
9. Competency based interview strategies
10. Assessment group discussions and testing techniques
11. Experiencing the Competency management process in organization
12. Competency based performance management system
13. Competency driven careers
14. Competency linked competitive remuneration
15. Development centres and Mangerial evaluation
16. Competency driven culture: driving businesses to lead and manage change

Environmental, Social, and Governance (ESG)
Environmental, Social, and Governance. Investors are increasingly applying these non-financial factors as part of their analysis process to identify material risks and growth opportunities.

Talent Management
We work with your Leadership Team as your Team extension to help develop your Talent Management System using multi-layered, long term "Management by Objective" modality customised to synergy Learning and Capability Building.

Talent Acquisition/Recruitment (Select Domain)
Talent Development
Talent Management
Talent Retention
Talent Promotion/Outplacement
Our goal is to help you

1. Identify, select and cultivate "superkeepers" -the employees your organization cannot afford to lose.
2. Locate and develop highly qualified backups for key positions, which are critical to organizational continuity.
3. Allocate training resources to employees based on actual and/or potential contribution to organizational excellence.

Introducing a Talent Management System

1. Creating a Talent Management System for Organizational Excellence: Connecting the Dots
2. Four Steps to Creating a Talent Management System
3. The Journey to Organizational Excellence: Navigating the Forces Impacting Talent Management
4. Case study on Talent Management: IT Startup, Scaling MSME, Hotel Industry, Education Sector, Coaching Institute
Developing the Building Blocks of Talent Management: Competencies, Performance Management, and Career Track Planning

Building Block 1: Competencies: List of Essential and Important Competencies, How Competencies Create Economic Value

Building Block 2: Performance Management: Selecting the Right Performance Management System, Conducting Performance Appraisal, Using 360 degree Feedback in Talent Management

Building Block 3: Evaluating Employee Potential
a. Determining every Employee's Potential for Growth
b. Finding High Potential Talent throughout the Organization
c. Casting a Wider Net: Case study method for customised PMS
d. Finding the Crown Jewels: Locating the Superkeepers
e. Using Outplacement Techniques to Evaluate Employees

Building Block 4: Recruiting Superkeepers
a. Finding and Hiring Fast Track Talent
b. Using a Talent Management Model for Selection: Guarding the Entrances of the Organization

Talent Planning

1. Achieving Organization Excellence through Talent Planning and Development
2. Developing Superkeepers, Keepers and Solid Citizens: Measurement Makes a Difference
3. Allocating Training and Development Resources based on Contribution
4. Optimizing your Investment in your Employees
5. CEO Succession Planning: Ensuring Leadership at the Top
6. Talent Management in a Global Firm
7. How Boards can Shape Talent Planning
8. Succession Planning in Family Businesses

Building Diversity into your Succession Plan

1. Building a reservoir of High Potential Women and Diverse Groups
2. Building a reservoir of Women Superkeepers

Coaching, Training and Development

1. Integrating Coaching, Training and Development with Talent Management
2. Leadership Coaching
3. Coaching with Superkeepers
4. Differentiating Leaders throughout an Entire Organization

Using Compensation to Implement Talent Management Plan

1. Integrating Compensation with Talent Management
2. Compensating Superkeepers: Talent your Company needs to Thrive
3. Linking Competencies to Performance and Pay
4. Using Long Term Incentives to Retain Top Talent: Super Rewards for Superkeepers

Using Information Technology to Support a Talent Management System

1. Using Information Technology to support a Talent Management Process
2. Developing a Talent Management Information Strategy

Courtesy: The Talent Management Handbook by Lance A Berger & Dorothy R Berger