Segregating your employees based on their performance has always been an uphill task within organizations. The challenge has mostly been to recognize the ‘what’ and the ‘how’ of a goal being achieved. Or how does one differentiate between the results and the efforts of an employee’s performance? Who should I keep, and who should I let go – the one who achieved who grew the business, but does not believe in the organizational values; or the one who lives the values but struggled in meeting his targets? We can help you segregate employees based on their performance and potential. This classification is done using tools like the ‘Nine Blocker’. This helps organizations to plan their reward & recognition schemes. It also helps define employee retention and development plans based on the differentiation.

More often than not, a candidate is selected because of his / her technical capabilities. This often results in a role misfit that the company and the new employee will soon realize. Needless to say, attrition follows. Our certified consultants can help you select your ideal candidate through a multi-level Assessment Centre process. This would include case studies, in-basket exercises, group discussions, behavior based interviews and psychometric analyses. This kind of an assessment gives more emphasis on the candidate’s fitment into the larger role, than just the technical capabilities.

Leaders are not born; they are developed. Anyone can be a successful leader, provided he/she has the right qualities. Leadership Academy is a comprehensive approach to develop leaders within an organization, over a defined period of time. The academy intents to improve the leadership competencies of emerging leaders, through a strategically planned, multi-part intervention. It gets them to adapt and align themselves to the organizational vision; take up leadership responsibilities and groom themselves over a period, using a blended learning approach.

A competency model is a valid and measurable list of the knowledge, skills, and attributes (KSA) required to perform a job function. They act as guidelines to demonstrate behaviors that would result in outstanding performance for each job role. They also become parameters for assessing new candidates in a hiring interview. Our Assess International certified assessors help you build competency models for the various job roles within your organization.Our assessors also help you define behaviors that exhibit these competencies.This, in turn, will become your assessing scale for candidate selection and performance appraisal.

Our consultants assist you in strategically integrating effective HR processes, programs and practices into your daily operations. Our role is also to maximize the client’s performance related to human resources by introducing or marketing best practice products or services, as well as to provide periodic feedback.

A growing organization requires processes and standards that will measure the success of its growth. It cannot ignore the role of robust processes, if it needs to maintain its quality of products and services; more so in the area of performance management of its employees. In most organizations even today, performance appraisal remains a time in the year marked with a lot of heartburns, despair, broken dreams and loss of good talent. Much of this can be attributed to a very subjective appraisal system. Our experts will help your organization design and implement a more objective way of evaluating the performance of your people that is acceptable to the appraiser as well as the appraised. This way, we help you minimize those awkward moments, emotions and disappointments that help you to ‘keep the good ones’ with you.

Segregating your employees based on their performance has always been an uphill task within organizations. The challenge has mostly been to recognize the ‘what’ and the ‘how’ of a goal being achieved. Or how does one differentiate between the results and the efforts of an employee’s performance? Who should I keep, and who should I let go – the one who achieved who grew the business, but does not believe in the organizational values; or the one who lives the values but struggled in meeting his targets? We can help you segregate employees based on their performance and potential. This classification is done using tools like the ‘Nine Blocker’. This helps organizations to plan their reward & recognition schemes. It also helps define employee retention and development plans based on the differentiation.

More often than not, a candidate is selected because of his / her technical capabilities. This often results in a role misfit that the company and the new employee will soon realize. Needless to say, attrition follows. Our certified consultants can help you select your ideal candidate through a multi-level Assessment Centre process. This would include case studies, in-basket exercises, group discussions, behavior based interviews and psychometric analyses. This kind of an assessment gives more emphasis on the candidate’s fitment into the larger role, than just the technical capabilities.

Leaders are not born; they are developed. Anyone can be a successful leader, provided he/she has the right qualities. Leadership Academy is a comprehensive approach to develop leaders within an organization, over a defined period of time. The academy intents to improve the leadership competencies of emerging leaders, through a strategically planned, multi-part intervention. It gets them to adapt and align themselves to the organizational vision; take up leadership responsibilities and groom themselves over a period, using a blended learning approach.

A competency model is a valid and measurable list of the knowledge, skills, and attributes (KSA) required to perform a job function. They act as guidelines to demonstrate behaviors that would result in outstanding performance for each job role. They also become parameters for assessing new candidates in a hiring interview. Our Assess International certified assessors help you build competency models for the various job roles within your organization.Our assessors also help you define behaviors that exhibit these competencies.This, in turn, will become your assessing scale for candidate selection and performance appraisal.

Our consultants assist you in strategically integrating effective HR processes, programs and practices into your daily operations. Our role is also to maximize the client’s performance related to human resources by introducing or marketing best practice products or services, as well as to provide periodic feedback.

A growing organization requires processes and standards that will measure the success of its growth. It cannot ignore the role of robust processes, if it needs to maintain its quality of products and services; more so in the area of performance management of its employees. In most organizations even today, performance appraisal remains a time in the year marked with a lot of heartburns, despair, broken dreams and loss of good talent. Much of this can be attributed to a very subjective appraisal system. Our experts will help your organization design and implement a more objective way of evaluating the performance of your people that is acceptable to the appraiser as well as the appraised. This way, we help you minimize those awkward moments, emotions and disappointments that help you to ‘keep the good ones’ with you.