Human Capital is the backbone of every organization and in these changing times, it is essential to ensure that our most important resource is developed, retained, and engaged throughout their employee journey so that they may deliver to the best of their potential. We specialize in designing compensation structures, competency frameworks that help organizations align the right capabilities with the right roles, succession planning framework design to ensure a continuous buildup of a talent pipeline that is essential to fill out leadership roles, structuring performance management frameworks that align organizational goals with individual objectives.

Reward Structure Design
Development and enhancement of the overall compensation, benefit, and recognition policy, processes, and procedures. Integrated alignment of Total Remuneration with organizational strategy to reinforce employee attraction, employee retention, and culture of performance.

Compensation & Benefits Surveys
Integration of compensation and benefit philosophy with organizational strategy. Pay banding and provisioning market competitive ranges of salary for each grade/cadre, synced with the larger reward strategy, employee value proposition and percentile positioning.

Short-Term Incentive Design
Formulation of plans to encourage and ascertain accomplishment of short-spanned, focused objective achievement, consistent with organizational budgetary limits.

Long-Term Incentive Design
Strategizing platforms to motivate employees, via aligning critical talent’s goals to the organization’s long-term goals and objectives, through a deferred compensation mechanism.

Competency Framework Design
Defining the knowledge, skills, abilities, and attributes needed for people within an organization.

Career Framework Design
A modeled outline of the requisite roles, talent competencies and accountabilities for supporting the execution of an organization’s business sustenance and growth strategy.

Learning & Development Strategy Design
The identification of key organizational and functional competencies, in-depth analysis of prevalent employee competencies, and inferring gap magnitude to synchronize talent capability with organizational needs.

Capability Assessment
A diagnostic approach of engaging employees to rank the company’s performance compared to the industry performance in terms of identified sector-specific capabilities & their importance. A metricized insight to identifying the strengths and weakness of the organization.

Performance Management System
Establishing a measurable, transparent and consistent definition of high performance. Creating the right tools, systems, and processes to differentiate high performers and architect a culture of recognizing and rewarding high performance.

Employee Engagement Surveys
A comprehensive synopsis to measure employees’ commitment, motivation, sense of purpose, and passion for their organization and job role.

Assessment Centers
Conducting Assessment Centre(s) to identify the gap between existing skills and desired competencies.