1. Why should I come to a consultant when my profits are good and my employees are taken care?
The company and employees are dear to every Employer/Owner/Proprietor /Director. He knows what is best for his team. Naturally, he is hesitant to rely on an external consultant.
A quick reflection of the need for an external consultant can be analyzed by the Perception Measures of the people. Perception Measures are how people feel about themselves, their job and about the organization. These are indicators of the health of the relationship between the organization and the people.
Inthrall Consultancy undertakes the studies and share the same with the leaders of the organization. And once acknowledged by the leaders, specific interventions or processes are initiated to sustain the motivation and engagement level of the employees.
Inthrall Consultancy specializes in the Organisational Diagnostic Study, HR Audit using PCMM (People Capability Maturity Model) and other interventions which are appropriate to the organization.
2. How do you differentiate performance and potential? And why should I reward performance without potential?
Performance management in any organization may be a failure as a management tool if it is not holistic - considering how rewards in one place affect results or motivation in another.
That is precisely the reason Inthrall Consultancy believes in considering both the potential and the performance of an employee. We consider Mc Kinsey’s Nine Box Matrix Model.
For Performance Appraisal purposes, the Nine Box grid is facilitated by Inthrall Consultancy. The Nine Box grid is a simple visual reference that allows managers to easily view employees’ actual and potential performance.
Individual Developmental Plans (IDPs), for both high- and low-performing employees, is facilitated/ designed by Inthrall Consultancy in collaboration with the employees’ managers and the HR department.
A truly Strategic Performance Management makes the connection between Strategy and Culture, so that employees are motivated in the right direction, and thus, have maximum impact on Business Performance.
3. Is ‘Succession Planning’ very important in my family business?
Succession Planning, either it be family run business or a professionally managed corporate house, requires adequate attention from the Proprietor/Managing Director/Owner.
There is a fine line of difference between family and business.
In order to transfer the governance or goodwill of the business owner, the challenges in the family-owned businesses are to be addressed - for instance, the Vision of the Founder with the Business Strategies; and Succession Planning with Leadership Development need to be relooked or facilitated to continue the sustainability of the family managed business. This intervention is facilitated by Inthrall Consultancy.
4. In spite of our best efforts, some of the best talents continue to leave my organization. What should I do to retain my talent?
This is the problem which has been giving many a sleepless nights for most of the CEOs. Time and again, either it is a large Corporate or a Medium Enterprise, retaining talent is a million-dollar riddle which needs careful analysis and remedial measures.
Inthrall Consultancy, in tune with its Mission Statement, has over the past experiences, identified rigorous systems for -
- 1. Identifying Talent (through Nine Box Matrix or analysis of Critical Positions in line with the organizational capabilities),
- 2. Developing Talent (with the rigorous performance measures, relevant rewards and incentives)
- 3. Retaining Talent (with appropriate development plans and growth strategies).
- Also, a periodic monitoring of these systems/processes and procedures will help in retaining the talent.
5. How do I engage with all the people in my Organization?
This again puts the onus on the HR Team and the CEO. What do organizations need to do to give their staff that sense of value?
Today’s employees recognize that their prospects for continued employment, career development, and advancement are dependent on their companies’ health and stability. Opportunities for Growth and Development are among the most consistent predictors of Employee Engagement.
For businesses to successfully engage and motivate staff - it’s vital to have the right leadership, the right employee feedback processes, the right performance management systems and clear opportunities to develop and excel.
This is facilitated by Inthrall Consultancy through their systematic approach of an Organisational Diagnostic Study and usage of appropriate interventions.
6. Why is Organization Culture very crucial for my business?
Culture is the display of observable and measurable behaviors of employees in an organization. And, this display of behavior is based on the core values and value discipline of the organization. Alternatively, it can be said that the evidence of core values lies in the behavior of employees to customers, suppliers and co-workers.
The adherences to the Processes, Procedures or the Customer Feedback reflect the culture of the organization. In other words, the Culture of an organization evolves from the Business Strategy (Vision and Mission Statements, Value Discipline, Core Values) and is strengthened by the Systems, Internal Processes, Procedures laid out for employees to follow.
Organization Culture is very critical as it reflects the productivity and performance of an organization. Inthrall Consultancy helps the Leadership to understand and reduce the gaps between the Core Values, Internal Systems and Processes with its scientific, systematic study on Cultural Enablers
7. Why is Talent Management important?
Talent Management is not Talent Acquisition. Talent Management was introduced in the late 1990s as a part of Strategic Human Resources.
Talent Management involves attracting, motivation and retention of talent.
Talent Attraction - Recruitment or Talent Acquisition has become an important aspect of Employer Branding. Attracting talent has become a key KPI of every Human Resource Manager. And lot many HR Metrics, like Source of Hire, Applicants per Hire, Cost of Hire, Time to Hire, Offer Acceptance Ratio, Vacancies Vs Positions Filled display the Talent Attraction aspects.
Motivating Talent - Employee Engagement is measured through the following: (a) Absenteeism Ratio, (b) Involvement in Small Groups (SGAs) or Task Forces or Six Sigma Projects or Quality Initiatives like Suggestions, TPM; and (c) participation ratio in employee communication forums (d) percentage of involuntary separation. These are some of the factors display the level of engagement.
Talent Retention- The major metrics of talent retention is the turnover ratio. Further metrics on talent retention include - number or percentage of voluntary attrition, turnover ratio of low performers, turnover ratio of high performers.
Considering all the above, Talent Management has indeed become a critical determination factor of Human Resources or the pulse of the organization.
8. What is HR Metrics?
HR Metrics is nothing but measurable indices of Human Resources like Talent Acquisition, Employee Engagement and Talent Retention.
These measurable factors or metrics define the level of people engagement and also provides the areas of improvement in Human Resources.
The details of the metrics are mentioned in the answer to question 7 under Talent Management.
9. We do not see any client’s names on your website. Why?
Because, we respect the requests of our clients who are concerned about privacy and confidentiality. On specific request, we may share the case studies, adhering to our policy of maintaining confidentiality very strictly.