top of page
consulting3.jpg

Business Consulting

for
(MSME) Micro / Small / Medium / Large Enterprise

The FITT model indeed highlights a crucial aspect of business growth: the essential role of talent and its equal importance alongside funds, infrastructure, and technology. Emphasizing the significance of talent within the framework of business development is pivotal. Let's break down some essential points from your model:

  1. Talent as a Core Asset: Positioning talent as a core asset crucial for business success underscores the need for capable individuals to effectively utilize technology and infrastructure.

  2. Balancing Investment: Acknowledging the necessity of balancing investments in technology, infrastructure, and talent avoids neglecting the importance of human capital.

  3. Continuous Training and Development: Recognizing the need for continuous training and upskilling of talent to maximize their potential and keep them competitive in handling sophisticated technology and infrastructure.

  4. Culture and Environment: Understanding that a positive work environment, culture, values, and engagement play a significant role in retaining talent, reinforcing the idea that a conducive workplace is as essential as other aspects.

  5. Strategic Hiring and Assessment: Highlighting the need for a systematic assessment and hiring process to ensure the right fit for the organization, avoiding potential mismatches between skills and roles.

  6. Return on Investment (ROI) in Talent: Underlining that the right investment in talent management practices yields a positive ROI and directly impacts the company's bottom line.

Your emphasis on the significance of talent and its role in driving business success resonates well in today's competitive landscape. Investing in human capital and nurturing a culture that attracts, retains, and develops top talent is essential for sustained growth and competitiveness.

Technology

 

Having disparate systems for different business functions can pose challenges in gaining a holistic view of the company's performance. Integrating data from various software solutions into a comprehensive dashboard can provide invaluable insights for decision-makers. Here's how:

  1. Integrated Dashboard: A unified dashboard consolidates data from multiple systems, offering real-time insights into various facets of the business, from HR metrics to production status, financials, inventory, and customer feedback.

  2. Key Performance Indicators (KPIs): Customized KPIs on the dashboard offer a snapshot of critical aspects, such as employee onboarding, training completion rates, performance levels, production statuses, logistics, and financial health, empowering leaders to make informed decisions.

  3. Real-Time Analytics: Access to real-time data allows for immediate analysis, facilitating proactive decision-making. This includes monitoring employee performance, identifying trends, and responding promptly to issues across departments.

  4. Employee Empowerment: Individualized dashboards for employees enable them to track their own performance metrics, fostering accountability, motivation, and continuous improvement.

  5. Vendor Relations: Providing vendors with visibility into order forecasts and payment statuses fosters transparency, improves relationships, and streamlines supply chain management.

  6. Business Scalability: A comprehensive dashboard acts as a strategic tool for scalability by offering insights that facilitate optimized resource allocation, process improvement, and informed growth strategies.

  7. Sustainable Growth: Utilizing data from an integrated dashboard allows businesses to identify areas for improvement, mitigate risks, and capitalize on opportunities, ultimately contributing to sustainable growth.

By centralizing data and providing a comprehensive view of the organization's key metrics, an integrated dashboard becomes an indispensable tool for business leaders, employees, and stakeholders, fostering better decision-making and sustainable

AugustConsulting - For Managing Business Sustainability

AugustConsulting's focus on managing business sustainability amidst rapid global changes is vital. The TEMPLES model encapsulates the multiple pressures businesses face, emphasizing the need for adaptation and agility:

  1. Technology: Evolving at a rapid pace, encompassing AI, IoT, Big Data, and Machine Learning.

  2. Economy: Undergoing constant shifts, requiring businesses to adapt swiftly.

  3. Market Trends: Influenced by changing consumer preferences and behaviors.

  4. Politics & Policies: Govern the business landscape, often demanding significant adaptations.

  5. Law & Legislation: Continuously amended and evolving, impacting business operations.

  6. Environment: Increasing emphasis on sustainability and its effects on industries.

  7. Society: Experiencing rapid transformations, influencing business dynamics.

In response, Issue-Based Business Consulting and Talent Development emerge as critical trends. AugustConsulting recognizes the need to address the 'living' side of businesses – the human capital and talent development aspects.

Online platforms for talent development offer diverse options, including self-directed learning and blended learning models, catering to different learning styles and preferences.

The shift in focus from mere 'employees' to nurturing 'talents,' specifically high-potential and high-performing individuals, aligns with the evolving business landscape's demands.

AugustConsulting's commitment to working with companies dedicated to implementing good management practices reflects its dedication to supporting businesses in navigating these complex and dynamic challenges to achieve sustained success and resilience.

 

 

 

 

 

 

Our focus is to develop GOOD MANAGEMENT PRACTICES -
For CUSTOMERS, EMPLOYEES & SHAREHOLDERS

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Introducing the OLYMPIC Business Model

OLYMPIC Business Model approach follows a comprehensive methodology focusing on both qualitative and quantitative aspects of business development:

  1. Vision, Mission, Values: Establishing the direction, purpose, and culture of the organization, emphasizing why and how the business operates.

  2. Ethics and Code of Conduct: Defining the ethical framework and rules that govern operations, ensuring integrity and responsible behavior within the organization.

  3. Internal Business Process Alignment: Aligning internal processes with the established vision, values, and goals. Auditing and feedback mechanisms help identify performance gaps.

  4. ISO Certification and Standards: Implementing recognized standards to streamline and strengthen internal processes, ensuring compliance with guidelines and maintaining quality standards.

  5. OLYMPIC Business Model: Utilizing negative feedback (NPS) as an opportunity for improvement. Redirecting feedback into positive actions to enhance customer experience, leading to better business outcomes.

This approach emphasizes a holistic view of business development, integrating values, ethics, and customer-centric strategies. By focusing on both the internal process alignment and customer experience, it seeks to create a well-rounded and sustainable business model.

 


 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

People Science &Talent Management Processes in Business include:

 

 

People Science and Talent Management processes are intricate and vital components for any business looking to optimize its human resources. Let's delve into the key elements you've highlighted:

  1. Competency Framework: Establishing a framework based on behavioral indicators helps align job requirements with the skills, abilities, and attitudes necessary for effective performance.

  2. Competency-Based Interviewing: Training hiring managers in this approach enables them to evaluate candidates more effectively based on competencies relevant to the job role.

  3. Balanced Scorecard: Utilizing this tool aids in defining Key Result Areas (KRAs) and Key Performance Indicators (KPIs), providing clear expectations and metrics for evaluating performance.

  4. Performance Monitoring: Regularly observing and analyzing performance against set criteria helps identify deviations and areas for improvement.

  5. Assessment Centers: Conducting assessments aids in identifying competency gaps through various stages and exercises, offering a comprehensive view of candidate capabilities.

  6. Development Centers: These centers help bridge identified competency gaps, focusing on learning agility and nurturing high-potential talents.

  7. Succession Planning with the 9-Box Tool: Utilizing this tool assists in identifying and categorizing high performers and high-potential talents for succession planning purposes.

Implementing these strategies indeed demands courage and commitment from the top management. They require dedication, resources, and a long-term view to create an environment where talent is nurtured, developed, and strategically aligned with organizational goals.

It's evident that such processes aren't just about hiring or evaluation but about shaping the organization's future by identifying, developing, and retaining talent that drives sustained success.

Implementation of MSC of Balance Score Card with GAMIFICATION

 

The implementation plan for the Balanced Scorecard (BSC) coupled with gamification involves several key steps to ensure effective performance management:

  1. Defining Performance Parameters: Establish key performance indicators (KPIs) based on both lead and lag indicators. These should encompass customer satisfaction, internal processes, talent development, and financial metrics.

  2. Individual Alignment: Each employee aligns their daily activities and tasks with these predefined performance parameters, ensuring their actions contribute to organizational objectives.

  3. Daily Rating by Managers: Reporting managers provide daily ratings, assessing completion and adherence to assigned tasks or work in progress. This allows for real-time feedback and monitoring.

  4. Scoring System: Managers assign scoring points to various tasks, creating a scoring system that reflects the quality and completion of assigned work. This information can be visualized through a scoreboard.

  5. Regular Performance Assessment: Weekly, monthly, quarterly, and yearly assessments are conducted based on accumulated points. This categorizes individuals into Low, Moderate, or High Performers.

  6. Individualized Balance Scorecard: Each employee collaborates with management to establish their personalized BSC, aligning their goals with organizational objectives.

  7. Audit and Review: Regular audits are conducted to ensure the BSC remains aligned with organizational goals. This allows for adjustments and improvements based on evolving business needs.

This implementation plan ensures that employees understand how their daily activities contribute to the broader organizational strategy. It also promotes accountability and offers a structured framework for assessing and recognizing performance at regular intervals. However, it's crucial to monitor the system's effectiveness and ensure that the gamification elements positively impact motivation and productivity without creating unnecessary pressure.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

The process for Train The Talent's Assessment Center & Development Center aligns well with effective talent management and development strategies:

  1. Assessment Center:

    • Identifying Talent Gaps: Evaluating technical, behavioral, managerial, coaching, and leadership competencies to identify areas for improvement.

    • Customized Development Content: Crafting tailored learning content based on identified gaps for self-directed or group learning sessions.

  2. Learning Intervention:

    • Kirkpatrick's Learning Model: Ensuring learning sessions cover all four stages of learning evaluation, emphasizing instructional design to optimize learning outcomes.

    • Learning Agility Points: Participants earn points reflecting their adaptability and agility in the learning process.

  3. Performance Assessment:

    • Balance Score Card & Learning Agility Score: Utilizing both performance scores and learning agility scores to assess individual talents comprehensively.

    • Future Course of Action: Based on the assessment results, decisions can be made to focus on reskilling, enhancing performance, or behavior change within a designated timeframe.

This approach enables a holistic view of talent, considering not only current performance but also the ability and willingness to learn and adapt. By combining performance metrics with learning agility, it offers a comprehensive understanding of each individual's potential and areas for improvement. The flexibility to allow for reskilling or behavior change demonstrates a commitment to nurturing talent and enabling their growth within the organization.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

For more details E-mail us: augustalent@outlook.com

or

Call or WhatsApp +91-98730-88988

good-management-practice_orig.jpg
4-dimensions.jpg
Olympic Biz Model.png
Vertical Image of Biz.jpg

We Focus on 4 Dimensions for Organisation Development

Meeting
BSC.jpg
AC.jpg
bottom of page