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HR Consulting

The concept of a mature organization involves having a robust framework and modern tools to sustain and control growth effectively. Here's a breakdown of the areas mentioned and their importance:

  1. Competency Framework: Defines required skills and behaviors for roles, aiding in talent acquisition, performance management, and career development.

  2. Assessment Center: Identifies competency gaps in key talents, guiding focused training and development programs.

  3. 9 Box Framework: Helps evaluate talent performance and potential, aiding in succession planning and talent management.

  4. Talent Engagement Framework: Critical for retaining high-performing employees, reducing attrition rates, and ensuring a motivated workforce.

  5. Balance Score Card: For managing PEERFORMANCE - 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

  6. Transformational Drive in HR: Initiating innovation and change within the HR department, adapting to modern HR practices and technologies.

  7. Organization Morphology: Focuses on restructuring processes and IT architecture, optimizing efficiency and adaptability.

  8. Feedback Mechanism: Essential for transparency, fostering open communication, and continuous improvement.

  9. Learning Calendar: A year-long plan for learning and development, catering to skill enhancement at all levels.

  10. Learning Scorecard: Measures and tracks learning effectiveness, ensuring the alignment of learning goals with business objectives.

The presence of these elements in an organization indicates a proactive approach to talent management, learning and development, HR innovation, and organizational efficiency. Their absence might suggest potential areas for improvement to sustain growth and adapt to changing business landscapes.

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Maturity to Handle Risk


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