Practice Areas

The key to our consulting practice is our ability to integrate our know-how in functional areas with unique combination of customized management consulting and value-driven solutions. Our functional practices help us develop business knowledge and insights that create a critical mass of expertise to provide superior client service.

Business Strategy & Financial consulting

Sector review
Financial Feasibility Studies
Investment Advisory – Alliances, Joint venture, Acquisition, Divestment, etc.
Organization Design and Structuring
Development of Standard Operating Procedures
Job Analysis and Design and Job Evaluation
Business Process Reengineering
Business Plan
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Sector Review

A Sector review is usually the first step before an organization decides in-depth assessment of investment opportunities in a particular sector. Our sector assessment covers demand and supply statistics, demand and supply drivers and projections, profiles of key players and their respective strengths and weaknesses, regulatory environment for the sector, entry and exit barriers, critical success factors, etc.
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Financial Feasibilities

We help our clients prepare financial plans to guide project start-ups or expansion plans. We also help in preparing funding plans for BMR programs, and securing approvals where needed. Our key focus is on developing robust assumptions and formulating various scenarios and then preparing financial projections based on those assumptions and scenarios.
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Investment Advisory

Opportunities are available throughout every phase of economic cycle. A keen eye is required for identifying attractively priced entities and assets and show casing such opportunities for clients. Leveraging our network with financial institutions, law firms, investment companies, etc., we regularly identify projects in diverse sectors – IT, Pharmaceuticals, Food, Textiles, Telecommunications, etc. which are presented to clients for consideration. In this context, we provide end to end solution, starting from due diligence, valuation, facilitating negotiation between parties, completion of legal agreements, etc.
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Organization Design & Structuring

Our organization design engagements are aimed at reviewing the adequacy of organizational structure vis-à-vis long term objectives / business strategy of the client and include services for:

Understanding current structure, reporting relationships and governance process.
Understanding of functional profiles of departments.
Understanding external operating environment of the client and practices of competitors.
Identifying improvement areas.
Translating mission and long-term objectives into organizational requirements.
Developing recommended structures, hierarchy, reporting relationships, committee structure, etc.
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Development of Standard Operating Procedures (SOPs)

Considering our experience of various industries and functional areas, we help clients to analyze and document functional operations and organization-wide operations to ensure that each activity has been identified and objectives for the business processes are understood. We have the capacity for developing Policy and Procedures Manuals for a broad range of functional areas including Human resources, Finance & Accounts, Internal Audit, Procurement, Operations, Supply Chain, Quality Assurance, Office Administration, Business Development, etc.
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Job Analysis and Design & Job Evaluation

Job analysis is a fundamental step towards ensuring appropriate job assignment (People Fit) and a seamless organization. Job Analysis involves developing position descriptions defining the purposes, objectives, roles, and responsibilities of various positions in the organization together with the person specifications for each position. Our job analysis process is an orderly approach for understanding jobs and focuses on essential functions. Standard Operating Procedures for various functional areas are reviewed. This review is critical for creating a linkage between operational requirements and job responsibilities as understood and practiced by employees.

The resulting Job Descriptions and Person Specifications are used to evaluate the jobs using a point rating system to determine the relative significance of various jobs in the organization.
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Business Process Reengineering (BPR)

Our BPR services are delivered by domain and process specialists enabling organizations to systematically and rapidly re-evaluate their existing processes. We help our clients to improve the robustness of processes, identify process that contribute to competitive advantage, identify mission critical processes and their associated costs and realign processes with existing business strategy.

We help clients to segregate core and non core activities seeking to combine centralization with decentralization and shared services with outsourcing to arrive at a competently executable and strategically aligned operational model that links delivery with strategy.
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Business Plan

Business plans are usually based on the assumption that past experience is a reliable parameter to predict future performance. During turbulent times, businesses need to understand the changing environment and align their competitive advantage and resources respectively to achieve the desired objectives. Adapting to the unknown can only happen when business plans are focused towards the overall organizational growth. Our approach to strategic business planning is an ongoing process which represents an integrated effort across all hierarchical levels including business units and functional centers.
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Human resource management & development

Human Resource Audit
Salary & Benefits Surveys
Design of Pay and Benefits Structure
CEO Compensation Structure
Organization Climate Surveys
HR Policies and Procedures
Post merger / acquisition HR integration
Executive Search and Head hunting
Training workshops – open & In-house programs
Outsourced HR Operations
Third party staffing
Workload rationalization assessment
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Human Resource Audit

HR Audit is a structured tool used for identifying areas relating to Organization and Human resource development, which needs to be improved. Aspects relating to organization and human resources are assessed through a series of checklists and discussions. Once the checklists and discussions have been completed, the implications of various findings are analyzed and evaluated in the context of current and long-term objectives of the organization. The areas of reform, identified as a result of this analysis, could then be addressed through well-defined and developed programs.

The areas, which are covered through the HR Audit checklist, include the following:
Organization Structure
Job assignment
HR Policies and Procedures
Compensation Management
Training and Human resource development
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Salary & Benefits Surveys

We assist clients in evaluating and aligning their existing compensation structures vis-à-vis market and industry practices and enterprise’s own corporate objectives. Key work steps in the process include:
Identification of benchmark positions and development of job summaries and list of comparator organizations
Collection of data from comparator organizations.
Evaluation of company’s pay data with market statistics and identification of reasons for deviation(s).
Preparation of recommendations, highlighting implication of probable deviations
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Design of Pay and Benefits Structure

Companies are finding it difficult to keep pace with ever changing business environment while addressing many aspects of traditional compensation programs. We assist companies in designing and restructuring compensation structures aligned with their corporate and HR strategy, market practices (which are assessed through surveys) and Income Tax laws. We also work with companies in designing innovative, objective and transparent performance based (variable) compensation plans.
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CEO Compensation Structure

This is a specialist service, aimed at addressing one of the key governance issues of the corporate sector. We maintain a historical database of pay package of the CEO of listed companies (along with their business performance) and are in a unique position to help BoDs / companies ensuring effective alignment between business performance and CEO’s pay.
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Organization Climate Surveys

Organization Climate surveys (also known as Employee Perception Surveys) are used in organizations allowing the management to develop an understanding of employee perceptions on various organizational matters. Our Core approach for this area starts from understanding the clients’ concerns, articulating issues to be addressed in the survey, designing & finalizing the questionnaire, conducting the actual survey, tabulating results and report findings for effective use by the management. Questionnaire can be administered using the conventional mechanism of pen and paper or web based modules can also be designed.
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HR Policies and Procedures

Availability of documented human resources policies and procedures facilitates the discharge of HR function in an organization and is a key component in ensuring the presence of an effective HR culture. Our clients are facilitated in determining their needs in this regard and to formulate and compile prescribed policy and procedures adapted to their specific needs. During such assignments, we draw upon our experience of HR practices, as observed in different operating environments and industries and also ensure regulatory compliance. Clients are also assisted in the effective implementation of prescribed policies and procedural guidelines to ensure that intended objectives are achieved.
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Post merger / acquisition HR integration

Successful mergers and acquisitions are usually an outcome of a well managed process. The key to understanding what exactly makes the process a successful outcome depends on how well the management spots something that puts the deal at risk or uncovers some information that leads to a review of the deal. Our merger capabilities help clients to establish HR related facts that point towards a merged entity that has a logical strategic fit and also has the support of complimentary cultures. We help our clients to identify the problems driving the ‘transaction gap’ and propose recommendations for resolving critical success factors for closing this gap. The process involves measurable and quantifiable analysis combined with the proverbial “gut” feel. Our merger integration service enables client organizations to successfully merge operations through comprehensive merger management support.
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Executive Search and Head hunting

One of the fundamental responsibilities of management is to ensure placement of right person for the right job. We initiate the process by spending time with clients to understand their recruitment goals, position specifications, hiring processes and company culture. We pay emphasis on understanding the personality of the organization and concerned personnel.

On an ongoing basis, we interview, pre-screen and technically evaluate candidates to build a ready database of suitable candidates. Our large resume databank is continually updated by sourcing CVs through advertisements and referrals.

As a value added measure, we also offer the option of carrying out various Psychometric assessment tests keeping in the mind the requirements of the position. This further reinforces the quality of the match.
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Training workshops – open & In-house programs

We offer an extensive calendar of function based training workshops covering several domains including Taxation, Supply Chain, Marketing, Sales and Distribution, Information Technology, Treasury, Risk Management, etc.

Our Training Methods are based on professional learning principles. We use proven, highly interactive participatory sessions and practical techniques that create discernable behavioral change that can be applied immediately in the workplace. We have always been firm believers in an interactive and engaging instructing style appropriate for professional learning.

Theory: Lectures, Printed Materials, Assignments, Articles
Application: Group Exercises, Group Discussion, Case Studies, Self-Assessments, Role Plays

Apart from open audience programs, we regularly organize in-house workshops, customized for specific requirements of companies.
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Outsourced HR Operations

Hundreds of organizations around the world have chosen to outsource their HR services (operations), enabling them to invest resources and energy on the people practices that build growth. Outsourcing HR frees time to focus on strategy, reduce costs, provides better service and helps build a sustainable competitive advantage.

We work on-site / off-site with clients to provide assistance with policy and program development, compliance with relevance statutes, recruitment, training and development, performance management, compensation and benefits administration, leave administration, workforce administration, etc.

Our Outsourcing solutions are completely automated, from recruitment till retirement stages of employment.
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Third party staffing

Without having to hire a full-time permanent employee, our clients can engage staff as per their requirements. We have a pool of qualified candidates from which clients can choose the desired skills. Our staff can work on a project-to-project basis, providing relevant skills without incurring the cost of hiring full-time permanent employees.
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Workload rationalization assessment

Transaction volumes and process flows are dynamic for any business. Over time, responsibilities assigned to individual staff change. Left un-assessed, such developments can build up to significant instances of duplication and inefficiencies. We regularly work with companies to assess the workload associated with specific positions based on extensive discussions, observations of actual processes, review of SOPs, etc., and formulate recommendations for necessary revisions in job descriptions.
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