Case Studies

Read on to know how our customers have benefitted through our interventions.

Case study 1 Case study 2 Case study 3 Case study 4
What was the situation (Before) :

Case Studies A pharmaceutical machines manufacturing company got in touch with us when they were clogged by lot of internal challenges. They were unable to harness the market opportunities, or manage the work efficiently. They wanted to get into a Joint venture with a Multinational company in Germany, for which they had to set their company ready in order to go through the audit and evaluation successfully.

What we did…
After a detailed 360 degree diagnosis, we identified the gaps and stagnant areas. We drew an organizational developmental intervention and implemented it. This intervention ran over 12 months. At the end of phase 1, the company saw the following improvements:
  Clear vision and mission for the management
  Long standing pending decisions on obsolete process and way of working made space for
    improved business processes.
  Inefficiencies were recorded objectively and handled through process refinement and
    employee training.
  Employee satisfaction was improved, through setting up and communicating the HR policies,
    defining Job roles and introducing performance management system.
  The overall top line of the company grew by more than 40% that year
  The company started attracting professional talent into the organization
Read more……
The Before Scenario Challenges :
  Unable to harness growth/market opportunities. Stagnancy in Top Line
  To transform the organization from a conservative family owned business to a profession
  Production challenges
  Absence of HR setup or processes or policies
  Lack of clearly set processes made the working very person driven and time consuming.
  Resistance to Change at the staff level, Department Head level
  No Productivity Measures and the work at all departments was person driven rather than
    performance or process driven
What we did...
An Organization Development Plan was drawn for first 12 months which is the First Phase, after a detailed diagnosis of the company.

  Priority Areas were identified and a Plan of Action was drawn.
  As a top –down approach we facilitated in recreating the Vision, Mission & values and set
    direction to where the organization wants to be in future.
  Organization Restructuring for efficient manpower utilization
  Business Process Re-engineering to streamline the work flow
  Introducing best practices from other Industries, HR Strategy, HR Operational policies, Job
    descriptions, Manpower Planning, Recruitments
  Training and development, counseling and audit given to employees
In the second Phase introduced Performance Management System
  Departmental KPI’s were fine-tuned
  Job roles were revisited
  Performance Management Trainings were given to Managers and staff
  Supported to complete the implementation of the performance Management process.
After the Interventions (After)
Case Studies
  The company became a self-propelled
  Systems driven organization.
  Target oriented.
  Growth plan for the next 5 Years in place.
  3 Strategic joint ventures with world no 1 in
    respective fields in place.
  JV With the world inventor of 1 product
    under way.
Case Study 2 – Automation company
What was the situation
This technology automation company came to us because they were stuck to the same top line for over 8 years and wanted to create a breakthrough – in the market to increase their share, as well as improve efficiencies internally. They also wanted to morph from a Single business owner driven business to a professional setup.
What we did...
After a detailed diagnosis of the current situation, we recommended a project wise consulting support, starting with revisiting their Business Strategy and Product and service portfolio. For the first time ever the Sales planning was introduced to bring in focused efforts acquire business and track Sales performance.

To strengthen the execution team and the support team, HR interventions were introduced.

This brought the clarity in the role and responsibilities of the staff. Performance management was implemented to bring in objectivity and neutrality in evaluating yearly performance and recommend increments and promotion.

New talent from the market was hired and trained.

All these interventions were introduced in a phase wise manner over 12 months, to ensure the management was available for implementing and changes were spaced out for employees to accept and follow them.
What it is now...
  Their top line has increased by over 80% in the immediate next financial year.
  The company attracted good talent from the market , which was earlier considered
  New alliances for business acquisition were created, R&D was focused to generate cost
    effective yet products that has the market demand.
  The same product and service was offered to other different Industries, which was earlier
    only thought of.
  Non performance at work is objectively dealt with in the monthly meetings.
  The company is in the process of setting up a manufacturing facility and expand its service
Case Study 3 – Facility Management Company
What was the situation
A Facility Management Company approached us, for they had to strengthen their Resource Management team. The Resource mgmt function played a vital role in supplying trained manpower to their clients located all over India. Timely resourcing of quality manpower was the essence. We entered the company when there was a shortage of 250 plus manpower every day. Which means the company was losing out their revenues to the tune of Rs. 20 lacs a month. They had given us 90 days to bring in the results.
What we did…
At first we took stock of the team, process and targets that existed for the Resource Management Team. The detailed diagnosis clearly bought out the gaps in all the areas.

With the involvement of the Director of the company, we created a Backward Integration Plan. That is, created a plan on what needs to be done to generate 5000 contract staff with different skill sets for that financial year.

We identified the key roles and processes that are critical to meet these targets and the other support structures the department would need to generate results.

The department was restructured and new talent with relevant experience was hired. The entire RM team was oriented on their primary roles and their own compensation revisited for there was a need of market correction.

Dashboards and MIS for daily, weekly monthly performance we designed and implemented.

Training on essential functional and behavioral skills was given. New sources for acquiring databases were identified.

The team’s performance was reviewed and audited to assess the effectiveness of the intervention.
What it is now…
  The department runs on its own taking guidance from the Resource Management Manual ,
    that covers all the Standard Operating Procedures (SOPs) of the function.
The manpower gap reduced from over 250 a day to 20-25 a day.
  Performance gaps are easily identified and rectified sooner.
  The company has attracted and employed well qualified, experienced professionals into the
  Its easy for the management to review daily performance through the dashboards and MIS
Case Study 4 – Industrial Electronics Firm
What was the situation…
This Industrial electronics company is a family owned business, had presence in most of the metros and had its business services in diversified products and industries. They had expanded quickly and were not able to control its business operations or Human Resources. They wanted someone assess the organizations capabilities and steer the senior management to a unified focused vision. They also wanted to streamline and implement the best practices in HR for their employees.
What we did...
An overall assessment was carried out to understand their products and services along with the business strategy. We realized that they had spread themselves thinly over more than 100 products and services catering to unrelated industries and sectors. At times a complete business vertical was handled by one person. Moreover, 90% of their revenues came from trading. The risks were high considering the volatile market. There were employee issues as well.

We facilitated a Visioning and Business strategy exercise for the Senior Management. The outcome of the workout was streamlined business verticals with targets and ownership taken by each business head. Locations were also allocated for clarity and ease of work.

The high dependency on trading was reduced bringing in better risk management and also introducing project management services, since it was an unutilized strength of the company.

R&D which is again their strength was focused and budgets to set up and run it at 2 of their facilities were sanctioned.

Business Vertical wise interventions were implemented to set the process and job roles.

Lot of employee engagement and motivational workshops were conducted to improve employee morale and productivity.
What it is now
The Company focuses on not more than 30 premium products where they have substantially increased their market share not only in India but also abroad.

They have tie-ups with Multinationals in Europe and US, which was earlier only restricted to South east Asian Companies.

Their identity from a trader is transformed to an Integrated Technology Solutions provider, which has positioned them as a brand in the market today.