Case Studies – PurpleIris

Functional Competency Design

Restructuring

Talent Development

Assessment Based Learning Initiative

People Practices Structure

JD Behavioural Competency Framework

Design of Functional Competencies - For one of India's fastest-growing pharmaceutical companies.

THE CHALLENGE

Enabling the organization build an Integrated Talent Development Framework requiring documentation of the roles, competencies and behaviors of employees in technical functions such as Quality Assurance, Quality Control, Supply Chain, Production and Finance. These employees were based in remote locations at the manufacturing plants of the organization.

SOLUTION & IMPACT

Purple Iris created a custom made approach to map over 100 roles across two different manufacturing plants of the organization spread over four months. This included intensive personal engagements with role holders to document the role, competencies and success factors as a first step. The second important step was to build a functional competency framework by defining critical competencies and progressive behaviors across employee levels in each of technical functions. These served as an important frame of reference to enable comprehensive capability assessments of employees in technical roles.

THE OUTCOME

The organization could create a holistic competency assessment framework including both technical and behavioral competencies (that was already defined organization wide earlier) and institutionalize a robust Talent Development Practice that was first of its kind globally. The initiative was applauded by Abbott Global and remains one of the best practices.

Organization Restructuring of NFP Vertical

Restructuring of the NFP (Not for Profit) Vertical and defining the roles for calibrating similar roles from the acquisition perspective - For a Financial Accounting Services Outsourcing Company in the US.

THE CHALLENGE

The NFP vertical has been acquiring companies and they wanted an external expert to study the vertical, roles and challenges and recommend strategies to strengthen the post-merger harmony by defining/redefining roles and the structure of the merged organization, not only for the acquired teams, but also a futurist model that would guide structuring the future M&As as well. The Vertical then had 100 plus employees servicing the Not for Profit Organizations (NFPs) as a result of 3 recent M&As.

SOLUTION & IMPACT

We studied the current structure, roles, span of controls, role perception, and cultural differences between teams, did one to one meetings with functional heads, discussions with COO to understand the future aspirations and restructured the faceless org structure for the NFP vertical with unique roles (Current and Future). We presented a couple of models based on various growth elements and challenges and the COO close one of the models to go ahead and internalize the new team structure.

THE OUTCOME

The NFP vertical today has internalized the new structure, balanced the span of controls across AVPs and VP and their respective teams. The new roles were adopted in the system some taken over by internal teams and others hired. The model is currently used as an internal Benchmark for structuring other business verticals.

Learning Solutions

Assessment Based Talent Development Initiative - For a Global Leader in High-end Connecting Solutions for the Vehicle Industry

THE CHALLENGE

The organization wanted to invest in building world class talent in its India Operations. They were keen to build the required competencies in their front line shop floor managers and make them capable of managing a work force that could meet the global standards of excellence at their manufacturing facility near Mumbai.

SOLUTION & IMPACT

Purple Iris was the chosen learning solutions partner and we took a methodical approach to developing this talent pool. First, we assessed the competencies of the managers by using PDA, a competency and personality assessment tool.. This was followed by a series of competency based customized class room trainings titled WINGS. Each competency module was customized keeping the shop floor problems and challenges in perspective and using a blend of case studies and experiential learning methodologies. Each training module had an inbuilt action planning exercise that was supported by a Coach to enable the participants act on their plans and measure their development over time.

THE OUTCOME

The participants’ development was measured in terms of behavior change over a 9 month period
and significant changes were recorded. Four of the 25 participants qualified for career progressions in the following performance cycles at the end of 12 months. This comprehensive program design was acclaimed for its impact by the organization and was shared as a best practice from India in their Global meet by their India HR Head.

Learning Solutions

Assessment Based Learning Initiatives for Leaders and Front Line Stores Staff - For a revered Sports & Fitness Brand

THE CHALLENGE

The promoter and managing director was looking to make his retail stores fit to cater to its well informed and demanding customers between ages 3-60 and beyond!. Building capabilities of the staff members to sell and serve the best of brands that the stores had as well as cater to the growing demands from corporates and community high rises looking to create sports and fitness facilities in their premises seemed a daunting task to the founder. The Brand had to transform itself from a local retailer to a modern well informed retail stores with a service mindset.

SOLUTION & IMPACT

Purple Iris designed two level learning initiatives at Total Sports. One was aimed at Leadership Development and the other was front line stores staff development. Leaders went through a Leadership Style Assessment and personalized coaching by a certified Coach from Purple Iris. This was followed by a series of Leadership Development programs. The front line staff was trained through highly interactive immersive learning sessions using simulations, games and role plays centered on selling and customer service. The participants were further observed on the job during their customer interactions by the coach and offered relevant developmental feedback and redirection. These initiatives transformed the staff mindset and built overall confidence on their respective job roles through skill development.

THE OUTCOME

The customer feedback scores and sales showed significant incremental improvement when measured over the following 12 months.

People Practices & Assessments

Setting up the People Practices structure, HR team and Leadership Readiness - For a Listed Construction Engineering Company.

THE CHALLENGE

The promoter and managing director was aspiring to build robust Talent and HR Processes to expand their business and strengthen leadership. Coming out of the Family run Business over 3 decades and building a professional, systems run culture was a huge challenge. Multiple initiatives like investing in ERP, hiring top talent in Operations and support were not yielding expected results. They approached Purple Iris to diagnose challenges and recommend solutions as well as support in implementation.

SOLUTION & IMPACT

Purple Iris did a detailed Organizational Survey and diagnostics on the people practices, culture, leadership and Management and came up with a set of approaches which was immediately put to action.

Purple Iris took over re-building the HR department from scratch. Multi-pronged approach was taken, at one level the HR Operations was streamlined across the entire Employee life cycle. The HODs and Managers were coached to instill the policies and adherence within their teams. Role definition and reporting structure design sessions were conducted throughout the organization to map talent to the roles. New Employee Inductions became a norm which didn’t exist before. Leaders went through a Leadership Style Assessment and personalized coaching by a certified Coach from Purple Iris. This was followed by a series of Leadership Development programs. Customer interactions by the coach and offered relevant developmental feedback and redirection.

People Practices

Design of Job Descriptions & Behavioral Competency Framework - For one of the premiere Real Estate developer in Pune

THE CHALLENGE

A family enterprise that was transitioning into second generation leadership, with a keen desire to implement best human resource practices They were looking to transform the organization by acquiring, developing and retaining the best talent in a highly competitive industry. They had a strong desire to build a professional organization with capable people who can work towards delighting the customer and enable the organization to stay ahead of competitors.

SOLUTION & IMPACT

Purple Iris took the ownership of this transformation journey by building the relevant systems and processes related to employee lifecycle from recruitment to retirement in phases. A comprehensive exercise comprising documentation of over 60 unique roles in the organization across varied functions namely sales, engineering, purchase, marketing, architecture, legal, finance and liaising was done over a 3 month period through multiple interactions with role holders, managers and leaders. This was followed by the creation of a behavioral competency framework defining organization specific 9 competencies and behaviors at 3 levels in the organization- individual contributors, managers and leaders. Laid the foundation for building a meritocratic family run organization.

THE OUTCOME

The role descriptions and competency framework was deployed further for objective talent selection, people development and performance management. This resulted in role clarity, reducing redundancy and clarifying performance expectations to employees at various levels in the organization.