What we do
We seek to deliver sustainable human capital for future – fulfilling our role as an enabling partner – helping organizations and individuals overcome challenges and achieve success.
- Finding Right People for the Right Profile – helping create a team that delivers
- Designing and delivering high impact OD Interventions / consultations for enhanced performance
- Helping individuals succeed
- Creating impactful resumes that hold attention – kindle curiosity within employer
- Expanding Digital Network – Enhancing Social Media Presence
We help adopt systems approach for building stable processes; enabling competencies of managing projects and ensuring financial discipline; within an overall environment of transparency and compliance.
Enablement Opportunities
- Providing tailored solutions to meet the needs of the organization
- Focusing on long term human resources planning and finding Right People for Right profile
- Building a team consisting of people who have the requisite skill set
- Get catchy descriptive and informative details in your resume
- Create a meaningful impact on the interviewer – first impression counts
- Kindle curiosity so the interviewer is keen to meet
- Inspire confidence through digital profile presence and endorsements
Organizational Development
- Business Planning (for Start-Ups)
- Review, structure and streamline existing processes
- Develop processes to ensure financial discipline
- Develop processes to ensure statutory compliance
- Review and improve effectiveness and efficiency of activities
- Improve focus on actionable goals
- Measure impact of efforts
- Business modelling, project ideation & design
- Go-to-market strategy
- Risk assessment & risk management
- Organizational change management
- Diversity & inclusion
- Creating NGO portfolio for CSR funds
- Social Impact Assessment
- Creating CSR Fund portfolio
- CSR reporting
Organizational Compliance
- Designing the organizational structure,
- visual depiction of reporting hierarchies
- no of positions to be defined
- defining role of each department/division
- Delineate roles and responsibilities of positions listed
- Conduct job analysis
- job specification
- job description
- competency framework
- Job and salary grading
- develop parameters for each set of unique jobs/positions
- conduct gap analysis (using industry benchmarks)
- Review and structure PMS (performance management systems)
- defining KRAs / assigning role as per RACI matrix
- defining measuring yardstick, tool and success criteria for particular job categories
- defining KPI to measure output for relevant activities
- Standard operating procedures (SOPs)
- Organizational policies
- HR policy
- employee HR manual
- leave policy
- travel policy
- gender policy
- child protection policy
- ethics and integrity
- anti-bribery policy
- finance policy
- procurement policy
- HR policy
- Terms of use (for website or platform)
- Workforce related compliance (ESI / PF / shop & establishment etc)
- Financial compliance
- maintaining proper books of accounts / records
- computation of income tax (advance); deposit of tax amount
- financial audit
- annual filing as per Income Tax Act 1961
- Secretarial Compliance
- maintaining records of minutes of the meetings/resolutions
- secretarial filing with the Registrar of Companies or Registrar of Societies
- Indirect tax
- computation of GST or other indirect tax due; deposit of tax amount
- filing of tax returns
