Building AugusTalent - A Strategy To Differentiate
Business Consulting
AugustConsulting - For Managing Business Sustainability
As the Global Economy is hit by the pandemic – the way going forward for Issue Based Business Consulting & development of TALENT through ONLINE E-Learning become pronounced
Every Business today face tremendous pressure from the CHANGES in the TEMPLES Model
T = Technology is Changing Rapidly with A.I., Sensors, IoT, Big Data, Machine Learning
E = Economy is Changing & Business feel pressure to adapt
M = Market Trends are Changing based on Consumers Taste
P = Politics & Govt. policies are Changing – difficult for Business to switch from one Paradigm to the other paradigm
L = Law is getting amended & new Laws are created, another pressure point for the Business House
E = Environment & Global warming issues are putting pressure on certain specific manufacturing industries
S = Overall Society is undergoing a Rapid Transformation
The Scope for Issue Based Business Consulting & Issue Based Talent Development is emerging as one of the Biggest Trend
The Non-Living side of the Business i.e., IT Systems, Automation, Infrastructure Capital requirement, Raw Materials is one side of the Business Challenge & aligning Manpower Competencies to handle this Changing Business scenario is the other side of the Business Challenge
The Business Consulting is Focused on the Living side of the Business i.e., the TALENT DEVELOPMENT area and the way forward to develop the Global TALENT is the Online Platform.
The Nature of Online E-learning today comes with variety of OPTIONS: Training can be delivered as SDL (Self Directed Learning) where the Candidate will only interact with the E-Learning Course or a Blended Learning Platform where both the Candidate & the Trainer will sit when the course is running in a batch, or one is to one.
Every Business today face tremendous pressure from the CHANGES in the TEMPLES Model
T = Technology is Changing Rapidly with A.I., Sensors, IoT, Big Data, Machine Learning
E = Economy is Changing & Business feel pressure to adapt
M = Market Trends are Changing based on Consumers Taste
P = Politics & Govt. policies are Changing – difficult for Business to switch from one Paradigm to the other paradigm
L = Law is getting amended & new Laws are created, another pressure point for the Business House
E = Environment & Global warming issues are putting pressure on certain specific manufacturing industries
S = Overall Society is undergoing a Rapid Transformation
The Scope for Issue Based Business Consulting & Issue Based Talent Development is emerging as one of the Biggest Trend
The Non-Living side of the Business i.e., IT Systems, Automation, Infrastructure Capital requirement, Raw Materials is one side of the Business Challenge & aligning Manpower Competencies to handle this Changing Business scenario is the other side of the Business Challenge
The Business Consulting is Focused on the Living side of the Business i.e., the TALENT DEVELOPMENT area and the way forward to develop the Global TALENT is the Online Platform.
The Nature of Online E-learning today comes with variety of OPTIONS: Training can be delivered as SDL (Self Directed Learning) where the Candidate will only interact with the E-Learning Course or a Blended Learning Platform where both the Candidate & the Trainer will sit when the course is running in a batch, or one is to one.
Today's Business doesn't need Employees - They Only need TALENTS, High Potential & High Performing AUGUSTALENTS
We ONLY work with Companies who believe in
GOOD MANAGEMENT PRACTICES
Our focus is to develop GOOD MANAGEMENT PRACTICES -
For CUSTOMERS , For EMPLOYEES & For SHAREHOLDERS
Our endeavor is to develop the 4 DIMENSIONS of BUSINESS
Introducing OLYMPIC Business Model
OLYMPIC Business ModelBased on the Fundamentals of Economics - "Input - Process - Output" concept & the WILLINGNESS Factor of the Core Business Talents, the entire Business Model is based on QUALITATIVE INPUTS & QUANTITATIVE INPUTS rather than only focusing on the Output.
1.Visioning Exercise with Top Management Team to uncover the DIRECTION where to go forward 2. Defining the MISSION Exercise- Why we do What we do 3. Core Values finding exercise - how do we behave with Our Team & Our Customers - Creating the Company CULTURE 4. Business Ethics - what are our guiding force which governs our operation 5. Code of Conduct - how we conduct with a set of rules outlining the norms, rules and responsibilities or proper practices of an individual party or an organization. Once the above exercise is complete - then design the IBP: Internal Business Process The Internal Business Process is then aligned with the Vision, Values & audited and feedback given to Top Management based on the GAPS identified among People's Performance to Execute the Process. Additionally, ISO Certification helps to streamline & strengthen the Process further based on the New Guideline of 2015 Standards. The Concept of the OLYMPIC Business Model is Re-designing & Re-aligning the Business Model based on NEGATIVE FEEDBACK (NPS: NET PROMOTER SCORE CARD) - to Create a POSITIVE CUSTOMER EXPERIENCE. People Science & Talent Management Process in Business includes: 1. Create COMPETENCY FRAMEWORK with BEHAVIOURAL INDICATORS. Most Companies have Job Description which are a series of TASKS to be performed whoever occupies the Chair or the Post or Position & Competency Framework is the Ability, Willingness, Skillsets and Expertise of the Candidate to Perform those TASKS 2. Train HIRING Managers on - COMPETENCY BASED INTERVIEWING Skills - to Select the Right Talent 3. Implement BALANCE SCORE CARD - to define and describe the KRAs & KPIs with timeline on the PROCESS that the Talent needs to follow & be compliant with Audit to PERFORM ALL TASKS 4. Monitor PERFORMANCE & observe deviation from the PROCESS 5. Run Assessment Center: various combination of stages to identify COMPETENCY Gaps 6. Start DEVELOPMENT CENTER to BRIDGE the COMPETENCY Gaps & OBSERVE "LEARNING AGILITY" to identify HIGH POTENTIAL Talents 7. Apply International 9 Box tool for Succession Planning: HIGH PERFORMER & HIGH POTENTIAL TALENTS It's only meant for the BOLD & COURAGEOUS Top Management Team - it's Not for Fainthearted People. |
Implementation of MSC of Balance Score Card with GAMIFICATIONOnce the overall Business Process is set - then the Next Step is to set the Performance Parameters based on 3 Lead Indicators, Customer requirements, Internal Business Process Mastery, Learning & Development of Talents and one Lag indicator the Financials
This Tool is designed for Each Individual to Map their Performance daily and keep them tight and aligned & glued to their own respective processes in details based on their Daily Activities. Everyone is then Rated by their Reporting Managers daily to the adherence & completion of each TASKs or Work in Progress (WIP) The Reporting Manager gives scoring points to each different Task & can run a Score Board. At the end of every Week, every Month, every Quarter & Every Year Each Talents PERFORMANCE Score can be shown on the number of overall points collected to declare them as Low Performer, Moderate Performer or High Performer We sit with Each Individual to set their BALANCE SCORE CARD & then we AUDIT it at various INTERVALS 
Enhance Talent Skillset
Enhance Productivity
Enhance Customer Experience
Enhance Process Automation
Enhance Profitability
|
Train The Talent - Assessment Center & Development CenterBased on the 9 Box Concept of Talent Management Process - tracking High Potential & High Performing Talents - We run a proper Assessment Center to find Functional / Technical Skill GAPS, Behavioral & Soft Skill GAPS, Managerial: Supervisory Skill GAPS, COACHING Skill GAPS & Leadership Competency GAPS.
Based on the above report - we Create CUSTOMISED DEVELOPMENT CONTENT - for (SDL) Self Directed Learning as well as Group Learning in Classroom or ZOOM or on E - Learning platform, Every Learning session is designed to keep Kirkpatrick's 4 Stages of Learning with INSTRUCTIONAL DESIGN at heart Each Learning intervention, the participants accumulate points based on their Learning Agility. So, when you get a Final Score from Balance Score Card on X - axis and Learning Agility Score on Y - axis - you can assess the Talents and can decide the Future Course of ACTION. Either you can PUSH them for RE - SKILLING or allow them with 6 months window to enhance Performance or Change their Behaviors 
Finding Competency Gaps
Learning Solution
Project Based Learning
Learning Evaluation
|
