Do you also think that your Organization has very Complex Talent Management processes that make it difficult to ensure Accountability and Transparency?
Are your leaders invested in continuously developing their skills and capabilities to lead your organization effectively?
Are you facing challenges in leading and driving change in your organization successfully?
Are you looking for the right fit in a leadership role to drive performance? Or the right methodology to hire Senior Leaders?
High Potential Survey 2019-20
Want to know what organisations are doing to identify and develop high potentials? Read our 2nd research report on high potentials...
Do you also think that feedback is a long and boring process and not be limited to annual or bi-annual discussions?
Does your 360 give long, boring and difficult to understand reports and does not clearly call out the actionables?
Is Retention at the Front line one of your important objectives? Would you want a single step solution to your front line attrition problem?
Can your HR Business Partners effectively Influence business without authority? Can they hold tough and critical business dialogues?
Does having best functional leaders ensure meeting organizational goals or even that leaders work collaboratively?
Science shows that you completely control 50 percent of your work performance - 8 Steps tells you how to optimize that 50%. The other 50%? You can’t control it so don’t waste your time.
Is your organisation worried about the engagement level of its employees?
RF4, a retention tool, is a one of its kind research based tool developed through a groundbreaking primary research across 10 industries in India. We researched what specific competencies (behaviors in specific) of the frontline supervisors lead to subordinates' work engagement, performance and retention. After a detailed country wide quantitaive and qualitative research, we arrived at 4 competencies/‘Retention Factors' (RF4)
RF4 can be used to assess managers on these 4 competencies. Once the ‘as is’ and ‘go to’ states are understood, we can then help managers develop capabilities in these areas.
The tool works towards strengthening the weakest link in the engagement retention equation – The Manager-Subordinate relationship.
RF4 has Selection-Assessment-Development modules.
It helps in selecting managers, by evaluating them on the competencies. Evalution is done using multiple tool likes:
It's a 180 Degree online application which helps assess manager's behavior, by:
Basis gap analysis, customized module for each competency cluster, and training through 70:20:10 principle