Talent Management & OD Consultants



Our services span the spectrum of Talent Management and Organisation Development. Following areas are our strengths:

Organisation Development 

Organisation Development is not the same as Development of Organisation. It has been observed that organizations devote too many resources in terms of time and money over HRD thereby giving less emphasis over OD. We believe in bringing about HRD through OD and thus advocate OD to be prerequisite to HRD. Unless employees get the platform to perform, their development with respect to competencies is meaningless.

Organisation Structures

We design structures as per the suitability for the organization. We have found that this is the area which is highly neglected in organizations in general. Lot of issues in organizations are the result of mismatch of structures for which organizations keep wasting resources in terms of time and money to sort of issues by training interventions in general. The solution lies in working over organization design instead.

Organisation Efficiency and Effectiveness

We work over specific problems of the organization. Also we work upon bringing organizational effectiveness and efficiency through various OD Interventions.

Talent Management

Designing Human Resource Systems and Modal

We design Human Resource Systems specific to the need of the organization. Many a time’s organizations adopt HR modal which is not in line to their business or to their size pattern. We match the HR modal’s suitability and assess need of HR Systems suitability for organizations.

Assessment Centers / Selection Centers and Development Centers
Research has shown that using an interview is not the most reliable way to make the best hiring decisions. We design assessment centers for helping companies hire best incumbent for the role/s and further it for development aspect also for employees.

Human Resource Development

  • Performance Management Systems

Apart from designing generic performance appraisal systems, we also design 360 degree feedback system and also Balance Score Cards matching suitability with the organizations and the levels clients want for.

 360 degree Evaluation

360 degree evaluation is not a fad for us. It is seen that in the race to adopt best practices and systems, companies simply spend too much resource upon 360 degree implementation. We first work over conditions in organizations for 360 degree evaluation systems when the desired conditions are absent before implementing the system.

Balance Scorecard

We advocate bottom up approach against top down approach which are mandated from top for designing Balance Scorecards. Reason for this is that we focus upon non financial metrics and concrete assumptions about cause and effect relationships wherein corporate level is more interested in financial controls.

  • Training and Development

We are providing training services at all the levels. We cover the entire cycle of Training and Development which covers Training Need Identification, Training Design and delivery, and Training Evaluation. We cover following areas in our Training services.


  • Achievement Motivation                                                                                               
  • Communication Skills
  • Conflict Management & Resolution
  • Decision Making
  • Developing  ‘Self’
  • Interpersonal Skills
  • Leadership Skills
  • Mentoring
  • Stress Management
  • Team Building


  • FIRO B
  • Power (in) profile
  • Problem Solving
  • Role Clarification
  • Role Efficacy
  • Values and Value Clarification


  • Basic Management Skills
  • Finance for non Finance
  • HR for non HR
  • Managerial Skills
  • Role of Supervisor
  • Strategic Management
  • Train the trainers


  • 5 S
  • Kaizen
  • Quality Circles

 The HRD & OD programs are integrated modules incorporating experiential learning supported by conceptual inputs and is scheduled over 3-6 days (or 2 inter- connected modules of 3 days each).
 Behavioural modules are focused upon individuals, groups, or organizations as well as the interfaces.  These may range from 1 – 3 days depending on subject matter or issues to be taken up and are focused on a single topic / issue / level. 

Applied Areas

 Cross Culture Management Interventions

We offer interventions based upon culture differences. Motivation, Team  and Leadership Interventinos based upon the culture is our strength.