1. IS YOUR SUCCESSION PLANNING BASED ON COMPETENCIES OR ON BEING IN ‘THE RIGHT PLACE AT THE RIGHT TIME’?

1. IS YOUR SUCCESSION PLANNING BASED ON COMPETENCIES OR ON BEING IN ‘THE RIGHT PLACE AT THE RIGHT TIME’?

1. IS YOUR SUCCESSION PLANNING BASED ON COMPETENCIES OR ON BEING IN ‘THE RIGHT PLACE AT THE RIGHT TIME’?

2. ARE YOUR LEARNING & DEVELOPMENT INVESTMENTS GIVING YOU THE DESIRED RESULTS?

2. ARE YOUR LEARNING & DEVELOPMENT INVESTMENTS GIVING YOU THE DESIRED RESULTS?

2. ARE YOUR LEARNING & DEVELOPMENT INVESTMENTS GIVING YOU THE DESIRED RESULTS?

3. DO YOU HAVE A FLEXIBLE CAREER MODEL FOR EVOLVING WORKFORCE NEEDS?

3. DO YOU HAVE A FLEXIBLE CAREER MODEL FOR EVOLVING WORKFORCE NEEDS?

3. DO YOU HAVE A FLEXIBLE CAREER MODEL FOR EVOLVING WORKFORCE NEEDS?

4. IS YOUR TALENT MANAGEMENT STRATEGY IN TUNE WITH CURRENT WORKFORCE TRENDS?

4. IS YOUR TALENT MANAGEMENT STRATEGY IN TUNE WITH CURRENT WORKFORCE TRENDS?

4. IS YOUR TALENT MANAGEMENT STRATEGY IN TUNE WITH CURRENT WORKFORCE TRENDS?

previous arrow
next arrow
Slider

If “no” then it’s possible some segments of your workforce may not be future-ready. We offer solutions that identify, build and measure new competencies.

Transformative Talent Management Solutions


            

ASSESS

We exercise an organizational audit to assess misalignments

        

SENSITIZE

Create the case for change, identify sponsors & change leaders and build change management capabilities

        

INTEGRATE

Create and execute a Project Plan for the sustainable Change Model that integrates seamlessly within the fabric of the organization

        

INNOVATE

Build the capability for pervasive creativity and innovation

We will help you manage your talent development journey through various stages of growth


01

Culture, Strategy & Innovation

02

Future Ready Org Structure

03

Dynamic Talent Management

04

Change Leading, Mindset & Behaviour

05

Creative Leadership

Our Offerings


Find out more

Proprietary Workshops


LEADERSHIP AND MANAGER DEVELOPMENT


  • Senior Executive Development
  • Experienced Leader Development
  • First Time Leader Development
  • High Performing Manager Development

TOP TALENT-DEVELOPMENT


  • Competency based Learning Modules (some examples)
    • Influencing without Authority
    • Negotiating for success
    • Problem Solving and Critical Thinking
    • Building Emotional Intelligence

BUILDING ORGANIZATION  CULTURE


  • Culture & Strategy alignment
  • Values sensitization & dissemination
  • Values to Action programs
  • Role modeling behaviors

ASSESSMENT AND DEVELOPMENT CENTERS


  • Identification of Top Talent
  • Identification of Future Managers & Leaders Competency Evaluation
  • Facilitation Skills

How we helped an IT company enhance effectiveness in people processes


The Challenge

Our client, an IT/ITES company, had grown through 3 acquisitions in the last 5 years. A CMM Level 3 organization, they were looking to build a high performance work culture. As part of this vision, they wanted to strengthen their HR function. People processes were to be standardized and made responsive to changing business and employee needs. They also sought a new ‘HR Framework’ that would reinvent talent management. The idea was to close competency gaps and redesign specific people processes like Performance Management and Rewards Strategy.

The Solution

Unfold conducted an assessment with key leadership stakeholders to understand organizational culture, current realities, business goals, and expectations from people management practices. An employee assessment was also done to gather feedback on HR effectiveness and gauge the responsiveness to change. An assessment was also made of process maturity across employee lifecycle and dependencies.
The assessment findings were presented to leadership and HR, as the Voice of the Customer, Voice of the Leaders, Voice of the Employees, and Voice of HR.

Outcomes

A business case was made to:

- Reinforce organizational intent, and build alignment for the future
- Define and design performance, evaluation and reward processes keeping in mind current and future needs
- Build a change management road map for communication, sensitization and adoption of new practices
Over 400 people were covered in this intervention