Caselets

Please note that the following are caselets constructed out of actual assignments for various clients. For a full Case Study, contact us directly at  info@tvaritaconsulting.com 

Caselet No. 1

Client Summary  

A premier provider of software products and solutions, and back office support to the global online gaming industry ( a wholly-owned subsidiary of the world’s leading online gaming company. )

Summary Introduction

Functional Assessment, Organistion Design, Talent Acquisition and Management, Business Continuity Planning and Talent Development.

This engagement has in fact been a series of assignments which evolved as a logical build up on the previous one

Assignment 1: Functional Assessment

HR Audit and Climate Survey

Assignment Objective

An extensive HR Audit to evaluate the maturity and rigour of the HR processes, practices and policies to enable the organization plan a clear road-map of the HR function to address the business needs of the organization as it scaled up. 

Areas Covered: 

Benefit to the Client (Impact)

•A clear picture of the rigour and maturity of the organization’s HR practices vis-à-vis bench-mark practices .

•Clear Metrics to evaluate the performance of the HR function .

•A good understanding of level of customer satisfaction and an understanding of the needs of the internal customer .

A detailed road-map for the HR Function for the near-term and the medium-term .

                                                                            . . . 

Assignment 2 : Organisation Design , Talent Management

Design the Organisation Structure, Define Roles and Develop a Competence Framework.

Assignment Objective

This assignment sought to address these major issues which emerged from the HR Audit:

•Lack of role clarity and overlap of responsibilities.

•Lack of defined Organisational levels and limits of Authority.

•Ambiguity in skill requirements for critical jobs

•No concrete Talent Development framework in place

In order to build a strong Organisational Framework that would enable the organization grow at a fast pace in an organized manner and be  equipped to:

•Acquire the right “profile” of talent, based on required competencies for the role

•Enable each function and role focus on their deliverables to sustain the organization’s revised business needs and support the company’s future growth

The focus of the assignment was to:

•Identify and detail roles across the entire Organization, with comprehensive role descriptions

•Develop a  detailed Competency Framework defining Competences required for each job

Evaluate the current Organization Structure and recommend an optimum Structure to address the various teams 

Benefit to the Client (Impact)

•Role Clarity :The Role Descriptions and the Competency Framework, were made available on the Intranet. This has enabled employees and their superiors understand the requirements of their role and  the expected outcomes .

•Formal well defined Organisation Structure :The revised Organization Structure provides a clear framework of formalized limits of authority , and deliverables.

•Performance Appraisal –The lack of adetailed definitions and haphazard grouping of competencies was replaced by a scientific, consistent Framework which was incorporated into the Performance Appraisal System

•Recruitment : Role Descriptions were used to draw up various job profiles.  The Competency Framework is being utilized as the basis for interviewing. 

                                                                                                  . . . 

Assignment 3 : Business Continuity Planning

Protect and Mitigate risks to Business consequential to loss of Talent

Assignment Objective

The client was poised to launch an IPO in the international financial markets. The likely investors and Bankers had expressed concern on the risk the Business Model could be subject to , especially in case of loss of Key Talent in the product development team. The assignment given to  Tvarita was to devise Risk Mitigation strategy to ensure Business Continuity.

The focus of this assignment was to develop

•Processes and Tools to ensure business continuity

•People Processes and Practices

as part of a comprehensive Risk Mitigation Strategy

Benefit to the Client (Impact)

•Successful IPO: A comprehensive Risk Mitigation strategy and the people aspect of Business continuity plan. The framework was well appreciated by the Bankers and Managers to the IPO.

•Succession Planning: A scientific approach to succession planning process.

•Knowledge Management Processes: Based on our recommendations has put in fully operational Knowledge Management systems in place.

                                                                           . . . 

Assignment 4 : Talent Acquisition

Competency Based Recruitment – The B.R.I.C.K.S Identification.

Assignment Objective

The Organisation was scaling up rapidly and talent acquisition had become a critical aspect of the Business. The pressures on achieving the numbers added to the stress on the quality of new hires. Also the Organisation required that deployed systems were adhered to.

The focus of this assignment was to :

Develop a framework, to bring about consistency and a common understanding of the selection requirements of the company to be able to select the ‘Best Fit candidate’.

Benefit to the Client (Impact)

•Scientific Framework For Recruitment :   The  interviewers had a scientific framework and a well developed Resource Guide to assist them in their interviews.

•Better success rate in Hiring : The number of candidates short listed after the first round were reduced and the ratio of offers made to the candidates put through to the final round increased.

                                                                                      . . . 

Assignment 5 : Talent Management

Designing a Leadership Development Program – Building Blocks to Nurturing Talent

Assignment Objective

Design an in-depth Training Intervention for Team Leaders based on competencies required at the Managerial Levels, in the organization.

The Training Interventions, should focus on the successful transformation of the participants to a Leadership role and equip participants with the various competencies required in their future roles.

Organizational Environment

•   Team consisted mainly of star performers, with demonstrated capability, to take on higher responsibilities.

•   The organization had a mix of profiles – strong technology product profiles and members from their business process outsourcing unit.

•   Considering the movement of people across India and overseas organizations, the training had to build in business and cultural sensitivity 

______________________________________________________________________ 

Caselet No. 2

 

Client Summary 

The Consumer Electronics Division of one of the top and most respected business houses in Saudi Arabia. Their Consumer Electronics Division, today, has the largest market share in its space. 

Summary Introduction

Functional Assessment, Organization Design, Talent Management  and Compensation & Benefits.

Assignment Objective

•     Assess organisation capability and design strategic best-in-class people processes to enable the

      Organization’s ambitious growth plan of tripling its revenue growth in the coming three years.

Organizational Environment

Tvarita had to consider the following :

• •The professional environment in the country as well as the organization’s people philosophy.
  
• •The multi-cultural work-force resulting in differences in perceptions, views and belief systems.
  
• •An element of cynicism, resistance and anxiety to the entire intervention. 

Benefit to the Client (Impact)

• •Role Clarity :The Role Descriptions enabled employees and their superiors understand the requirements of their role and  the expected outcomes .
  
• •Formal well defined Organisation Structure :The revised Organization Structure provides a clear framework of formalized limits of authority, and deliverables.
  
• •Performance Appraisal: A practical tool to measure the what and how, based on a objective and data based approach.
  
•   Reward and Incentive Schemes : A scientific basis, benchmarked with best practices.