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Stratum Consulting - Company Profile

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Stratum Consulting is a Business HR Consulting firm with the objective of helping FMBs & Startups achieve their Business goals. We work with various Family Businesses / SMEs / Startups / …

Stratum Consulting is a Business HR Consulting firm with the objective of helping FMBs & Startups achieve their Business goals. We work with various Family Businesses / SMEs / Startups / Entrepreneurs' Organization (EO Network) members such as Nippo Batteries, CIL Textiles, IFF Group, Claredon Textiles, Brand Concepts, FoxyMoron, Skarma, etc.

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  • 1. CORPORATE DOSSIER www.stratumconsulting.com Integrate, Embed Human Resources Deeply With Your Business & Clients #BusinessHR #Succession #SocialHR #TalentSearch ©STRATUM HR LLP 2013
  • 2. CORPORATE DOSSIER www.stratumconsulting.com ©STRATUM HR LLP 2013 01 INTRODUCTION
  • 3. CORPORATE DOSSIER www.stratumconsulting.com Stratum Consulting is not a commodity HR service provider. We provide custom HR solutions with clear business benefits. Feel free to look around. We guarantee you will not find anyone else who understands your business like we do. After outsourcing our Business HR function to Stratum Consulting, we h a v e n o t i c e d a d r a m a t i c improvement in the streamlining of “ our Business & HR processes and are experiencing an immensely increased level of structural productivity and profitability from the teams. Their strategic consultancy has not only benefited the organization from an HR perspective, but has also led to a rapid and consistent improvement in the organization’s development. ~ Suveer Bajaj, Founder / FoxyMoron “ CLIENT SUCCESSES Speedo IFF Group Jockey CIL Textiles Maiyas Iken Solutions Matix Fertilizers FoxyMoron Alok Industries Skarma JSK Distributors Digit 9.0 ©STRATUM HR LLP 2013 02 INTRODUCTION www.stratumconsulting.com
  • 4. CORPORATE DOSSIER www.stratumconsulting.com ©STRATUM HR LLP 2013 03 PRACTICES www.stratumconsulting.com ORGANIZATIONS & CHANGE §  Business HR §  Succession Planning §  Social HR §  Employee Handbooks & HR Manuals §  HR Research TALENT ACQUISITION §  Talent Search
  • 5. CORPORATE DOSSIER www.stratumconsulting.com 03 ORGANIZATIONS & CHANGE INTRO www.stratumconsulting.com HOW WE RESOLVE YOUR CHALLENGES STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 Identify, clarify & define business direction & objectives – Revenue, Profit, Target Market, Product / Service Lines, etc Identify & develop core team of employees that will take the organization ahead on its identified business objectives Distill down the organization’s identified business objectives to all levels within the organization Understand employees’ career aspirations & give them due importance Sync & link organization’s goals to employees’ career goals U n d e r s t a n d & d e fi n e performance benchmarks for various functions Re-engineer business processes for functions that don’t meet d e fi n e d p e r f o r m a n c e benchmarks Evaluate, measure & develop employees to achieve defined performance benchmarks
  • 6. CORPORATE DOSSIER www.stratumconsulting.com ©STRATUM HR LLP 2013 04 SOLUTIONS
  • 7. CORPORATE DOSSIER www.stratumconsulting.com Still following outdated HR practices from the last decade? #BusinessHR that improves topline & bottomline by re-engineering business processes. BUSINESS HR Does your Employee Handbook / HR Manual reflect your organization culture? Stop using staid, boring HR Manuals designed in the last century that your employees don’t bother reading. EMPLOYEE HANDBOOKS & HR MANUALS How can your Family Managed Business compete globally? #Succession Planning for professionalizing your Family Managed Business to compete globally. SUCCESSION PLANNING •  How do you link HR to a company’s share price? •  How do you make HR more strategic & innovative? •  How do employee motivations differ from Tech to Manufacturing firms? We attempt to answer these and other questions in our #HRResearch lab. HR RESEARCH How do you engage with & train employees in 2013? How do you build organization culture in 2013? How do you collaborate on projects in 2013? #SocialHR that engages with, trains employees & collaborates on projects using Enterprise Social Networks (ESN) & Google Hangouts. SOCIAL HR ©STRATUM HR LLP 2013 05 ORGANIZATIONS & CHANGE SOLUTION www.stratumconsulting.com
  • 8. CORPORATE DOSSIER www.stratumconsulting.com Looking to acquire leadership, senior & mid- level talent for your organization? #TalentSearch services that deliver guaranteed results for clients. TALENT SEARCH ©STRATUM HR LLP 2013 06 TALENT ACQUISITION SOLUTION www.stratumconsulting.com
  • 9. CORPORATE DOSSIER www.stratumconsulting.com ©STRATUM HR LLP 2013 07 SOLUTIONS BY BUSINESS TYPE www.stratumconsulting.com FAMILY MANAGED BUSINESSES ✔ Business HR ✔ Succession Planning ✔  Social HR ✔  Employee Handbooks & HR Manuals ✖  HR Research ✔ Talent Search PROFESSIONAL BUSINESSES ✔ Business HR ✖ Succession Planning ✔  Social HR ✔  Employee Handbooks & HR Manuals ✔  HR Research ✔  Talent Search
  • 10. CORPORATE DOSSIER www.stratumconsulting.com ©STRATUM HR LLP 2013 08 BUSINESS HR + SUCCESSION www.stratumconsulting.com WHAT’S BUSINESS HR? §  Identify & define business objectives + strategy §  Align HR è Business objectives + strategy §  Re-engineer Business Processes §  Listen & respond to employees §  Manage transformation & change WHAT’S SUCCESSION PLANNING? §  Professionalize your Family Managed Business §  Organization’s identity ≠ Promoter’s identity §  Promoter = Largest shareholder, = / ≠ CEO §  Capable core team è Run organization §  Develop 1st, 2nd & 3rd line in the organization §  Develop 1st, 2nd & 3rd line in every department
  • 11. CORPORATE DOSSIER www.stratumconsulting.com CEOs who want to now focus on scaling their business and need someone who can understand it and help their employees (& organization) grow quickly and profitably – Just the way the CEO would help them. BUSINESS HR OUTSOURCING Organizations with > 20 employees or > 200k USD services revenue or > 1m USD manufacturing revenue SUITABLE FOR CEOs who want to continue handling their HR in-house, but want someone to come in and setup business & client oriented HR systems & processes, setup processes to develop their ‘core team’, and create a performance-oriented environment. BUSINESS HR SETUP Organizations with > 20 employees SUITABLE FOR CEOs who want to audit their existing HR systems & processes to identify gaps and understand how HR can improve employee productivity / profitability, thereby improving the organization’s topline and bottomline. BUSINESS HR AUDIT Organizations with > 20 employees SUITABLE FOR ©STRATUM HR LLP 2013 09 BUSINESS HR OPTIONS www.stratumconsulting.com
  • 12. CORPORATE DOSSIER www.stratumconsulting.com ©STRATUM HR LLP 2013 10 EXPERIENCE
  • 13. CORPORATE DOSSIER www.stratumconsulting.com ©STRATUM HR LLP 2013 11 SECTORAL EXPERIENCE www.stratumconsulting.com MANUFACTURING §  Textile §  Industrial §  Automotive §  Chemical §  Construction SERVICES §  Retail §  Luxury §  FMCG §  Distribution §  Hospitality §  F&B §  Digital Media §  Advertising §  Public Relations §  Media §  Technology §  Consulting §  BFSI
  • 14. CORPORATE DOSSIER www.stratumconsulting.com ©STRATUM HR LLP 2013 12 METHODOLOGY
  • 15. CORPORATE DOSSIER www.stratumconsulting.com 13 BUSINESS HR, SUCCESSION, SOCIAL HR www.stratumconsulting.com PROGRAMS IN SETUP PHASE PROGRAMS IN DEVELOPMENT PHASE •  ORGANIZATION VISION & DIRECTION   •  ANONYMOUS ESAT SURVEY •  CORE TEAM IDENTIFICATION •  JDs, KRAs & KPIs •  IMPLEMENTATION OF PERFORMANCE MANAGEMENT SYSTEM •  QUARTERLY REVIEW •  BUSINESS PROCESS RE-ENGINEERING •  SUCCESSION PLANNING (APPLICABLE FOR FMBs) •  IMPLEMENTATION OF ENTERPRISE SOCIAL NETWORKS •  QUARTERLY & ANNUAL REVIEWS •  TRAINING NEEDS IDENTIFICATION •  LEARNING & DEVELOPMENT •  CAREER PATH PLANNING •  CORE TEAM DEVELOPMENT •  INDUCTION PROGRAM FOR NEW JOINEES •  REWARD & RECOGNITION •  EMPLOYEE HANDBOOK – CULTURE CODE •  EMPLOYER BRANDING BUSINESS OBJECTIVES BUSINESS OBJECTIVES
  • 16. CORPORATE DOSSIER www.stratumconsulting.com CORE TEAM DEVELOPMENT 14 L&D METHODOLOGY www.stratumconsulting.com TRAIN* TEST GRADE TRACK RE-TEST AFTER FEW WEEKS RE-GRADE RE-TRAIN* QUARTERL Y REVIEW IDENTIFY TRAINING NEEDS CAREER PATH PLANNING TRAIN* TEST GRADE TRACK RE-TEST AFTER FEW WEEKS RE-GRADE RE-TRAIN* INDUCTION PROGRAM FOR NEW JOINEES * We do not impart hard-skill trainings. We coordinate with your trainer to develop training content L&D METHODOLOGY Our experience shows that truly effective L&D Programs are impossible to implement unless they are rigorously tracked. Yet, most organizations do not do that, simply because it involves too much work. As a result, the Development goals for an individual are never entirely met. In most organizations, a.  ‘Quarterly Reviews’ have no linkage to ‘Identifying Training Needs’ and ‘Train, Test & Grade’ b.  ‘Track, Re-Test, Re-Grade, Re-Train’ is entirely missing. c.  There is no linkage of ‘Career Path Planning’ for employees to their ‘Training Needs’ ©STRATUM HR LLP 2013 BUSINESS OBJECTIVES
  • 17. CORPORATE DOSSIER www.stratumconsulting.com ©STRATUM HR LLP 2013 15 CASE STUDIES
  • 18. CORPORATE DOSSIER www.stratumconsulting.com ©STRATUM HR LLP 2013 16 IMPLEMENTATIONS – ORGs & CHANGE www.stratumconsulting.com FAMILY MANAGED BUSINESSES (ALPHABETICALLY) §  CIL Textiles §  Claredon Textiles §  IFF Group §  JSK Distributors / Nippo Batteries §  Kay Kay Embroideries PROFESSIONAL BUSINESSES (ALPHABETICALLY) §  Digit 9.0 §  FoxyMoron §  Iken Solutions §  Skarma
  • 19. CORPORATE DOSSIER www.stratumconsulting.com ©STRATUM HR LLP 2013 17 CASE STUDIES– FMBs www.stratumconsulting.com BUSINESS OBJECTIVES – CIL TEXTILES •  Scale revenue from INR 45 Cr in FY 12-13 to INR 72 Cr in FY 13-14 and INR 125 Cr in FY 14-15 •  Ramp up fabric production from 100,000 mtrs per month at start of FY 13-14 to 300,000 mtrs per month in FY 14-15 •  Increase contribution to revenue of high-margin fabric products from 30% at start of FY 13-14 to 70% in FY 14-15 •  Expand in US, Europe, South America and Africa markets in FY 14-15 •  Meet planned revenue target in FY 13-14 to enable continued support from banks for working capital requirements BUSINESS OBJECTIVES – JSK DISTRIBUTORS / NIPPO BATTERIES §  Scale revenue from INR 100 Cr in FY 12-13 to INR 250 Cr in FY 14-15 by adding new verticals of Telecom distribution and FMCG distribution §  Reduce contribution to revenues of Nippo Batteries distribution from 90% at start of FY 13-14 to 40% by end of FY 14-15 (over a two year period) §  Scale up revenue from Telecom distribution from 0 at start of FY 13-14 to INR 100 Cr in FY 14-15 (Revenue already reached INR 1 Cr per month in Aug ‘13) §  Scale up revenue from FMCG distribution from INR 1 Cr in FY 12-13 to INR 25 Cr in FY 14-15 §  Develop competence to reach rural and semi-rural markets for FMCG distribution
  • 20. CORPORATE DOSSIER www.stratumconsulting.com ©STRATUM HR LLP 2013 18 CASE STUDIES– FMBs www.stratumconsulting.com SOLUTION OPTED FOR BY CLIENT •  Business HR Setup ADDITIONAL SOLUTIONS IMPLEMENTED •  Succession Planning •  Social HR
  • 21. CORPORATE DOSSIER www.stratumconsulting.com ©STRATUM HR LLP 2013 19 CASE STUDIES– FMBs www.stratumconsulting.com PROGRAMS IMPLEMENTED IN SETUP PHASE •  ORGANIZATION VISION & DIRECTION   •  ANONYMOUS ESAT SURVEY •  CORE TEAM IDENTIFICATION •  JDs, KRAs & KPIs •  IMPLEMENTATION OF PERFORMANCE MANAGEMENT SYSTEM •  QUARTERLY REVIEW •  BUSINESS PROCESS RE-ENGINEERING •  SUCCESSION PLANNING (APPLICABLE FOR FMBs) •  IMPLEMENTATION OF ENTERPRISE SOCIAL NETWORKS BUSINESS OBJECTIVES * See sample documents sent separately

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