Unleashing People Potential


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Unleashing People Potential

  1. 1. Unleashing People Potential<br />Concept Presentation<br />
  2. 2. Preamble<br /><ul><li>There’s Unlimited People Potential that’s Untapped ..
  3. 3. The Universal Challenge is Getting Results through People.
  4. 4. Leaders define culture, & Culture drives Performance.
  5. 5. The Key, Build Leaders, Drive Performance..</li></li></ul><li>Few Trends…<br />There is more pressure now to prepare leaderswho can navigate their companies <br />successfully through turbulence. <br />Developing a leadership Pipeline has become critical.<br />Choosing and grooming the right leaders matters the most. You can always bet on a good leader. <br />The first line leaders performance matters the most for the results of the company.<br />
  6. 6. What We Do..<br />
  7. 7. Our Delivery Areas<br />Business Results<br />Identifying the right competencies required for Peak Performance and Mapping them, and developing them.<br />HR Process Integration<br />Integrating competency models with HR processes focussed on people development. <br />R<br />P<br />People Development<br />Integrating people development initiatives to achieve a higher ROI <br />Leadership Pipeline<br />Identifying leaders withn the organisation by mapping leadership competencies and building a leadership pipeline<br />L<br />D<br />Leadership – Processes – Development - Results<br />
  8. 8. What’s Unique<br />
  9. 9. Competency Design & Modeling<br />Unique proprietary intellectual property.<br /> Our model is comprehensive with 36 Competencies mapped with 216 Behaviors and 864 behavioral anchored rating scales. <br />
  10. 10. What’s More Unique<br />
  11. 11. Our Business Simulations & Exercises<br />Designed indigenously for the Indian audience, tested and validated by senior psychologists and professionals, our solutions are extremely powerful and deliver results every time.<br />
  12. 12. Our psychometric Testing tools <br />A comprehensive & highly reliable psychometric testing package to assess mental abilities , personality factors and defining a personality profile. The summary of profiles can be transferred to MS Excel for decision making.<br />
  13. 13. More Psychometrics.. <br /><ul><li>Assessing, Abilities, Personality & Behavior, Skill Performance.
  14. 14. Developing tools that suit your needs. </li></li></ul><li>Competency Assessment Tools<br />Indigenous and proprietary assessment tools with a high validity. Detailed and structured assessment of competencies/ behaviors to be used in the centers. <br />
  15. 15. Individual Development Reports and Plans<br />High quality and detailed reports that reflect the true assessment of competence and also suggests development initiatives to the individual. Our competency maps are one of the most admired by our users. <br />
  16. 16. Developing Leaders<br />
  17. 17. The Processes..<br />
  18. 18. Our Approach…<br /><ul><li>Flexible & Customized Reports
  19. 19. Research Backup
  20. 20. High Detail Orientation
  21. 21. Systematic & Structured
  22. 22. Linking Competencies to Business Results
  23. 23. Customization & Need Based
  24. 24. High Reliability
  25. 25. Process Agility</li></li></ul><li>Competency Development Initiatives<br />
  26. 26. Various Reports & Outputs<br />Customized analysis of reports <br />Development report<br />Individual development plan<br />Group competency analysis<br />Training need analysis<br />Interventions Report<br />Development Plan<br />Career Paths<br />
  27. 27. The Know How..<br />
  28. 28. What Competencies are all about....<br /><ul><li>Hogg (1993) defined competency as ‘competencies are the characteristics of a manager that lead to the demonstration of skills and abilities, which result in effective performance within an occupational area.
  29. 29. A competency is defined as a behavior or set of behaviors that describes excellent performance in a particular work context (e.g., job, role or group of jobs, function, or whole organization).
  30. 30. Competencies only include behaviors that demonstrate excellent performance. Therefore, they do not include knowledge, but do include "applied" knowledge or the behavioral application of knowledge that produces success. In addition, competencies do not include skills, but only the manifestation of skills that produce success. Finally, competencies are not work motives, but do include observable behaviors related to motives. (See figure below for an illustration of these key points.)</li></ul>anand.desai@dheya.com | +91 9890063968 | www.dheya.com | www.assessbq.com<br />
  31. 31. Why Competencies<br /><ul><li>Knowing what is that makes a “star performer” deliver star performance.
  32. 32. Knowing what observable behaviours differentiate star performers from average performers.
  33. 33. Help others emulate these behaviours so that we would be able to multiply the star performers .
  34. 34. Hence a competency needs to be both “observable” and “measurable”. </li></li></ul><li>Competency Models..a key to ACHIEVING a competitive edge<br /><ul><li>A competency model describes the combination of knowledge, skills and characteristics needed to effectively perform a role in an organization.
  35. 35. Defining your threshold and differentiating competencies in roles, levels, functions and organisations is a key to achieving a competitive edge..
  36. 36. People, in an organisation, need to demonstrate certain competence to provide minimally effective job performance. These competencies are called “Threshold” or “essential” competencies.
  37. 37. However, there are certain competencies that are demonstrated by excellent performers that make them stand apart from the others. These competencies are called “Differentiating Competencies</li></li></ul><li>Competencies & Strategy..<br />Aligning Business Objectives with Competencies is a key for gaining a competitive edge.<br />anand.desai@dheya.com | +91 9890063968 | www.dheya.com | www.assessbq.com<br />
  38. 38. HR Processes & Competency Models..<br />Integrating competency models with HR Processes delivers superior people performance...<br />anand.desai@dheya.com | +91 9890063968 | www.dheya.com | www.assessbq.com<br />
  39. 39. How…<br /><ul><li>Identifying Threshold and Differentiating competencies in leadership levels.
  40. 40. Designing competency models
  41. 41. Developing a competency framework that integrates with the HR Processes
  42. 42. Implementing a assessment framework for mapping competencies..</li></li></ul><li>How can DHEYA support..<br />
  43. 43. Lets Stay in touch…<br />Anand Desai |Founder & CEO | Dheya.com anand.desai@dheya.com |+91 9890063968<br />