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How we work together: Organizational Development

Quantum Human Resource Consulting is committed to uncovering the key ingredients to help our clients become market leaders in businesses. Our expertise will help you manage for change by identifying best practices, performing systematic due diligence, understanding and engaging with local authorities and piloting and revising key operations to deliver.
Employee Satisfaction Survey (ESS) following a Global HR Integration
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The Client:

A European multinational in the Information Technology space which expanded operations in the APAC region following a series of mergers and acquisitions of smaller companies in the region.

Background:

Following the M&A, an ESS was implemented across 30 countries for 17000 employees simultaneously to evaluate whether the organization was perceived as a preferred employer.

Employees, managers and the leadership team were acquainted with the survey norms to facilitate honest and real feedback.

The survey was created and conducted by Research International. Anonymity of the respondents was guaranteed. This was a condition to receive honest responses.

Objective of the ESS

The ESS, an integral part of the annual business planning process of the organization is conducted annually to analyze and understand factors which make the client an attractive employer which motivates its employees to remain with it.

The survey feedback would reveal information concerning management processes, working conditions, rewards and recognition, trust and harmony amongst other elements that drive the success of its people and operations.

Role of Quantum

The ESS is a tool used by the client to gain an in-depth understanding of the attitudes, opinions and beliefs of its employees. It seeks to identify areas for improvement so that the management and stakeholders can collaborate to address them.

Quantum Director – Palini Somji was involved in creating awareness in the newly acquired companies by training the HR team, managers and employees.

The results of the survey were analyzed and shared with the management team and a group comprising managers and staff was set up to evolve and implement an action plan.

Business Benefits Delivered

The success of the Employee Satisfaction survey was manifest through a visible change in attitudes, increase in morale and motivation levels, confidence levels, transparency and growth opportunities.
  • Increased confidence in the leadership team and managers
  • Leadership opportunities revealed offering employees scope to aspire for these by enhancing skills and competencies.
  • Morale and motivation issues were addressed, opportunities for internal cross functional mobility as per competencies encouraged.
  • Concerns were addressed and action taken, communicated via the intranet. This enhanced credibility of the management and created synergies across departments and levels.
  • A sense of ownership and pride of being a part of the organization was distinctly demonstrated.
  • Business Units enhanced customer focus and orientation.
  • Attrition levels fell. Employee referrals increased by substantial percentage.

 
Global Leadership Development Programme following a Merger & Acquisition
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The Client:

A European multinational expanding globally, following the mergers and acquisitions route.

Background:

This Global Leadership Training programme is a common management development programme designed for newly appointed managers with an aim to move them from being a specialist to a leader.

The programme seeks to build a common platform for developing competencies of newly appointed and new managers in all the countries where this European multinational operates.

Through this programme the multinational shares and disseminates basic messages and methodologies of management development across the organisation.

On conclusion of the training programme, managers would have a clear understanding and appreciation of a common leadership culture in synch with the organisation’s strategy, values and the overall strategic agenda for the coming years. This would result in a unified organisation in terms of understanding strategies, systems and processes and better geographic synergies.

It is also expected that all newly appointed managers would develop themselves as per the organisation’s leadership and management competency model.

Objective of the Training Programme

  • Synergize leadership thus, help the organization achieve its strategic objectives globally.  
  • To build a common management and leadership culture by a shared mindset of Organizations strategy and values.
  • To develop individual leadership and self management skills of new managers so that they can transition from an expert role to a leadership role.
  • To groom newly appointed managers towards a more professional approach to build and maintain customer relations

Role of Quantum

  • Understand the objectives of the organization for implementing this Global Leadership Development Programme.
  • To assess and guide International trainers to deliver in the Indian scenario as the leadership was very young and inexperienced in India.
  • Bring about cross cultural synergy by making this an international programme by inviting global participation from within the organization.  
  • Take leadership issues to the next level across the organization.
  • ROI (Return on Investment) was achieved at the International Level.

Business Benefits Delivered

On conclusion of the training programme, the following benefits were delivered
  • Newly appointed managers learnt more about strategic management and how to achieve it at an organizational level.
    • Helped the young leaders to Analyse their own leadership style and develop it further
    • Participants learnt about leading performance both at the team and individual level and conflict management
    • Importance of improving profitability
    • Taking care of customer relations
    • Creating synergy via cross cultural training.
    • Exposure of international training in India.
    • ROI on training costs was achieved at the international level.
    • India was being promoted as the next best destination for global training programmes at the international level.
 
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“I want to work for a company that contributes to and is part of the community. I want something not just to invest in. I want something to believe in.”
 
Anita Roddick, 1943