TURNKEY OD INTERVENTIONS
| Green Fields
to Yields |
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The initiation
of a new business process - the success
is clear but the method of ensuring a work
culture that performs HIGH - not quite…
[ Details ]
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| Brown
Field Approachs |
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The business is mature; thriving
… yet greater heights that are waiting
to be scaled are inexplicably elusive -
it's work system you suspect… [ Details
]
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| Cutting Edge
erformance |
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The human potential seems cluttered
by daily chores and getting it to understand
that it needs to work towards the greater
vision - the organizational goals is the
need of the hour… [ Details
]
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| Competency
and Felt Leadership Development |
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Ther's a dearth of teams and
leaders who share the company's vision you
feel and if only they could be identified
and developed [ Details
]
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| Sizing
& Structuring |
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The human resources are abudant,
response surplus non-optimized and a restructuring
you feel will be the magic word... [ Details
]
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| HR
Systems & Internal Customer Satisfactions |
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Effectiveness in handling human
potential and optimizing its cost is desired
with a better holistic perspective - how
do I revamp my rapidly aging HR and also
create a BUY-IN? [ Details
]
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Developing a business process
ANEW from the GRASS -0ROOTS is what GFY is all
about.
We help you to develop a team based business
process that focuses on maximizing performance
with optimal utilization of resources. Empowerment
of Grass-root leads to gains that where hither
to never envisioned. ARMOISE emphasis on resource
optimization under radical approach to the process
design. Teams are identified and trained to think
alike towards the organizational goal as a microcosm.
PROCESS
FOBO plants - one relatively very
young (3year old in metro culture) and another
7 year old in a communist setup. Feasibility study
for Implementation of better work culture and
pruning people for collaborative style of functioning.
Aligning Global M&W with People System. Aligning
Corporate Team to intervention and "Concept
Buy-in" in the operation Team in the Plants.
- Creating a HIGH PERFORMANCE WORK ENVIRONMENT
Starting right at the initial stage of the project.
- Molding the new business structure into a
hierarchy less flat work culture by critical
process mapping and elimination of non value
adding processes.
- Building a team based-Self Directed work
teams that is.
- Constantly learning and teaching and performing-thus
evolving into a highly adaptable to changes.
- Empowerment of the Human resources from the
very gross roots by aligning each to the vision,
strategic intent and the demands of the internal/external
customers and providing avenues to risk taking
for fighting the existing process.
- Establishment to transparency and openness
through institutionalization of effective communication
forums & visual control systems.
- Emphasis on multi-skilling, multi-tasking
& multi-functioning through cross-functional
training and job rotation.
- Induction and training of the most capable
with optimization of resources as the prime
objective for ensuring a radical change against
contemporary setups.
- Even a seasoned organization after years
of inceptions realizes one fine day that ttits
performance is not utilized to the optimum level.
Here ARMOISE can do wonders to overcome the
limitations and enhance the performance levels
and better utilization of the investment. A
reigned in business, when harnessed and trained
to maximum efficiency would undoubtedly take
the venture far beyond lines that are now perceived
as intrinsic limitations. ARMOISE helps you
to redesign your systems and completely renew
your approach in thinking not only at the higher
levels of hierarch but also at the grassroots.
In-short brings you the desired change in the
Business Process.
Top
The Brown Field approach encompasses restructuring
and realigning your business process. It serves
to integrate the various parts of your organization
and reign in the human potential for its greatest
utilization. What makes BFA unique is that it
aims to shatter the existing inherent flaws in
the system due to hierarchical distrust, decision
centralization and communication hindrances.
The challenge for ARMOISE is not small and the
process involves the introduction and implementation
of a new way of thinking to which most organizations
are unaccustomed. The concept of HRWS is used
here shifting the emphasis on to the creation
of natural self-motivated and self-enabled teams
that work as units that have assimilated the organization's
intents and aspirations. Thus achieving these
aims become that teams target which are now capable
of strategic thinking down to its last member
and just the day-to-day chores that the system
has assigned to it.
PROCESS
- ARMOISE creates a flat hierarchy-less organization
through process restructuring and redesigning.
- ARMOISE challenges the status quo by training
the human resource towards better team work.
- Empowerment of grassroots by aligning them
to the strategic intent and business objective.
- ARMOISE innovatively enhances the employee
core and functional skills.
- ARMOISE transforms the traditional managers
into handholding teams.
- Pre-existing communication and visual control
systems are evaluated and enhanced.
- Cross-functional training and job rotation
results in multiskilling/tasking/functioning.
- Creation of Self-managing/self-directed work
teams with a clear understanding of the business
needs.
- With the ever changing market demands, organizational
goals and aspirations also change. But the employees
are often unable to cope with the change and
realize the new goals. So how does one get him
to perceive the need for change and align him
to the new expectations the company has had
for him.
Can establishing a link between performance measurement
and his level of alignment lead to focused achievement?
ARMOISE has witnessed that it does…
Top
ARMOISE aims to bring clarity in the midst of
the employee by charting out for him a performance
map. The map helps him identify the key result
areas and understand the task assigned to him.
We believe in prompting the subject to do the
identification by one self thus emphasizing the
urgency and magnitude of the need. The performance
measurement system is linked to these key Result
Areas and their level of achievement thus providing
an easier and clearer method of evaluation.
PROCESS
- Microscopic performance planning originating
at the Business vision flowit down to the grass-roots.
- Creation of position and role clarity (PCRC)
in the human resource
- Creating a buy in for the process and develop
internal facilitators.
- Initiation of a performance measurement standard
and process.
- Developing a method to link the performance
to remuneration.
Why not?
A fail proof method, we though, can be conceived
to accomplish this near ideal goal with absolute
ease. ARMOISE prescribes a focus on the business
results linked to the people who make it happen.
Each individual is assessed for the skills needed
in his own domain for maximized contribution to
the organizational goal. Providing the lacking,
encouraging the latent and nurturing the promising
has served to be the ultimate mantra.
Top
CFLD shifts development focus on
PROCESS
Innovation and radical thinking are what an
organization needs to endure. Sometimes the changes
are drastic caused by the unpredictable vagaries
of the world-market. Often Goliaths find themselves
stranded and endangered unable to overhaul their
business process due to a culture that has persisted
for eons.
Top
ARMOISE's S&S is a far-reaching approach that
can bring quantum improvements to the organization
in all fronts. The business process of the organization
is scrutinized down to the micro levels and a
critical viewpoint is presented. Cost and risk
analysis is carried out and innovations are chalked
out through inspired brain storming sessions.
PROCESS
- Detailed process mapping and process evaluation
- Identification of value chain in the process
flow
- Zeroing in on non value adding process
- Development of strategic resource controlled
process
- Restructuring the process by excision of
non value adding processes, enhancement and
optimization of existing value chain
- Redeployment/Phasing out of human resource
for maximal output with minimal expenditure
- Revitalize people thro' appropriate Morale
management initiatives
" My HR system is outdated I feel.
I am sure to get into trouble if I don't revitalize
its way of thinking and I must do it fast! "
HR systems are perhaps the least constant of
management practices evolving with great rapidity
that sometimes proves must too swift for some
organizations to dope with. Even small time lapses
in updating the HR process often result in problems
of almost unmanageable enormity.
Hence, what is needed is not just a modern system
but also a knowledgeable evolving resource that
grows with time and thought.
Top
- ARMOISE 's HR Systems offers the company innumerable
options to choose from with the aim of establishing
the best of HR practices in the culture.
- We develop new approaches in system audit
and alignment
- Re evaluating the HR practices and aligning
it to the business ideals. Critical view of
existing HR and strategic planning for its overhaul
- HR outsourcing
- Devising methods for outsourcing of HR functions
on all three planes-Operational, Strategic and
Tactical based on the needs identified by mapping
the existing process
- HR subsystems enhancement and harnessing
- Microscopic handling of HR subsystems for
the enrichment and development
Revisiting and vitalizing Service Level Agreements
through Internal Customer Satisfaction model
Top
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