in an Organisation are influenced by shifts in knowledge,
complexity, professionalism, technology, speed, competition
and markets. Organisations that create the right environment
of high self-awareness find its employees respond proactively
to the harsh realities of change. Issues such as ego struggles,
values, beliefs, emotions, motives, fears and varied interests
will interfere with the success of an organisation. Therefore,
these concerns need to be researched, understood and worked
upon through an appropriate intervention plan.
studies, these concerns are identified and a feasible module
is developed. Data is collected once a module is implemented
and the module redesigned and improved based on the data collected.
Thus an organisation development intervention is created to
Diagnosis and Development Studies
Organisations, like fingerprints, are always unique. Each
has its own culture, traditions and methods of action, which
in their totality constitute its climate for people. Organisational
Climate has a profound influence on the outlook, well being
and attitudes of organisational members and thus, on their
total performance. Therefore, an organisation needs to take
a long run view of its climate as an organisational asset.
A sound and dynamic organisational climate will induce its
employees to be productive and accelerate its growth.
Diagnosis involves exploration of the organisation climate
through employee perceptions regarding their place of work.
It also provides with a contingent approach to improve organisational
effectiveness, Development of an Action Plan and Strategy
for Intervention and its Implementation.
Design and Restructuring
Organisation structures are created either by existing organisations
or by individuals who create new organisations. The Organisational
Design changes depending on the nature of issues in integration,
control and departmentalisation.
leads to complexity, uncertainty and turbulence in the environment
but at the same time provides impetus to reshape or restructure
organisations. Discovery of doing things in a better way or
dissatisfaction with the existing structure may provide occasions
and opportunity to come up with new strategies and structures.
Based on the Organisation Structure, positions are enumerated
in the Organisational Design.
Roles are sets of shared expectations about who should do
what under a given set of circumstances. It is a complex and
necessary organizational component. While the organization's
definition of a role may be identical for two people, the
way in which they work and their effectiveness and success
may vary. It is therefore important that the individual roles
are clarified by operationalizing the interactions and expectations
that govern their behaviour.
Role Consultation Study strives to help organisations to recognise
the importance of organisational roles, clarify role expectations
through role descriptions and ensure smooth functioning of
every department through role clarification with reference
to organisation as a whole.
and Benefits Services
An Organisation's ability to attract, retain, and motivate
the talent it needs in order to fulfill its business mission
depends increasingly on flexible and competitive compensation
strategies. We design conceptual frameworks for compensation
policies and customize compensation structuring to match client
and Benefits Services help you to plan and implement appropriate
compensation and benefits programs. Various elements are taken
into consideration, and harmony created between the various
grades/levels and components. We also pay close attention
to specific benefits, perquisites, rewards and Incentive schemes,
Employee Stock Option Plans, Top Management Achievement Index,
of Policy and Procedure Manuals
The objective of this study is to determine Company's policies
and procedures, to develop its common understanding throughout
the organisation and to create a ready reference guide for
purports to define fair, uniform and consistent set of Policies
and Practices, to meet the customers, employees, and management's
Resource Outsourcing Solutions
Businesses worldwide are turning to Outsourcing. Healthy and
profitable companies are beginning to now view outsourcing
as an essential part of their business strategy. Outsourcing
is the transfer of non-core activities to an outside vendor
so that the organisation can focus on core activities, where
it has a competitive advantage, differentiate itself from
Competitors, and take advantage of the cost-savings from the
outsourced functions. Also, companies undergoing critical
changes such as merger, acquisition, management restructuring
etc. can get the support they need immediately, through outsourcing.
assignments such as Recruitment and Selection Process, Training
and Development Activities, Performance Management and Reward
Systems (PMRS), Organisational Development Activities, Employee
Feedback, Employee Counselling etc. are executed by L. R.
Associates Pvt. Ltd.
Competency is defined as those characteristics of an individual
that underlie performance or behavior at work. An individual's
competencies are influenced by the organisation structure,
its environment, context, hierarchical levels and role clarity.
Mapping aims at defining organisational elements, the employees'
abilities and operationalizing their interface. Determination
of actual and ideal levels of competencies to perform a job
effectively provides valuable insights in designing HR processes,
Road maps for individual development and career management.
Technological developments and organisational change have
led to the realisation that success relies on the skills and
abilities of the employees and this means considerable and
continuous investment in training and development. To provide
training to the employees it is necessary to assess the training
needs. Training need analysis is the foundation on which the
training activity of an organisation would be built upon.
This exercise will help the training department in the process
of designing training programs, designating participants,
establishing priority of programs, their frequency, realizing
the developmental gap between what exists and what is desired