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Learning Curve
Organisations need service providers that can provide end-to-end solutions
By Aditya Malik, CEO & Managing Director, TalentEdge
Jan 1st 2013
Within organizations, the training function is fragmented as more often than not, there are different leaders managing the ‘Domain & Developmental’ trainings hence there is lack of complete end-to-end horizontal view. This is the buyer side of it. From the seller side, no service provider has approached this as an end-to-end solution to the buyer. Their approach is rather tactical, instead of partnering with companies and building programs as per the need of the client. On both... Read more »
Talent critical for business growth
By Y. V Lakshminarayan Pandit, Managing Director, SHL India
Jan 1st 2013
Most organizations have realized now that talent is a critical part of achieving their business growth. They cannot implement their business strategy unless they have the right talent in the right place. How do you ensure that you have that right talent in the right place? First, you have to identify that talent at the time of hiring i.e. talent acquisition and then once you have the right people on board you need to provide them with appropriate development inputs throughout their careers. Ta... Read more »
Technology, globalization and cost consciousness as opportunity
By Smita Affinwalla, Head - Consulting, DDI India
Jan 1st 2013
When you talk about HR service providers there are two parts to it: providers of services and providers of products. Most of the companies fall in either of the two and there are some which actually straddle the two. Opportunity today comes from technology, globalization and cost consciousness. Leveraging technology including social media etc. for HR products and services is certainly an area of opportunity. So, whether you talk about leadership development, assessments etc. there are opportun... Read more »
Companies investing in e-learning and tech driven content
By Sundara Rajan, Director, Thomas Assessment India
Jan 1st 2013
Globally and in India, we see two broad areas where HR services are gaining traction. Assessments for identifying talent - whether it is assessment at the time of recruitment, or during promotion time, or to identify high potentials, talent identification is one area where there is a lot of traction happening worldwide.The second area where I see tremendous traction taking place is in terms of enhancing the capability of the talent pool. You see approaches that are very different; starting fr... Read more »
Assessment technology has a demonstrable ROI
By Ketan Kapoor, Co-founder & CEO, Mettl
Jan 1st 2013
Assessment expertise can be used in both recruitment process, where you can have prospective employees take standardized assessment, and in career management processes, where organizations aim to understand the level of expertise on a competency or even potential of the individual to move to other roles.Assessment technology provides data which is valuable intelligence for an organization. To arrive at the ideal traits and parameters for a top performer in a particular role, the organization c... Read more »
HR agenda will be to maximize efficiency and productivity
By Vivek Nath, Managing Director, Towers Watson India
Jan 1st 2013
In the present business scenario, where India is more linked to the global economy, it is clear that businesses will have to continue to operate in an uncertain environment. In this context, the HR agenda will be to maximize efficiency and productivity. The conversations will therefore change from ‘help me design a particular HR program’ to ‘help me be more efficient in my delivery of HR programs’ – how can experts help me drive and measure efficiency and what se... Read more »
Consultants will need to offer differentiated cost-effective solutions
By R. Sankar, Executive Director, PricewaterhouseCoopers
Jan 1st 2013
What clients seek from HR consultants will see a change – firstly, there will be demand for a sharper focus and emphasis on implementable, cost-effective solutions. While clients will continue to seek leading practices from across the world, they will be keener to know what those global best practices mean for their business at a more granular level. Secondly, to a large extent, what happens to HR consulting will also be a function of what happens to business at the clients’ end. ... Read more »
Consulting has become more execution-oriented than advisory
By Nishchae Suri, MD, Mercer Consulting, India
Jan 1st 2013
With time, the nature of consulting in India has undergone a shift from being advisory in nature to being more execution-oriented. The expectation from both, the client and the consultant side, is to see a product or service right through implementation and see it deliver the results that were expected. The implementation support model also allows the relationship between a client and consultant to become more collaborative and conducive to longer-term partnerships rather than fostering a tran... Read more »
There will be consolidation in the talent management space
By Chaitali Mukherjee, Country Manager - India, Right Management
Jan 1st 2013
Typically, the talent management area includes engagement, assessments, leadership development to all systems and processes, employee value proposition and career. Activities that happened globally within talent management ten years ago, are still to start happening in India. In the present competitive scenario, there are full-fledged talent management players and there are smaller niche players who are co-existing happily. In the coming years, there will be a lot of consolidation in the talen... Read more »
Global providers, individual players and small firms constitute the consulting space
By Bimal Rath, Founder & Managing Director, Think Talent Services
Jan 1st 2013
The competitive landscape in the leadership consulting space is characterized by three types of providers – one is the global providers which are standardized in their offering and have very good products and services, although many of their products are still getting customized to operate in the Indian space. At the bottom, are the many trainers and individual players who do work in the leadership and talent space and these may vary based on quality of service, price points or reach in ... Read more »
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