People Solutions

We work with organizations to improve team effectiveness, help employees realize their potential and improve their performance. We assist in searching for solutions with methods that facilitate and raise creativity of the client company so that they will be able to implement solutions themselves. We help our client organizations in defining a corporate culture, organisational design, setting up a people strategy that supports key pillars in the business, as well as the design of HR-related strategies in the area of diversity, recruitment and talent management.

Organization Vision, Mission

We work with organizations to write their Vision, Mission and design their Core Values and Strategy. We are with them each step to complete their Hoshin Kanri. 

We seek to demystify the definitions of Organisation’s Vision and Mission Statements. 

Vision: An organisations’ focus on how it sees its future.

Mission Statement: What an organisation does in the present to shape its future. 

Along with the companies, we write their Core Values, Strategies and pen down the Goals.

Core Values: An Organisations’ Core Values are its beliefs that act as the guiding force in its walk to the future. 

Strategies: They form the sum total of the actions an organisation needs to take to concretise its future. They’re ways to use the Mission Statement to achieve its Vision. 

Organisation Goals: Objectives that are to be accomplished with the strategies. 

Action Plans: The specific implementation steps to achieve its Objectives and meet its Vision.

Organization Climate Survey

An Organisational Climate Survey gives a peep into the atmosphere of an organisation vis-à-vis the employee satisfaction, efficacy of the leadership, employee perceptions, motivation and feedback about their place of work.

As is evident, understanding an Organisations’ Climate is vital to its progress. Where do we step in? Right at the stage when we assess the need for an Organisational Climate Survey.

We design and administer the Survey and move to work with the data. We collate it and further analyse it on parameters to be assessed.

Exxperientia’s involvement does not end here. We act. On the results. Understand the implications for the organisation and of course study the impact at this stage.

We do not rest until we work successfully with organisations to incorporate the results of the Survey and make relevant changes.

Employee Engagement

We believe highly engaged employees are positive about participating in their company’s success story. It’s the people that make any company. Happily engaged employees are intrinsically crucial to organisations’ ability to retain talent, define their corporate strategies and meet their goals.

To ensure continued success, it’s imperative that organisations prioritise Employee Engagement.

We partner with our clients in creating an environment and work culture where their teams feel passionate about contributing to achieving the organisational goals. They sync their career aspirations with their organisation’s growth. Our ideology of Employee Engagement is based on

  • How Employees Think
  • How Employees Feel
  • How Employees Act

We help create a Road Map for corporates to understand what drives Employee and Team Engagement, design it and implement it too.

Organizational Restructuring

We help organizations revisit their organizational objectives in relation to the changing market dynamics & business strategies keeping in mind the macro economic shift and its impact to the business closer at home.

We follow a logical approach

  • Understanding the scope & level of organizational restructuring from the top management
  • Understanding their strategic objectives
  • Understanding the existing organizational structure and its inefficiencies
  • Re-designing the Organizational Structure in line with the new strategic directions and benchmarking them with relevant industries
  • Developing new Job descriptions in line with the new organizational structure
  • Developing new policies that support the strategic direction

Job Description

Critical to employee alignment with organisational goals and its success is a well-defined Job Description. It should be well-defined to ensure that companies are able to hire candidates with the required skill sets.

They prove to be useful in

  • performance assessments
  • training need analysis
  • deciding the compensations for jobs.

Thereby, making well-drafted Job Descriptions intrinsic to corporate success.

At Exxperientia, we work with our clients to prepare Job Descriptions with clearly stated essentials of a job, the responsibilities, and skillsets required for optimal performance of the role. After we do a thorough analysis of the organisation structure, its goals and how the role is integral to the organisation.

We even assist in creating more detailed job descriptions that’ll also enumerate how success will be measured in a role.

Competency Framework Modelling

A competency framework can help your company in defining the skills, knowledge, and characteristics required for the organization. It helps the employees grow in their jobs and expand their skill sets. By articulating the skills valued in each job in the client organization, we develop a competency framework that gives a clear way to measure the employees’ performance while also developing the culture of the business.

A well designed competency framework helps the client organization in

  • Defining the future skills and knowledge required to achieve its long-term vision
  • Define and measure success in each role
  • Identifying the critical competencies while hiring new employees
  • Identifying gaps and creating a well thought through Talent Development Plan
  • Create well thought through career advancement plans

The Competency Framework Modelling is followed by the Assessment Center where in we assess the existing competencies of the employee base against the required competencies that the organization has identified to create success for itself.

Understanding Business Context

  • Visioning Interviews with the Leadership Team
  • Understanding the Vision, and Mission of the organization
  • Understanding the Organizations Business priorities
  • Understanding emerging business challenges
  • Gather behavioral correlates through targeted Interviews and Focused Group Discussions

Interactions and Analysis

  • Exxpereientia Competency Dictionary
  • Identification of competencies, behavioral indicators from Competency Dictionary from Exxperientia Knowledge Base
  • Industry Best Practices
  • Comparing with successful organizations nationally and globally in relevant and related sectors

Designing Competency Framework

  • Identifying themes
  • Clustering of common themes
  • Identification of competency labels
  • Validation of the Model
  • Creation of competency profiles
  • Scaling of competency levels
  • Defining competency proficiency levels with behavioral indicators

In the Assessment Center we use Certified and experienced external Assessors and various tools to test the competencies (Knowledge, Skill & Attitude)

Tools Used During the Assessment Center:

  • Psychometric Profiling
  • Competency Based Interview
  • Business Game
  • Group Discussion
  • Role Plays
  • Numerical Ability
  • Case Study Presentation
  • In Basket Exercise

Performance Management System

A well-defined Performance Management programme is critical to any organisation’s success. Companies are increasingly becoming team-centric. It makes complete sense that Performance Review and Management is also done basis an individual’s contribution to a team. Team performances impact business strategies and goals. A clear win-win situation.

Exxperientia focuses on aligning organisational programmes, their goals, and available resources to the individual’s goal sheets. We firmly believe that a well-designed Performance Management system helps companies

  • Identify performance gaps, develop and implement suitable strategies to remove the competency gaps in Skills, Knowledge and Attitude.
  • Clearing Communication Channels to ensure sync between organisational and employee goals.
  • Develop a Career Advancement Programme.