Shawmacons - Profile
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Transcript of Shawmacons - Profile
INTRODUCTORY PRESENTATION
May 12, 2010
B -1206, Grow More Towers, Plot No. 5, Sector 2, Kharghar, Navi Mumbai – 410210, India
: [email protected] : +919967822993
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1. Our vision, mission & values
2. What exactly do we do?
3. Demonstrated RoI
4. People profile we’ve dealt with
5. The team
Content
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Our Vision
SHAW MACONS VISION …
Started up with a vision of building a Global Coaching & Consulting company.
The Company’s VISION is to HELP BUILD GLOBAL ORGANIZATIONS AS WELL AS
LEADERS FOR TOMORROW.
We provide clients with customized solutions that include strategic consulting
services, tailor made leadership development interventions and specific
assessments as well as Leadership (Executive) Coaching.
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Our Mission
SHAW MACONS MISSION …
To build leadership where there is a commitment to taking risks, the
courage to lead by example, think big thoughts and the passion to bring
those thoughts to reality.
Building client specific leadership competencies that impact the entire
organization.
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Our Values
SHAW MACONS VALUE SYSTEM …
We value our clients
We value the opportunity within human potential
We value the hunger from the gut for continuous learning and
development
We value the achievement of goals and
We value the potential for breakthrough results
Shaw Macons facilitates success for it’s clients through a wide selection of
material that reflects Global thinking based on the network of successful
leaders in business and the field of human development.
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1. Our vision, mission & values
2. What exactly do we do?
3. Demonstrated RoI
4. People profile we’ve dealt with
5. The team
Content
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Customized SolutionsThe choice of engagement depends on the organisation’s current status. We proficiently diagnose the level and provide clients with customized solutions that include strategic consulting, development interventions and specific assessments with Executive Coaching.
Establish a foundation Standardization
Low Process Maturity
Ad hoc processes, constantly reinvented & often seem chaotic
•Acquiring Talent w/o Job Descriptions
•Managing training w/o individual development plans
Improve competitive edge for the organisation
• Individual Development Planning
•Leadership Coaching
Intervention
•Manpower Planning
•Organisation Structuring
•Performance & Potential Measuring
•Competency Mapping
•Succession Planning
•Talent Management
Status
High Process MaturityImproved Process Maturity
Processes
Processes Health Check, Employees’ Engagement Study
Building Key Processes & Practices
Productivity & Best Practice building for Standardization
Best in Breed Practices
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Some Offering …I. Start with a detailed process
health check
II. Build frame work for Organisation Structuring
III. Policy with process for Workforce Planning
IV. Lay out the policy and process for Talent Acquisition (Hiring)
V. Competency Framework Development
VI. Talent Retention processes
VII. Performance Measuring System
VIII. Succession Planning
IX. Individual Development Planning
X. Leadership Coaching
PLANAssess, Define, & Build
IMPLEMENTCommunicate & Commit
SUSTAINReinforce & Measure
Alignm
ent & In
tegra
tion
Evalu
ate
Impac
tCommunication – Learning - Reinforcement
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Health Check …
I. The detailing for a Health Check would involvei. Understand the business strategy, ii. Identify the formal and informal
stake holders across the levels,iii. Interview key performers and
stakeholders, iv. Designing the structured
questionnaire,v. Administer the questionnaire,vi. Collate the relevant material and
facts,vii.Analyze the dataviii.Develop a detailed implementation
strategy andix. Finally, report out with the next
steps that the organisation should follow through on
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10 Confidential
Organisation Structuring …
II. An Organisation Structuring exercise involvesi. Understand the business strategy, ii. Study the industry specifics,iii. Develop the model template for the
core functions,iv. Designing the structure,v. Build scalabilityvi. Define core job description
templatesvii.Assemble the dataviii.Develop the detailed
implementation strategy ix. Determine frequency of validation
andx. Finally, report out with the
documentation to follow through
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11 Confidential
Workforce Planning …
III. The detailing for a Workforce Planning system would involvei. Demand Management - demand is
identified and made measurable by key data.
ii. Plan for gender, cultural and religious diversity,
iii. Forecast work orders to help plan the number and skills of technical members that will be needed.
iv. Workforce Scheduler - uses predefined rules to optimize the schedule and use of resources
v. Workforce Dispatcher - assigning work orders within predefined zones to particular technicians
vi. Communicate on real time basisvii.Finally, report out with the
documentation to follow through
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12 Confidential
Talent Acquisition …
IV. A Talent Acquisition system involves
i. Workflow based on Workforce planning,
ii. Requisitioning of requirement, iii. Sourcing methods,iv. Specific functional competency
based interviewing,v. Candidates verification process,vi. Managing compensation fitmentvii. Negotiation and Offer letterviii. The pre joining and joining
process,ix. Finally, the documentation to
follow through on the system
Note : Training & Certification for Competency based interviewing can be run separately as an intervention if the client so desires, at an investment.
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13 Confidential
Competency Development …
V. Competency Framework Development detailing would involvei. Understand business strategy, ii. Interview key performers and iii. Interview key stakeholders, iv. Examples of effective and ineffective
behavior related to job are collected from people with knowledge of job.,
v. Developing a model with behaviorally anchored rating scales (BARS*),
vi. Reclassify the incidents vii.Convert these behaviors in to
performance dimensionsviii.Test and validate the model ix. Developing a detailed
implementation strategy x. Finally, report out including next
steps that the organisation should follow through on
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14 Confidential
Talent Retention …VI. The Talent Retention & Attrition
Management system includes
i. Understanding the attrition issue
ii. The pre joining workflow
iii. The on boarding process
iv. The cost of attrition
v. Retention management & control
vi. Engagement challenges
vii. The (EWS) Early Warning System
Note : Training & Certification with coaching on the Early Warning System can be run separately as an intervention if the client so desires, at an investment.
Back to list
15 Confidential
Productivity Improvement …VII. The design of a Performance
Management system would involvei. Understanding the organisational
performance measurement maturity,
ii. Design the process to evolve from a subjective (person dependant) system to an objective (result focused), transparent system,
iii. Setting up the organisation, function and individual performance target setting system
iv. Setting up the frequency of monitoring, measuring and reviewing performance
v. Linkage to managing Reward & Recognition
vi. Finally, the documentation to follow through on the system
Note : Coaching leadership to effectively deliver feedback is run as a separate intervention.
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16 Confidential
Succession Planning …
VIII. The design of a Succession Planning system requires
i. Demand Management - measurable by key data,
ii. The design of the Organisation’s Human Resource Planning,
iii. People and position tracking,
iv. The “What & How” framework,
v. The frequency of review
vi. Finally, report out with the system documentation to follow through for future implementation
Back to list
17 Confidential
Individual Development Plan …
IX. The system of an Individual Development Planning cycle includes
i. Methods of engagement in evaluation of individual knowledge, skills and competencies,
ii. Direct and transparent discussion about performance, potential and career goals
iii. It’s alignment with the Organisation’s Human Resource Plan … People and position tracking,
iv. The “What & How” framework for the individual’s development process
v. The frequency of review and vi. Finally, report out with the system
documentation to follow through for future implementation
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18 Confidential
Our Offering … continued
X. Leadership Coaching
Our passion for Leadership Coaching makes Bomi bring in specialised competencies, taking the client’s leadership through building behavioral process maturity as well as the oraganisation’s individual leadership competencies at it’s apex level. Bomi’s Coaching interventions include Executive Coaching, Career Coaching, and Life Coaching using the NeuroLeadership Model of Results Coaching Systems (Australia).
He has extensive experience in using various psychometric tools (such as MBTI, 360 degrees and DISC) and is a Life member of the National HRD Network for the past 15 years.
Back to list
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1. Our vision, mission & values
2. What exactly do we do?
3. Demonstrated RoI
4. People profile we’ve dealt with
5. The team
Content
Called by Dell in April 2005 to set up HR Generalist function across India
Created the employees’ Retention Blue Book with controls, saving US$ 1.3 billion per annum, that became Global Standards acknowledged by Dell’s Leaders across EMEA, APAC besides India
Global Lead for Agents’ Certification Programme at Dell for Contact Centers World Wide … created the framework, trained the trainers to run the Certification Programme with potential savings of US$ 28 million per annum
APJ Regional Lead for Business Continuity & Recovery Planning. Operations Auditor for the Dell – Malaysia (Mfg. facility) besides the four sites across India
Demonstrated Return on Investment
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Recalled by the Reliance Group in June 2007
Set up systems & controls at Reliance Life Sciences leading to
Saving employee costs by 33%,
Increased headcount from 783 in July 2007 to 1306 by March 2008 with 52% post graduates & PhDs … instrumental in more than double the turn over in the following year
Rs.78 Cr. revenue FY’07 – ’08
Rs.207Cr. revenue FY’08 – ‘09
Demonstrated Return on Investment
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1. Our vision, mission & values
2. What exactly do we do?
3. Demonstrated RoI
4. People profile we’ve dealt with
5. The team
Content
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People profile …
Over the last fifteen years, Bomi has been a mentor to
The CEO of an Office Automation CompanyManaging Committee of an Imaging Systems
CompanyExecutive Director of a Software
Development CompanyPresidents of Oil & Gas, Agrotech,
Infrastructure and Cellular divisionsManaging Director of a Software Systems
Company
a coach to
A Bio Pharma CEO from Germany and Another Bio Pharma CEO in UKTwo CEOs in Clinical Research &
Semiconductor in USA, Two Presidents of Solar, Health Care & Bio
fuels businesses
He’s worked with the Senior Management Teams from nationalities across the globe, including China, Singapore, Malaysia, Philippines and Australia.
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The International CoheChange Network : A body of International Leadership Consulting & Coaching is a Global group of Coaches, Trainers and Consultants with a background in intercultural environments across many parts of the globe.
Bomi is the only Indian figure in this Global Group with members from United States, United Kingdom, France, Italy, Germany, Belguim, Switzerland, Czech Republic, Gautemala and South Africa.
To view The International CoheChange Network please go to http://thecohechangenetwork.com/ in your browser or click here. To view Bomi’s profile at the Coach Exchange click here.
Our International Connections …
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Our Friends & Advisors
Dr. John C Beck – Dean at Globis
University, Tokyo, Japan. President at North Star Leadership Group. CEO at The Attention Company
Frank Flynn – Head of Organizational Behavior at the Graduate School of Business at Stanford University
Romi Malhotra – Serial entrepreneur and ex Managing Director of Dell International Services in India. Founder & CEO at Dominion CXO Forum and Leadership Development, now MD of Linkage Inc., in India
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A few of our Customers & Consultancy Assignments
HR Strategic Planning + Organisation Structuring as well as Key Talent Acquisition and Management System for Veling Aircraft Parts and Components (VAPAC) in Dubai
Set Up Training, Learning & Development function @ JW Marriott's (Ducet Group) of Hotels – Dubai
Identified causes, Strategized and Initiated specific OD interventions @ Four Seasons Hotel – London
System on Managing Attrition@ Dell
Health Check (employee engagement survey), Organization Structuring, Revamping their Compensation Structure and introducing a Succession Planning System @ Convonix (Internet Marketing Company)
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Just some of the programs / workshops conducted by our key facilitator include
@ Greaves Cotton – Finance for Non Finance & around 20 MDPs
@ Eicher – 16 programs on Basics of TQM & 12 others on TQM
@ Modi Group – 18 workshops on Leadership through Quality
@ IDM (HCL Group) – 6 workshops on Business Process Reengineering
@ (RPG) Searle – 18 workshops on Performance Management, Succession Planning
@ Reliance Industries – 60 workshops on Performance Management, communications & MDPs
@ Ducet – 6 workshops on Customer Interface
@ Dell – approximately 48 Workshops on Managing Attrition, 3 workshops on
Succession Planning & 12 workshops on Industrial Relations
@ Reliance Life Sciences – more than 20 MDPs
@ Monster.com – Strategic Leadership Workshop
@ BHEL – “Dealing with Ambiguity” for their top line management team
@ TNT – 3 workshops on MDP
These does not include other programs that he has conducted on various other platforms like NHRDN, NIPM, Etc
Programs / workshops conducted include …
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1. Our vision, mission & values
2. What exactly do we do?
3. Demonstrated RoI
4. People profile we’ve dealt with
5. The team
Content
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The Team
The Company’s started by Bomi Manekshaw
22 years corporate experience
Group HR Head – Reliance Life Sciences
National Director – HR Generalist for Dell International Services
Has been Head of HR for more than 30 industry verticals including
Heavy Engineering, Infrastructure, Automotive, Oil & Gas, Coal Bed Methane, Petroleum, Agrochemicals, Bio fuel, Bio Pharma, Pharmaceuticals, Clinical Research, Healthcare, Insurance, Office Automation, Telecom (cellular & fixed lines), IT (software & hardware) plus ITeS, Solar, Semiconductor and several others
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The Team
Bomi is …
A Graduate in Psychology from University of Bombay.
A Masters’ in Organisational Behavior from Independence, Missouri – USA,
A Post Grad. in Training and Development and
A Bachelor of General Law from University of Bombay.
Currently pursuing the ICF Master Coach Certification with Results Coaching Systems (Australia)
BUT ABOVE ALL …
Over the last decade plus, he’s been a coach to CEOs from USA, Germany as well as UK. He has worked with the Senior Management from across a very wide range of nationalities worldwide, including Singapore, China, Malaysia, Philippines and Australia.
THANK YOU May 12, 2010