“Winners don’t do different thingsThey do things differently”

Project Profile

The K2 Group, Bangalore•Consultant to key project of a Coffee Shop, Night Club & Service Apartment in MG Road•Offering solutions to forthcoming projects of Indian, Bengali & Chinese cuisine restaurants in Shantinagar right from the blueprint stage

The Saltee Group •Consultant to three restaurants•Consultant to Hospital Cafeteria in Shankar Netralaya

Technocrat, KolkataMarketing & Operational Consultant for the largest banquet hall, Rotunda, in Kolkata

Wayside Facilities – •A Joint Venture Project with the Government of W.B. •For Wayside Facility•Heritage Centre

Operational Consultant

Creating Leadership Strategic

Planning

Information &

Analysis

Creating Customer & Market

Focus

Human Resource

Process Management

BusinessResult

Assist in the following ways-

Creating Leadership

ORGANIZATIONAL LEADERSHIP

PUBLIC RESPONSIBILITY & CITIZENSHIP

ORGANIZATIONAL LEADERSHIP

Financial Performance

Employee Training/Inputs

Customer Satisfaction

Two-Way Communication

PUBLIC RESPONSIBILITY & CITIZENSHIP

Abiding by Legal & Stationary Requirements

Strategic Planning

STRATEGY DEVELOPMENT PROCESS

Strategic Planning Process including key steps & key participants in the process

•Consider key factors in process •Gather & Analysis of relevant data & information

STRATEGY DEVELOPMENT PROCESS

• Customers & Market needs/expectations, including new product/service opportunities

• Competitive Environment & capabilities, including use of new technology.

• Financial, Societal, & other potential risks• Human Resource capabilities & needs• Operational capabilities & needs, including resource availability• Supplier &/or partner capabilities & needs

KEY FACTORS

Strategic Objectives

Strategy Deployment

ACTION PLAN DEVELOPMENT & DEPLOYMENT

PERFORMANCE PROJECTION

ACTION PLAN DEVELOPMENT & DEPLOYMENT

•Develop action plans that address key Strategic Objectives, key short & long term action plans, key changes in products/services &/or customer/markets•Key Human Resource requirements & plans, based on strategic objectives & action plans•Allocation of resources to ensure accomplishment of overall action plan

CONTINUED………

•Key Performance Measures &/or indicators for tracking progress relative to action plans•Communication & Deployment of strategic objectives, action plans, & performance measures/indicators to achieve overall organizational alignment

PERFORMANCE PROJECTION

•Two to five year Projections for key performance measures &/or indicators including key performance targets &/or goals•Comparison of Projected Performance with competitors, key benchmarks, & past performance

BREAK TIME

Creating Customer & Market Focus

3.Creating Customer & Market FocusMARKET

SEGMENTATION

SURVEY FORFUTURE

REQUIREMENTS

PRIORITIES/ NEEDS

GUEST PREFERENCES

COURTESY VISITS & CALLS

COMMENT CARD SCORE

Information & Analysis

•Guest Complaints/Compliment Analysis

•Capacity Utilization

•Cover Turnover

•Average per cover: Food & Beverage

•Competitive scenario & performance

Human Resource

WORK SYSTEMS

EMPLOYEE EDUCATION,TRAINING & DEVELOPEMENT

EMPLOYEE WELL BEING & SATISFACTION

Work Environment

Employee Support Climate

Employee Satisfaction

Design, Organize, & Manage work & jobs to promote cooperation & collaboration, individual initiative, innovation, flexibility, & to keep current with business needs

Managers & Supervisors to encourage & motivate employees to develop & utilize their full potential in job-& career-related development/learning objectives

Employee Performance Management System, including feedback to employee

WORK SYSTEMS

Continued…..Compensation, Recognition, & related Reward/Incentive practices to

reinforce high performance

Ensuring effective communication, cooperation, & knowledge/skill sharing across work units, functions, & locations

To Identify characteristics & skills needed by potential employees; •Recruit & hire new employees •Take into account key performance requirements• Diversify community & fair work force practices

EMPLOYEE EDUCATION, TRAINING, & DEVELOPMENT

Balance short & long-term organizational & employee needs through Education & Training approach

Seek & use input from employees & their supervisors/managers on education & training needs expectations, & design

Deliver & Evaluate education & training In formal & informal education, training, & learning

Design education & training to keep current with business & individual needsincluding how job & Organizational Performance are used in education & Training design & evaluation

Continued……

Address performance excellence in education & training including how employees learn to use performance measurements, performance standards, skill standards performance improvement, quality control methods, & benchmarking

Reinforce knowledge & skills on the job

Address key developmental &

training needs, including diversity

training, management/leadership

development, new employee

orientation,& safety

Work climate consideration & support to the needs of a diverse work force

Enhance employees work climate via services, benefits, & policies. Selection of these Enhancements tailored to the needs of different categories & types of employees & to individuals

EMPLOYEE WELL-BEING & SATISFACTION

EMPLOYEE SUPPORT CLIMATE

WORK ENVIRONMENT

Address & improve workplace health, safety, & ergonomic factorsIdentification of these factors by employees & improving workplace safety

Identification of Performance measures &/or targets for each key environmental factor including significant differences based on different work environments for employee groups &/or work units

EMPLOYEE SATISFACTION

Determine key factors that affect employee well being, satisfaction & motivation

Formal/informal assessment methods used to determine employee well being,satisfaction & motivation. tailoring of these methods/measures to a diverse workforce& to different categories & types of employees

Relating assessment findings to key business results to identify work environment& employee support climate improvement priorities

Process Management

Quality circle

Zero Defect Product

Procurement of Staff

Business Result

Key Resulting Area

Financial Report

FinancialAdvisor

•Preparation of Project & Viability Report•Formulating Financial plan•Preparation of CMA Data’s•Preparation of Application for Financial Assistance to be submitted to Financial Institution/Banks

• Preparation/submission/negotiation of the proposal for subsidies, incentives if any, with the Centre/State Govt. agencies

• Negotiating with Institution/Banks for Loans• Advising on the Legal Formalities Institutions/Banks after the

Company has received sanction letters from Financial Institutions/Banks

Thank You