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Pure Talent Services Pvt. Ltd.

www.puretalentservices.com

( GF , Tapasya Tower Sector 126 , Noida)

Contact – 9910069540

HR Advisory and Consulting

Our Approach

Model for Organization Effectiveness

Structure

System

Style

Staff

Skills

Strategy

Shared

values

When all the elements are not aligned and mutually not reinforcing , then its Org

Challenge

Pure Talent offers simple solutions to clients to meet

these Organization People

Challenges

Our Approach to Talent Management

Productivity

Selection

(Win and Acquire) Training

TALENT

• Key Talent Search

• Enabling with Assessment tools

• Enabling Structured Recruitment process

• Enhancing Competency based Interviewing Skills / tools

• Providing Systematic process for Succession Planning.

Talent Selection

Pure Talent Services

• Enabling Org Structure supporting Business plans

• Facilitating Role clarification in context of business goals

• Driving Performance Management & Setting KRAs

• Strategy linked Competency framework Development

• Training/ HR process and system

• Individual guidance and coaching based on 360 degree feedback

• Employee Engagement surveys and report

Talent Productivity


• Customized Program based on initial diagnosis

• Training Need Analysis and report

• Foundation Leadership Program – Basic and advance

• Effective Interpersonal Orientation

• Ma ager’s Toolkit Progra

Talent Training


Service Category Projects Delivered Client

Talent Management • KRA Setting and Driving

Performance Management

•Competency Framework

roll out

• Business Planning and

road mapping

Leading packaging

company

Large Chemical Business

SME - Medical

Talent Development People Management for

Team Leads

Leadership for Future

Managers

Influencing skills

Enhancing Effective

Customer Satisfaction

Negotiation Skills

Large IT multinational

Diversified business

group

IT major

Leading Apartment

Hotel

Diversified Group with

interest in Life Sciences

Sample Example

Company Large Diversified group

Project SMART KRA and Driving

Performance Management

System

Steps

• Make it 3 times in 3 years 1500 crore

• New CEO

• Non Supportive Team

• No concept of SMART Objectives

• Terms agreed

Situation Assessment

•Business Plan / Deliverable

•SMART Objectives 14-15

•Facilitator

• Project Plan

•Data Gathering on PMS

• Workshop design

• Business Meetings to plan the road map

•Team

Action Planning •Workshop Delivered

Objectives Set

•Business HR partnered

•Inputs on Year growth plan

•Resistance managed

•Deadlines adhered

Implement

•Documents submitted to HR

Evaluate and feedback

Project Plan

12

Module Weeks

1 2 3 4 5 6 7 8

Phase 1- Organization

Understanding and expectation

gathering

Project Planning

Business Understanding

Leadership Interviews

Phase 2 - Execution

Project plan meeting- Direct Reports L1

Workshops on KRA settings

Facilitation of KRA setting

Validation & Submission to HR

Name Abhinav Kumar

Adhesive (AD) Department Adhesive

Designation

Document no AD2

KRA for 2014-15

Accountabilities S. No Actions KPI ( Key Performance Indicator)

Weightage (Should be 100%)

Period

PERFORMANCE MEASURE (Target & Measurement Criteria)

Production

To achieve daily production plan

1a To control batch preparation time before charging of Reactor.

Lapse Time between Two batches.

10 All Q Time taken 4hrs

1b Reactor discharging time Deviation of reaction time

10 All Q Time taken with respect to quantity 1600kg/Hrs

Quality

To Ensure quality standards are maintained

2a Efficient process control to produce quality products so that no rework is more than 0.4%

Number of batches 10 All Q 0.4% of total production

2b On line sample control On line QC 10 All Q Not more than 6

Process

To Ensure process loss

3a To maintain the yield as per standard Loss of product/solvent

10 All Q % yield

3b To minimize repacking of FG Loss of product/solvent/ packing materials

10 All Q

Maintenance

To minimize breakdown of Reactor/ Machines/ utilities time

4a Work Order/ Break down reported to Maintenance

Time deviation to restart Reactor/ Machines/ utilities time

10 All Q identification of problem within 30mins

4b Identification of root cause Rework and loss of time

10 All Q

Housekeeping /5S

To ensure 5S achievement

5a 5S implementation up to second level Good housekeeping and control

10 All Q Check list

5b Provide two trainings to members of 5S Deviation from 5S 10 All Q Training form and feedback

Usefulness

• To streamline PMS

• To align Business Plan with Employees

performance

• To evaluate performance objectively and not

on adhoc basis

• To enhance Employee Productivity

Sample Example

Training Module

Competency based

Interviewing Skills

17

Evaluation and Classifying

data/info

Based on Competencies

Over All Construct

Various Models like STAR/

SHARE to get effective Candidate response

(Module III)

Framing Behavior Questions related to

Competencies

(Module II)

Selection biases/traps and understanding

significance of Competencies

(Module I)

Background and context setting

Introduction and Background

Building Competencies for Org Future

Clients Competency framework

Quiz to identify the competencies from framework

Challenges in Selection and moving to

Competency based Selection

Interview as a tool for selection

( Gut , conventional , trait , behavior )

Learning Approaches , Biases and Issues in Selection

Competency based interview focus on Behaviors

How to frame questions related to

competencies?

Closed and Open ended questions

Interaction & Discussion thru exercise and game

Behavior based questions

Difference between Behavior and Non Behavior based

questions

Sample Behavior based questions based on Clients

competency based competency framework

Creating Behavior based questions

Overall Session Design

How to questions and probe to assess on

competencies? EAR Model OR STAR Model OR SHARE Model

( For effective response from a behavior based questions )

Identifying EAR ( Event , Action Result ) from examples of

different responses

Asking questions / Pausing / reflecting questions /

paraphrasing/ summary question

Probing for additional information

Different Ways of probing

Mini Role play - Interviews

Listening Skills

How to use competency framework in

Recruitment and selection? ORCE PROCESS

Classification of Positive and Negative

Indicators Observation

To help identifying the positive and negative indicators from

the notes / observations

Data Analysis for Evaluation on

Competencies Recording

classifying

Evaluating

Role Play on live roles

Overall Session Design

• To Organization who seek right talent

• To bring standards in selection process

• It helps to avoid all selection biases and traps

• To influence team to focus right competencies

• To select talent for future

Usefulness

Why us

Varied Industry Expertise

End to End Solutions

Collaborative Approach

Implementation Focus

Efficiency and Affordability

Pure Tale t “er ices ha dled the assig e t of goal setti g for our Managerial People at our Chemicals Business. They were able to put across

the concept in a simple and clear way and could establish a connect with

his audience. Overall the did a pretty neat job and the feedback of CEO and

the Busi ess HR Head as ery positi e.

Executive Joint President - Global HR and Corporate Affairs | Large Business Group in Packaging Industry

Client Stories


Our organization is highly benefited from the training undertaken by Pure

Talent Services you. We really appreciate the method of training and its

outcome. There is tremendous improvement in Line staff as well staff in

managerial position. We look forward for organizing another program in

near future

Finance Controller Leading Apartment Hotel

“Pure Talent “er ices have successfully completed the project assigned to

them and we are truly delighted with the results which are better than our

initial expectations. Output from the project is helping us formulate our HR

and business strategies effectively and will help us extract superior

performance from our HR assets.

Their dedication and commitment to the project stands out as a major

differentiator and we value them for the same. We look forward to closely

working with Pure Talent in future and wish them the best for future.

CEO Chemical Business


Client Stories

Pure Talent Services was engaged to set KRA for FY 2014-15 and also

conduct the KRA workshops. They would have completed the exercise

merely in 10-15 days and handed it over to the HR department and CEO

but they spent around two and half months; interviewed the

representative from various departments, met with all others at junior

level, have gone through each and every role thoroughly and guided the

complete team to write KRAs best in quality. The current KRA is best in

class and is aligned with our business objective and plan to be achieved in

FY 2014-15. This is the first time our employees have so much of clarity on

KRAs. 100% credit goes to Pure Talent Services who have given their

precious time and more over engaged the complete team to set the

objective clearly for FY 2014-15.

Thanks to Mr. Khalid and I would recommend him to any progressive

organization to take benefit of his skills and k o ledge

Business Human Resources , Manufacturing


Client Stories

Our Clients

Thru Business Partners

About Us

Our Founder , Khalid Mohammad has 23 years of Corporate/Consulting experience in HR

with a number of domestic and multinational organizations like Hero Honda Motors, ICI

Paints, DHL, Jubilant Organosys ( Life sciences). His last assignment was as HR Head of a Swiss

MNC called Landis + Gyr ( Toshiba )


Our Team - Consist of Sr HR Professionals / Consultants / Trainers

Business Alliance – Think Talent

We will be delighted to present you with further details.

Email – [email protected]

[email protected]

Phone – 9910069540 / 8860053303

mailto:[email protected]