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                                As the coronavirus pandemic forges on, businesses around the globe are closing their doors, almost everyone is working remotely and the fear of a recession is progressively looming threat in the coming days. The ambush of Chinese Virus (COVID-19) news

Ever since the surface of “Corona Virus” one word has been making buzz is  “Unprecedented”, to describe what the world is witnessing and still baffled at the state we are in. The  Virus has enforced a sharpened focus on what it means to be inclusive, and those companies that have already embedded a culture of

The job market today is quite competitive and concerning for businesses with the lingering skills gap surrounding it. Hiring is an expensive investment. It starts with recruiting and advertising and continues through the employee onboarding process and beyond. It is not unusual for managers to make hiring decisions based on gut instinct, but that can

Overcome the Challenges in Recruitment during the COVID -19 Crisis The global pandemic has bought a wave of panic and alarm in all industries, but the Earth does not stop revolving and so, we know that companies will not stop running their businesses either. Though there will be a change of pace, businesses will have

Recruitment has seen a tremendous change over the past decade. Some of the developments have been bumpy while others have happened at the speed of the bullet train. From resumes and phone screens to skill assessments and video interviews talent acquisition has come a long way. Evolving expectations of recruitment experience from reactive hiring to

Recruitment has seen a tremendous change over past decade. Some of the developments have been bumpy while others have happened at speed of bullet train. From resumes and phone screens to skill assessments and video interviews talent acquisition has come a long way. Evolving expectations of recruitment experience from reactive hiring to proactive recruitment and

Driving up a successful company in the present day is a lot different than what it was a decade ago. Companies in all industries are progressively becoming digitalized and re-organized into new forms of digital organizations. Digital revolution is swiftly and profoundly changing existing businesses and it is widely accredited that companies that miss the

Understanding the employee’s life cycle is key to improve the participation of employees in your workplace. It is that journey with different lengths that an employee goes through during their interaction in your organisation. When you look up for Employee Life Cycle on web, you come across the similarity of images whereby the lifecycle of

Today’s Business Corporations are no longer those spaces in gigantic buildings occupied by employees in cubicles. Much to a surprise of all boundaries amidst the physical office set up and the place where the work actually happens are becoming hazy, as is the distinction between personal and professional lives. Success in future will be of

“In many ways, effective communication begins with mutual respect, communication that inspires, and encourages others to do their best.”– Zig Ziglar In an environment where customers’ demands are constantly taking shape with multitude of expectations and intensified competition being the order of the day, it is TRUST among customers that fortifies and drives the businesses and

“In the twenty-first century, more than ever before, effective leadership is about serving others. The Digital Revolution is transforming a transaction-based world into a relationship-based world. The capacity of individuals and organizations to serve others is greater than ever before. You’re able to create more relationships, and serve more people more effectively in those relationships,

OBJECTIVES OF “ESCALATOR JAM” PROGRAM • Achievement Vs. Contribution – How do Employees perceive contribution to the company success? • Current Vs. Future – Employee base line for self-evaluation? – Company base line for Employee evaluation? • Gaps between Employee thinking and Management Thinking – Leading and lagging indicators – Why has the career not

OBJECTIVES OF THE ‘COPPER’ 1. C – Customer Delight: Managing external and internal environment 2. O – Out Perform: Making a difference in the workplace by harnessing creativity and innovative thinking. 3. P – Proactiveness: Developing a business acumen 4. P – People + Performance = Productivity: Soft skill development and emphasis on teamwork 5.

OBJECTIVES OF THE ‘GROWTH’ – COLLEGE TO CORPORATE ON – BOARDING PROGRAM 1. G – Get, Set and Go: Developing a sense of self in participants before understanding other people in the workplace. 2. R – Redefine one’s image: Smooth transitioning of young participants from college to corporate life. 3. O – Out Perform: Making

OBJECTIVES OF “THE WHEELS OF PROGRESS” PROGRAM • Stepping into leadership. Leader vs Role Model. • Recognizing field of play, benchmarking, leading from the middle, leadership loop. • Managing vision and purpose, leadership standard and leadership behavior, unleashing organizational energy. • Understanding team dynamics, effort v/s result, managing differences and expectations, skill-will grid discussion, individual

OBJECTIVES OF THE ‘MAGIC PORTION’ Customer delight and engagement Time Management and Interpersonal Skills PODC – Planning, Organizing, Directing & Controlling Skills Conflict Resolution Empathy and Ownership Body Language, avoiding Over Communication Internal Customer care and crisis Management EXPECTED LEARNING OUTCOMES (CLIENT’S PERSPECTIVE) The link between customer service and patient-centred care. Great customer service means