Problem Statement: To identify and develop the selected candidates within the organisation for the front-line leadership roles.
K2B Approach:
An Assessment and Development Centre (AC/DC) was designed, developed and deployed
Candidate evaluation based on the competencies for the next role
Creation of reports along with development plan and one-on-one coaching session
Specially designed workshops for upskilling on the required competencies
Impact:
Top performers were promoted to the leadership roles
Participants who missed this promotion were supported in their development plans to be re-evaluated in the next cycle
Methodology to Evaluate was three-fold: live observation, assessment by manager and self as well as performance on tasks given
A Fortune 500 manufacturing unit
K2B Approach:
Our TNI revealed that communication gap created the friction between the Front-line supervisors (FLS) and their teams
A residential workshop intervention designed for building trust, opening communication channels, managing conflict amicably amongst peers, the seniors and their teams
Psychometric Assessment for personality and conflict management style
Impact:
An independent study conducted in the plant found that there was 40% higher employee engagement as compared to the rest of the plants
Post 90 days of the intervention, the FLS reflected 80% learning applied in their behaviour at workplace
Amicable conflict management in the plant and more inter-departmental collaboration post the intervention
A Fortune 500 MNC with over 6000 employee strength PAN India
Problem Statement : To re-engage the suspended employees post strike
K2B Approach:
Designed a 7 day Learning Intervention with series of workshops
Workshops addressed:
Emotional needs
Skilled them on using their emotions resourcefully
Equipped them in people management, group dynamics and elements of engaging them with the organisation by focussing on what has been working for them
Psychometric Profiling conducted in the regional language
Workshops used an amalgamated approach of games, simulations, exercises and self-reflection activities
A continuous 2 years Learning intervention was proposed and accepted post the 7 days Learning Intervention
Impact:
Rehired 97% of the suspended employees
Created a healthy bond between with the management
As per the employee engagement survey conducted by independent agency, the said plant has the highest levels of engagement as compared to the others plants of the organisation.