Context:

A leading compressor manufacturing organisation in India engaged totus to help them in its organization building efforts. Set up in 1960 the organisation had grown from being a domestic manufacturer to an international one. The client had already initiated design and implementation of HR systems and processes at the managerial, staff and workmen level but saw the need to upgrade these and make them more aligned to business needs, especially given the organisation’s global ambitions.

Design:

The totus engagement with this organisation spanned 24 months and achieved significant progress on the organisation building agenda. Some of the critical areas where the engagement delivered results were –

Impact:

The totus engagement has helped the organisation to enhance the maturity of its people processes, improve the quality of talent and build the foundation to achieve significant improvements in performance.

Context:

This 7 year old e-publishing company was on the threshold of tremendous growth but was also facing difficulty in attracting, developing and retaining people. The founders of this organisation invited totus to partner with them and support them in this journey of growth.

Design:

totus has worked with this client for 4 years over 5 engagements.

In the first phase, we designed a customer oriented structure and helped the company transition towards the new structure. We backed this up with staffing strategies and policies, compensation systems, work force management policies and the design of a performance management system thus laying the foundation for HR in the organisation. A high point of this phase was the support in setting up of a dedicated e-publishing training school that helped address once and for all, the difficulty in sourcing skilled manpower for front line jobs.

In the next phase of the engagement, we helped the company take HR to the next level through the design of development initiatives, variable pay plans and employee engagement initiatives.

Impact:

This organisation has today grown to a 1000 member size and is on the threshold of becoming a successful Indian multinational. The unique value that totus brought to the table was a deep understanding of the client’s need together with the ability to conceptualise the right initiatives and closely partner with the founders in its implementation. Part of the engagement involved working with the founders as their Executive Coach to help them re-align their leadership styles and orientations to meet the needs of the organisation.

Context:

An organisation in the field of developing, producing and marketing a wide range of conventional and UV printing inks on a global basis was undergoing change from being a small local entrepreneurial company to becoming part of an MNC that was also acquiring other smaller companies in the country. totus was invited in an advisory role to the CEO to help manage the change process.

Design:

totus was involved in the audit of HR systems and processes and alignment of HR to business, providing implementation support to all major HR initiatives like Performance Management, Pay and Rewards cycle, Development cycle, formal communication and feedback systems.

Impact:

Most importantly, a totus Principal Consultant played the role of a Coach and sounding board to the CEO for advice on matters that required a country specific approach. The global performance management system was adapted to meet the local needs. totus worked with the management team to develop a formal communication mechanism which proved to be a useful tool for communication of various acquisitions which were happening in the organisation.

The CEO felt supported in the change process since he could check and validate his actions.

Context:

The senior management of this company in the field of steel tube manufacturing had felt the need for revamping their Performance Management System. The existing system had outlived its effectiveness and was not supporting the needs of the business. There was also need for managers to imbibe practices leading to a high performance culture. With these objectives in mind, totus consulting was invited to partner in the design and implementation of a new Performance Management System.

Design:

When totus initiated the engagement, it was found that pay was way behind the market. Therefore the climate was not amenable to the change initiative that the organization was embarking upon. totus helped the management understand the need for implementing competitive pay before implementing the new Performance Management System. totus also created extensive performance standard templates, manager guides and other supporting materials and conducted onsite manager workshops.

Impact:

totus had an in-depth understanding of the climate through sensing and was able to advise the management on compensation issues, thereby going beyond the stated need of the client. totus helped create a positive environment that was required for the change. Given the size and the organization lifecycle, totus was able to bring in a high level of customization and simplicity which helped the client to effectively understand and implement the Performance Management System.

Context:

The client was a pioneer in the field of Ring Travellers manufacturing in India. T he Organisation had completed over 30 years in existence. While the HR Practices had evolved over time in an incremental manner, the Organisation wanted to review the basic framework for HR in the organization and re-construct it in a manner aligned to the business goals and vision of the Organisation. With the organization having grown at an easy paced manner over the last many years, there was need for greater performance orientation, ownership, accountability and achievement orientation.

Design:

Since the objective was to align the HR framework to the specific business context, totus started the engagement with an Employee Sensing exercise. Based on our understanding of the Business Model, the Organisation structure and the existing system of Grades, totus designed, implemented and communicated a formal and open system of Bands that helped define distinct levels of impact and contribution in the organisation. totus then designed and implemented a comprehensive compensation plan that linked rewards to performance.

totus designed a Performance management System that helped build accountability and also linked individual performance expectations to organizational operating plans. As part of the Performance Management System, the capabilities for each levels of impact were delineated.

Impact:

The engagement helped the organisation to align the people practices in line with the business needs. All the basic HR processes were established and clear guidelines were defined. The organisation could now proactively focus on meeting its business and customer demands given that HR processes have reached a great deal of maturity.