myCHRO offers the “Full Stack HR ON DEMAND” to its customers. Our offerings are modular in nature which means they can be availed as composite or on a standalone basis. Some of our key offerings are:
Our Services
Key Hiring & On Boarding
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- Identifying Culture Drivers
- Understanding Success Factors For The Role Holder
Culture & Context Scoping
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- Shortlisting And Building Assessment Pool
- Psychometric And Behavioural Profiling
Pool Creation
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- Managing Interviewing To Selection Phase
- Handling Offer To Joining
Hiring
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- Reference Collation
- BGV Assistance
Referencing
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- Onboarding Facilitation
- Managing Candidate Experience
Engagement
There are situations when an appropriate cultural fit is extremely critical to get the right person on board. Our hiring engagement focuses only on niche positions, which are critical to the success of the organization. We specializes in focused headhunting and purpose based hiring.
Our 5 step process is fundamentally derived from the 5D process that governs all the work that we do. We give equal importance to each process – from cultural mapping all the way to ensuring that there is a custom made orientation program for ever lasting employee experience. We partner with you all the way through, and if needed we would take on the leadership coaching and onboarding journey post joining as well.
Leadership Coaching & Hand Holding
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- Managing The Perception Stage
- 6 Day Cycle
On Boarding
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- Managing The Connect Stage
- 6 Week Cycle
Assimilation
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- Managing The Initial Delivery Stage
- 12 Week Cycle
Activation
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- Managing The Stabilization Stage
- 6 Month Cycle
Integration
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- Managing The Hiring Success
- 6 Month Cycle
Effectiveness
Coaching is an essential tool, that has proven it’s worth as a great performance enabler. Nothing can be more uncanny for a leader then coming into an organization and having to prove his or her worth all over again. At the same time nothing can be more challenging for the people in an organization then assimilating somebody who was chosen for a purpose and fitting to new leadership style of working. The tussle between the new style and the existing culture can very well be bridged if there is an appropriate executive guidance for a leader and for the teams that’s around the leader.
We focus our efforts on key executives critical to the success of the business and work closely with them, building a high level of trust and becoming a partner in reaching that success.
Building People Strategy for Board & Investors
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- Identification Of Existing Pride Elements
- Designing The Workplace Of The Future
EEVP
Creation -
- Strategy Audit And Crafting Of VMV
- Crafting HR Priorities Roadmap To Meet Business Goal
HR Strategy Roadmap
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- Organizational Productivity And Performance Improvement
- Functional & Transformational Project Productivity Management
Productivity
Management -
- VMV creation and cascading
- Action Research and Planned Change
Culture
Consulting -
- Functional Structuring To Meet Objectives
- Layers And Spans Audit To Establish Effectiveness And Efficiency
Organization Effectiveness
Crafting a people strategy is a critical activity that involves bringing together business needs and current realities without compromising on the long term business objectives. There has to be a right time and place to do things. However, what complicates this is that the same strategy cannot be applied to a capacity organization as applied in a capability organization (even the strategy that gets applied to a capacity function cannot be applied to a capability function). Simply put, the better a business manages its human capital, the better its profitability and shareholder return will be.
Through our 5D process, we co-create a roadmap for creating a unique competitive advantage by outlining how organisation will leverage the organisation’s human capital to address business challenges and achieve business objectives.
Talent Risk Assessment
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- Busines Growth vs. Talent Pipeline Mapping
- Talent Gap Assessment
Understanding Business Drivers
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- Establishing The Right Talent Attraction Strategy
- Establishing The Hire To Onboard Process For Niche Talent
Market Benchmarking
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- Busines Growth vs. Talent Pipeline Mapping For @ Leadership Level
- Capability Assessment Of Role Holders To Manage The Change
Leadership Gap Assessment
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- Busines Growth vs. Talent Pipeline Mapping @ Functional Level
- Capability Assessment of Role Holders To Manage Growth & Other Anchors
Functional Gap Assessment
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- Identifying And Creating Funnel For Critical Roles
- Ring-fencing And Developing Talent
Critical Roles Assessment
Crafting a people strategy is a critical activity that involves bringing together business needs and current realities without compromising on the long term business objectives. There has to be a right time and place to do things. However, what complicates this is that the same strategy cannot be applied to a capacity organization as applied in a capability organization (even the strategy that gets applied to a capacity function cannot be applied to a capability function). Simply put, the better a business manages its human capital, the better its profitability and shareholder return will be.
Through our 5D process, we co-create a roadmap for creating a unique competitive advantage by outlining how organisation will leverage the organisation’s human capital to address business challenges and achieve business objectives.
Employer Branding
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- Identification Of Existing Pride Elements
- Designing The Workplace Of The Future
EEVP
Definition -
- Identifying The Employee Connect And The Messaging Of The Future
- Crafting compelling message
Employer Brand Strategy
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- Identifying Pride Quotient And Pride Barriers
- Crafting Communication And Change Programs
Internal
Branding -
- Identifying Engagement Triggers Based On Scores
- Creating Internal Mechanism For Improvement
Engagement Strategy
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- Anchoring Strategy Deep-dives To Identify Business Feedback On Employer Brand
- Quantifying Critical Success Factors And Bridging The Gaps
Measure Brand Success
The cornerstone of business valuation is really the power of it’s brand. It’s knowledge that mandates the employer brand itself to have an independent and convincingly significant value proposition. Perception of the market, perception of the competitors, perception of the employees (future/current) and other stakeholders dictate what really the brand stands for. Years of effort, and one thing that slips the attention can make it into the news significantly which instantly dent the employer brand. It is the design sufficiency or failure, and the adherence or deviance of people to the brand philosophy that ensures whether an organization has an expanding brand or a bleeding brand.
We take this piece very seriously as we feel that if this is not managed with precision can result in long term impact on the organizations success. We partner with our clients in the process of defining their branding strategy and promoting a company, as the employer of choice to a desired target group.
Digital HR Transition
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- 'AS IS' Analysis
- Go To Ideation
- Gap Analysis
- Visioning
HR Critical Success Factor Mapping
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- Functional Audit
- Internal Customer Need Analysis-Design-Validation
Digital Organization Readiness
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- Visioning And Planning
- Implementation Concept Development
- Providing Change Leadership
Digital Organization Roadmap
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- Need Analysis
- Impact Mapping
- Intervention Design
- Validation & Roll-out
Change Management
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- Uptake And Feedback Mapping
- Improvement Planning
Digital Success Audit
Digital is here to stay and so is digital transformation for HR. Very often one of the two things are happening :
- Organizations are trying to play catch up with their competitors in terms of technology implementation or;
- Organizations are being randomly approached by tech partners or internal tech teams to evaluate an implement a certain technology
In either of these cases it becomes very challenging to understand if the technology is going to bring any real shift in the internal customer experience of both management teams and employees. Projects being planned or projects have been implemented, again pose a difficulty for HR teams to evaluate or justify the efficacy of these projects.
We have considerable expertise starting from blue Sky thinking to old way to auditing the existing technology environment of HR to help advice leadership teams on the best way forward.
Augmenting Internal HR Capabilities
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- Organization Change Leadership
- EEVP + Internal And External Branding
- Performance Management Change
- Other On-demand Change
Transition
Toolkit -
- Consultative Skills Program
- Influencing Skills
- On Demand Learning Programs Based On Future Leadership
HRBP
Readiness -
- On Demand Learning Programs Based On Future Leadership
CoE
Readiness -
- On Demand Learning Programs Based On Future Leadership
Shared Services Readiness
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- Senior Leadership Program
- Mid Management Program
- Young Leaders Program
Future HR Readiness
HR critical leadership development is an important activity for any forward looking progressive HR team today. From management practices to strategy to functional areas to organization support frameworks there is enough and more happening out there. In such a scenario when every single part of the organization is continuously upscaling itself, the custodian of all of these people and their productivity has to stay one step ahead. It is in this light that we have developed the future HR leadership program which serves as a cornerstone of our thinking towards the needed HR capabilities.
Additionally, we help organizations in managing and handholding their internal HR capabilities by way of bringing best HR knowledge (through sharing & coaching) so that teams are able to deliver to the desired business objectives all the time.
Design And Deploy HR Delivery Framework
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- Visioning And Planning
- Implementation Concept Development
- Providing Change Leadership
Start-up
Support -
- Special Projects As Required By The Organization In Any Of The Functional Areas
- Provides Capacity And Capability
Expert
Hand To Deck -
- 'AS IS' Analysis
- Go To Ideation
- Gap Analysis
- Visioning
HR
Audit -
- Organization Change Leadership
- EEVP + Internal and External Branding
- Performance Management Change
- Other On-demand Change
Transition Management
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- Structure Development
- Role Clarity
- Reporting And Analytics Mapping
HR
Governance
In today’s rapidly changing environment, management teams often require specialist HR support. Some of these are basically to bring in an external expert and give an independent point of view and also support development of HR initiatives. Yet others are purely to cover up for a missing capacity because of a transition or attraction or any such scenario.
We provide support for the entire range of organizational life cycles from start ups to the fairly matured organizations. Our range of services also extend from basic design ideation to implementation to audit and improvement.
Performance Enhancement & Optimization
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- Effectiveness And Gap Identification Of Current System
- Capability Audit Of Managers And Employees On Performance Management
PM
Audit -
- Creating Business Outcomes And Organizational Change
- Managing The Cultural Anchors To Create Change
PM Coaching For Leaders
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- Performance Management System and Artifacts Design
PM
Structuring -
- Capability Development – Design And Rollout
- Pilot Cycle Implementation Of The Designed Structure
PM
Roll-out -
- Anchoring Strategy Deep-dives To Identify Business And Employee Feedback On PM
- Quantifying Success Areas And Gaps
Measuring PM Effectiveness
Performance consulting is one of our niche areas of work. In today’s times, every organization is experimenting with variety of methodologies to increase productivity. Some are experimenting with continuous feedback and growth mindset; yet others are experimenting with OKRs and other planning and measurement frameworks.
What would be your need whether it is structural development or skill development of your performance management framework, we come in both consultative and hands on partner to design and deploy through our unique performance consulting approach.
