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:
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:
Culture & Context Scoping
Pool Creation
Hiring
Referencing
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.
On Boarding
Assimilation
Activation
Integration
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.
EEVP
Creation
HR Strategy Roadmap
Productivity
Management
Culture
Consulting
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.
Understanding Business Drivers
Market Benchmarking
Leadership Gap Assessment
Functional Gap Assessment
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.
EEVP
Definition
Employer Brand Strategy
Internal
Branding
Engagement Strategy
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.
HR Critical Success Factor Mapping
Digital Organization Readiness
Digital Organization Roadmap
Change Management
Digital Success Audit
Digital is here to stay and so is digital transformation for HR. Very often one of the two things are happening :
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.
Transition
Toolkit
HRBP
Readiness
CoE
Readiness
Shared Services Readiness
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.
Start-up
Support
Expert
Hand To Deck
HR
Audit
Transition Management
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.
PM
Audit
PM Coaching For Leaders
PM
Structuring
PM
Roll-out
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.