All of us know that the
organizations are created and operated to deliver goods /services so as to earn
profits and create value for the world at large. Organizations define customer
value prepositions to promise potential customers a unique and enriching experience
through the products and services of such organizations. Organizational Systems/ Subsystems and the
Human Resources bring the customer value prepositions into reality and earn
profits for their organization.
Throughout this entire chain of
activities Organizations and Employees are required to be in sync with each
other so as to create desired business results. Any misalignment in
organizational factors (in terms of organizational culture, strategy,
structure, system, processes) and employee factors (competencies, motivation,
performance) creates hurdles in delivering on customer value preposition and
thereby ensuring sustained profitability.
Strategic Human Resource Management Processes and initiatives such as: Recruitment & Selection,
Performance appraisals and Management, Employee Engagement, Competency Mapping,
Leadership Development, Career Planning and Compensation Structuring ensure a
strong foundation for people management. These HR processes and initiatives
make available a competent, motivated and high performing workforce so that
organization can deliver on its promises to stakeholders.
Whereas Organizational
Development (OD) a planned organization wide change process. The Organization
Development is focused at enhancing organizational effectiveness and thereby
chances of its success by implementing strategically important initiatives for
such organization. At various life
cycles of their growth organizations face different challenges and threats emanating
from the internal and external environment. These challenges and threats create
a demand on organizations to bring out change in various organizational aspects
(strategy, structure, processes, employee competencies, organization culture to
name a few). However change management is a most difficult aspect at both
organizational and individual levels since we all know that organizational and
human systems are generally prone to resist change. Organizational Development
hence also involves using various change management concepts, tools, techniques
from the behavioral science domain to help organizations and its people to
accept, integrate and welcome change.
Organizational effectiveness
enhances in multi-folds when both these levers of organizational performance
Human Resource Management and Organizational Development are synchronized for
unified direction. Deployment of experienced HR and OD Consultants help in
designing and implementing HR and OD projects in a cost effective,
result-oriented, objective and time bound manner.
We are CerveauSys Strategic
Consulting Pvt. Ltd, a business strategy, HR and OD Consulting firm in Pune
partner with growth oriented organizations to work on long term consulting
projects in the areas of business strategy, HR and OD. We work with a business growth and solution
centric approach. We effectively diagnose organizational issues that hinder
optimum performance, define change themes, design appropriate HR and OD
initiatives and help organizations in implementing those. Our long term association with clients (about
6 months to a year) ensures that implemented initiatives sustain and produce
desired business outcome for our clients. In this sense we are “Hands-on”
consultants.
CerveauSys Strategic has been a
trusted partner of various organizations from diverse industry sectors
(Manufacturing, Engineering, Information Technology, Life Sciences, PR &
Media, Logistics, Social Development/PSU/NGOs) to provide business solutions to
their concerns and challenges in the areas of Business Strategy Formulation, Human Resource Management, Organization
Development and change management.
