The first footsteps in the organization if marked with apathy or regularity, lead to disengagement early on. There is no two ways about it that having a great onboarding is vital to welcoming new employees. It is about giving them all the resources that ...
"Engagement may seem like it begins with the employee but Engagement starts with Candidate Experience."“HR have ghosted me” One of the very valid feedbacks we get from candidates is low engagement from recruiters.Given that recruiters are hiring for mult ...
India stands at the cusp of a new era. We are sprinting towards becoming the next global superpower, driven by a young, vibrant workforce brimming with dreams and aspirations. With one of the highest numbers of startups in the world—ranking third globall ...
Does Engagement start with making a rangoli on Diwali and ending with Chocolates on New Year?HR is often and mostly best synonymous with Rangoli and at worst with No Calls.I remember during one of the Diwali celebrations, all of the HRs lamented that we ...
In today’s competitive job market, effective communication is paramount. Yet, a troubling trend has emerged among hiring managers: the lack of timely feedback and engagement with recruitment vendors and candidates. This not only hampers the recruitment p ...
In the world of talent acquisition, one golden rule stands out: "A" teams hire "A" players, while "B" teams hire "C" players. This principle highlights the crucial importance of building a top-tier team from the very beginning. Here's why leaders should ...
One of the key factors, when we have discussions internally or with clients, is why hiring goes wrong in certain cases.The question remains how do you qualify someone as a wrong hire?It is especially true when someone doesn’t align with the culture and w ...
In the dynamic world of business, agility is key. Enter the fractional Chief Human Resources Officer (CHRO), a strategic solution offering top-tier HR expertise on a part-time basis. This innovative approach allows companies to benefit from seasoned HR l ...
Recruitment seems like a fairly transactional process, you have a role, a place for a person in your organization, and you give that vacancy to your recruitment team, elaborating what kind of person you are looking for and what will be their roles and re ...
Gen Z are looking for companies that walk the walk on sustainability, not just talk the talk. Going green isn't just good for the planet, it's a smart business decision that attracts and keeps top talent. By implementing eco-friendly practic ...
“Talent acquisition is not merely a process; it’s a strategic investment in the future of your organization. The art of identifying, nurturing, and welcoming exceptional talent is the catalyst for innovation, growth, and sustained success.”
We understand the need for organizations to secure the right talent is the cornerstone of success and growth. Navvyasa Consulting provides our clients with strategic talent acquisition solutions tailored to empower your team and drive your business forward.
Our Robust Process helps you create the right Talent Funnel-
We provide recruitment support to a plethora of organizations and support them in acquiring the right talent efficiently, strategically, and in a manner that aligns with the organization’s objectives and values.
Nurture and retain top talent with our strategic talent management solutions, encompassing talent acquisition, performance management, succession planning, and career development initiatives to build a robust and future-ready workforce. With our focus on helping organizations not only create a talent funnel with best recruiting practices, but through our Talent Management plans, we help nurture and retain talent for organizations.
Employee engagement is of vital importance for organizations as it directly influences productivity, employee retention, and overall organizational success. Engagement helps not only for retention of the employee as per Gallup- “Engaged employees are 59% less likely to look for a job with a different organization in the next 12 months.”Moreover, engaged teams show a 17% increase in productivity, according to Gartner’s Global Talent Monitor.
We believe in approaching engagement through data-driven insights and curated plans according to our client’s needs. Our process for employee engagement plans-
Understand the unique dynamics of your organization to tailor our approach to your specific needs.
Identify key areas for improvement and create a roadmap for positive change.
Employee Engagement plans for all organizations are designed keeping their core demographics in mind and leveraging technology such as Kahoots, Engage4more, and in-house survey tools to keep a finger on the pulse of employee engagement.
A robust rewards and recognition program helps not only build employee morale but also keeps them engaged long-term. A good RnR is widespread and covers all employees at various junctures of their employee journey and rewards them for good performance, teamwork, and tenure.
One of the ways to build a good rewards program is by engaging in what are the competencies that you wish to reward your employees for and how you wish to recognize beyond monetary benefits.
Navvyasa’s experts help you in both gathering information and building a rewards program tailor-made for your people- which includes peer-to-peer recognition, manager-to-team member, overall organization level rewards, tenure rewards, etc.
Our Process – We make sure that you are getting the best of all the practices and services we provide and are curated towards your industry and organization –
Discovery Phase – We understand who you are, and what is your mission, vision, and operating values. We also understand your needs as an organization. This is carried out with online surveys, 1-o-1 interactions, roundtables, and focus groups.
Planning Phase – After we have collected all our information from your end, we move to planning phase, where we confirm Scope and Objectives, identify Key Stakeholders on both sides, and develop a Rewards and Recognition Plan along with timelines with impact and evaluation metrics to measure our results.
Implementation Phase – There are two ways post which we can help after the planning phase, one is where we move to the implementation phase post data collection and insights. Here we will create mechanisms to implement by your SPOCs/could be provided by Navvyasa Consulting.
Reporting Phase – Once the implementation phase has been completed, we move to the reporting phase, where we believe in robust documentation and reporting for smooth closure and transition. We also don’t want to leave any of our clients mid-way and help in post-engagement follow-up and knowledge sharing.
Unlock the potential of your leaders and teams through our professional coaching services, empowering them with valuable insights, skills, and strategies to enhance performance, leadership capabilities, and personal growth. Our experts help clients identify their goals and develop action plans for them.
Coaching is the art of unlocking a person’s potential to maximize their own performance. It is helping them to learn rather than teaching them and our Coaching Solutions are tailored with our client’s needs in mind, and are backed by industry experts.
Effective Payroll is essential for the smooth functioning of any organization. It helps in building the trust of the employees in the organization, helps in budgeting, and makes sure the organization stays on track for all their compliances. Having a great payroll system in place is vital for having the foundation of the organization. We understand the value of good payroll management and help organizations maintain accuracy, compliance, and efficiency. We take the complexities out of payroll, allowing you to focus on what you do best—growing your business.
Diversity, Equity, and Inclusion (DE&I) are essential components of a thriving, innovative, and forward-thinking organization. Our tailored DE&I services are designed to empower our clients to foster a workplace culture that celebrates diversity, ensures equity, and promotes inclusivity. We design DE&I programs and strategies to make sure that your people feel both heard and understood.
There is never a wrong time to create your employer brand, whether you are first year in your business or 15 years old, the time is always now. Employer branding not only helps in securing a brand identity you wish to communicate to the candidates and prospective employees but also creates a work environment, community, and career for your employees.
With the help of Navvyasa Consulting, build your employer brand that not only reflects your Vision for your organisation but also builds the pillars of the Employer Value proposition which helps in not only attracting talent but retaining the existing talent too.
We help you build your communication charter both internally and externally through thorough audits and an understanding of the mechanics of your organization.
Discovery Phase – We understand who you are, what is your mission, vision, and operating values. We also understand your needs as an organization. This is carried out with online surveys, 1-o-1 interactions, roundtables, and focus groups.
Planning Phase – After we have collected all our information from your end, we move to the planning phase, where we confirm Scope and Objectives, identify Key Stakeholders on both sidesand develop a Rewards and Recognition Plan along with timelines with impact and evaluation matrixes to measure our results.
Implementation Phase – There are two ways post which we can help after the planning phase, one is where we move to the implementation phase post data collection and insights. Here we will create mechanisms to implement by your SPOCs/could be provided by Navvyasa Consulting.
Reporting Phase – Once the implementation phase has been completed, we move to the reporting phase, where we believe in robust documentation and reporting for smooth closure and transition. We also don’t want to leave any of our clients mid-way and help in post-engagement follow-up and knowledge sharing.
HR digitalization is critical for organizations looking to improve efficiency, make data-driven decisions, enhance the employee experience, and remain competitive in a rapidly evolving business environment. It enables HR departments to become more strategic partners within their organizations and adds value to the overall business.
It also helps in increasing the overall productivity of the HR department by automating tasks that were completed by numerous workforce. At Navvaysa Consulting, our aim lies in the digitalization of menial tasks that require a lot of manpower to become digitalized from the creation of offer letters to mailers to onboarding and offboarding.
A team of experts will help you set processes in place, where HR moves from an operational partner to a strategic partner. Get in touch to learn more about our HR digitalization processes.
When the industry landscape is continuously evolving, the organizations too, need to be agile to adapt and enhance their capabilities to thrive. Our Organisational Development and Capability Building Services are designed to empower your organization to navigate change, foster innovation, and develop the skills and culture necessary for long-term success. At Navvaysa Consulting,, we offer a range of solutions to enhance your organizational effectiveness and build a high-performance workforce.
Our Organisational Development and Capability Building Services:
Change Management: We offer to create strategies that are built on planning, implementing, and managing changes within the organization.
Leadership Development: Our leadership development programs are crafted to groom high-potential individuals for leadership roles, fostering essential skills such as effective communication, strategic thinking, and team leadership.We help clients build the internal capabilities of their managers and individual contributors to grow within the organization. It could be first-time managers or veterans, our training plans are customized for all.
Team Development: Team development is not just about building a group of individuals; it’s the art of fostering collaboration, harnessing diverse strengths, and empowering each member to contribute their best, creating a collective force that surpasses individual capabilities. We strongly believe in collective effort and design plans that are according to your organizational needs.
Culture Transformation: Culture is created through a concentrated effort to strategically shift the core values, beliefs, behaviors, and norms within an organization. We help clients in reshaping the organizational culture to align with new goals, values, and desired outcomes.
Talent Development and Training: We believe in creating a comprehensive Talent Development and Training program designed specifically to meet the unique needs of our clients.
A strategic and well-executed career and succession planning program is vital for the sustained success and growth of your organization. Our specialized services are designed to empower your workforce, identify and develop future leaders, and ensure a seamless transition of talent within your company. Here’s why partnering with us can make a significant impact:
Onboarding and Exit processes are vital components of managing employees who enter and exit an organization.. These processes help ensure a smooth transition for employees as they start working with your organization (onboarding) and when they decide to exit the organization. We believe that having a robust onboarding and Exit Management helps in improving employee morale, productivity and also creates a healthy work culture.
Here is how we make sure that you get the best Onboarding and Exit Management for your organization-
Identifying the Gaps – We understand who you are, and what is your mission, vision, and operating values. We also understand your needs in terms of what your business is, and the kind of employee base you have when it comes to onboarding and make a great onboarding experience that reduces early attrition.
For Exit Management, we provide a thorough analysis of the process that an employee has to go through and also what could be the main reasons for attrition in the organization.
Creating a robust Onboarding and Exit Plan – After we have collected all our information from your end, we move to the planning phase, where we confirm Scope and Objectives, identify Key Stakeholders, and develop an Onboarding and Exit Management Plan along with timelines with impact and evaluation matrixes to measure our results.
Execution Phase – There are two ways post which we can help after the planning phase, one is where we move to the implementation phase post data collection and insights. Here we will create mechanisms to implement by your SPOCs/could be provided by Navvyasa Consulting.
Reporting Phase – Once the implementation phase has been completed, we move to the reporting phase, where we believe in robust documentation and reporting for smooth closure and transition. We also don’t want to leave any of our clients mid-way and help in post-engagement follow-up and knowledge sharing.
Policy development is essential for creating a structured, consistent, and accountable framework for decision-making and action within organizations. Well-crafted policies help achieve objectives, manage risks, ensure compliance, and promote fairness and efficiency. This also helps create guidelines for employees to function within an organization and have a sense of equitability and fairness.
With helps organizations with policies that are suitable for their employee base and industry but also are compliant with government norms and laws.
A company can either opt for pre-made policies that our experts have created or get custom-made by our team. The process of policymaking remains fairly easy and simple – understanding your needs as a company, industry, employee base, etc, and providing you with policies that fit best for their needs.
Apart from policy development, we help create policy awareness and communication plans so that awareness of these policies is high in the organization.
Discovery Phase – We understand who you are, what is your mission, vision, and operating values. We also understand your needs as an organization. This is carried out with online surveys, 1-o-1 interactions, roundtables, and focus groups.
Planning Phase – After we have collected all our information from your end, we move to the planning phase, where we confirm Scope and Objectives, identify Key Stakeholders on both sides, and develop policies that are curated for your organsiation, along with timelines with impact and evaluation matrixes to measure our results.
Implementation Phase – There are two ways post which we can help after the planning phase, one is where we move to the implementation phase post data collection and insights. Here we will create mechanisms to implement by your SPOCs/could be provided by Navvyasa Consulting.
Reporting Phase – Once the implementation phase has been completed, we move to the reporting phase, where we believe in robust documentation and reporting for smooth closure and transition. We also don’t want to leave any of our clients mid-way and help in post-engagement follow-up and knowledge sharing.
Understanding the needs and gaps of an organization is critical to its health analysis. HR assessment provides valuable insights into the effectiveness of an organization’s human resources function, helps identify areas for improvement, and ensures compliance with laws and regulations. Regularly conducting HR audits is essential for maintaining a healthy and well-functioning HR department and, by extension, the organization as a whole.
Remember that the HR assessment process should be conducted regularly to keep HR functions aligned with the organization’s evolving needs and changing legal requirements. It serves as a tool for continuous improvement in HR practices and contributes to overall organizational success.
Navvyasa Consulting provides a thorough process to organizations looking for HR assessment and valuable insights and helps develop actionable recommendations for the organization.
For HR Assessment, our four-step comprehensive process readies the organizations for their March Fillings and overall organization health for a new financial year.
Pre-Audit Preparation – Before the Assessments are launched, we start the process by conducting a discovery call, defining the objectives and Scope of the HR Assessment, and then assembling the Audit Team.
Data Collection and Review – Once the pre-audit preparations are completed, and objectives have been agreed upon, we will move on to the stage where we gather documentation, various employee clusters will be Interviewed and Surveys will conducted.
Review of Legal Compliance- We move on to review of Legal compliance consisting of PF returns, ESIC, taxes, and other acts along with mandatory training fillings.
Assessment and Analysis – Once both data collection and review of Legal Compliance have taken place, we will conduct a thorough assessment and analysis by our team of experts.
Reporting and Recommendations – We provide actionable recommendations that can be used to improve various gap areas identified during the HR audit.
Follow-Up and Monitoring – We help in rolling out these recommendations and help monitor progress and give additional guidance if needed.
Manpower Planning is often one of the most vital strategic actions taken by an organization, despite this, very few organizations can have meaningful manpower planning processes set in place.. The reason why so many organizations falter is partly due to a lack of demand forecasting and exponential growth targets set by the teams.
With Navvyasa Consulting, not only do we provide you with manpower planning post understanding of your organization but also your mission and vision and your 1, 3, and 5-year revenue and growth goals. Manpower planning helps in making sure the organization doesn’t become too bloated or too lean for it to function properly.
We will provide you with yearly forecasting and help you fulfill these demands with our bespoke recruitment solutions.
Demand Forecasting: Estimate the future workforce needs based on the organization’s growth, changes in market demand, technology advancements, and other relevant factors. This involves projecting how many employees will be required and in what roles.
Budgeting: Develop a budget for workforce planning activities, including recruitment costs, training expenses, and employee compensation. Ensure that the financial resources are allocated to support the plan.
Monitoring and Feedback: Continuously monitor the workforce planning process. Assess the effectiveness of the strategies implemented and make adjustments as needed. Feedback from managers and employees can provide valuable insights.
