Stratum Consulting - Company Profile

CORPORATE DOSSIER
www.stratumconsulting.com
Integrate, Embed Human Resources
Deeply With Your Business & Clients
#BusinessHR #Succession
#SocialHR #TalentSearch
©STRATUM HR LLP 2013

CORPORATE DOSSIER
©STRATUM HR LLP 2013 01
INTRODUCTION

CORPORATE DOSSIER
Stratum Consulting is not a commodity HR
service provider. We provide custom HR
solutions with clear business benefits.
Feel free to look around. We guarantee you
will not find anyone else who understands
your business like we do.
After outsourcing our Business HR
function to Stratum Consulting, we
h a v e n o t i c e d a d r a m a t i c
improvement in the streamlining of
“
our Business & HR processes and are
experiencing an immensely increased level of
structural productivity and profitability from the
teams. Their strategic consultancy has not only
benefited the organization from an HR
perspective, but has also led to a rapid and
consistent improvement in the organization’s
development. ~ Suveer Bajaj, Founder /
FoxyMoron
“
CLIENT SUCCESSES
Speedo IFF Group
Jockey CIL Textiles
Maiyas Iken Solutions
Matix Fertilizers FoxyMoron
Alok Industries Skarma
JSK Distributors Digit 9.0
INTRODUCTION

CORPORATE DOSSIER
PRACTICES
ORGANIZATIONS & CHANGE
§  Business HR
§  Succession Planning
§  Social HR
§  Employee Handbooks & HR Manuals
§  HR Research
TALENT ACQUISITION
§  Talent Search

CORPORATE DOSSIER
03
ORGANIZATIONS & CHANGE INTRO
HOW WE RESOLVE YOUR CHALLENGES
STEP 1 STEP 2 STEP 3 STEP 4
STEP 5 STEP 6 STEP 7 STEP 8
Identify, clarify & define business
direction & objectives – Revenue,
Profit, Target Market, Product /
Service Lines, etc
Identify & develop core team of
employees that will take the
organization ahead on its
identified business objectives
Distill down the organization’s
identified business objectives to
all levels within the organization
Understand employees’ career
aspirations & give them due
importance
Sync & link organization’s goals
to employees’ career goals
U n d e r s t a n d & d e fi n e
performance benchmarks for
various functions
Re-engineer business processes
for functions that don’t meet
d e fi n e d p e r f o r m a n c e
benchmarks
Evaluate, measure & develop
employees to achieve defined
performance benchmarks

CORPORATE DOSSIER
SOLUTIONS

CORPORATE DOSSIER
Still following outdated HR practices from the
last decade?
#BusinessHR that improves topline &
bottomline by re-engineering business
processes.
BUSINESS HR
Does your Employee Handbook / HR Manual
reflect your organization culture?
Stop using staid, boring HR Manuals designed
in the last century that your employees don’t
bother reading.
EMPLOYEE HANDBOOKS & HR MANUALS
How can your Family Managed Business
compete globally?
#Succession Planning for professionalizing
your Family Managed Business to compete
globally.
SUCCESSION PLANNING
•  How do you link HR to a company’s share
price?
•  How do you make HR more strategic &
innovative?
•  How do employee motivations differ from
Tech to Manufacturing firms?
We attempt to answer these and other
questions in our #HRResearch lab.
HR RESEARCH
How do you engage with & train employees in
2013? How do you build organization culture in
2013? How do you collaborate on projects in
2013?
#SocialHR that engages with, trains employees
& collaborates on projects using Enterprise
Social Networks (ESN) & Google Hangouts.
SOCIAL HR
ORGANIZATIONS & CHANGE SOLUTION

CORPORATE DOSSIER
Looking to acquire leadership, senior & mid-
level talent for your organization?
#TalentSearch services that deliver guaranteed
results for clients.
TALENT SEARCH
TALENT ACQUISITION SOLUTION

CORPORATE DOSSIER
SOLUTIONS BY BUSINESS TYPE
FAMILY MANAGED BUSINESSES
✔ Business HR
✔ Succession Planning
✔  Social HR
✔  Employee Handbooks & HR Manuals
✖  HR Research
✔ Talent Search
PROFESSIONAL BUSINESSES
✔ Business HR
✖ Succession Planning
✔  Social HR
✔  Employee Handbooks & HR Manuals
✔  HR Research
✔  Talent Search

CORPORATE DOSSIER
BUSINESS HR + SUCCESSION
WHAT’S BUSINESS HR?
§  Identify & deﬁne business objectives + strategy
§  Align HR è Business objectives + strategy
§  Re-engineer Business Processes
§  Listen & respond to employees
§  Manage transformation & change
WHAT’S SUCCESSION PLANNING?
§  Professionalize your Family Managed Business
§  Organization’s identity ≠ Promoter’s identity
§  Promoter = Largest shareholder, = / ≠ CEO
§  Capable core team è Run organization
§  Develop 1st, 2nd & 3rd line in the organization
§  Develop 1st, 2nd & 3rd line in every department

CORPORATE DOSSIER
CEOs who want to now focus on scaling their
business and need someone who can
understand it and help their employees (&
organization) grow quickly and proﬁtably – Just
the way the CEO would help them.
BUSINESS HR OUTSOURCING
Organizations with > 20 employees or > 200k
USD services revenue or > 1m USD
manufacturing revenue
SUITABLE FOR
CEOs who want to continue handling their HR
in-house, but want someone to come in and
setup business & client oriented HR systems &
processes, setup processes to develop their
‘core team’, and create a performance-oriented
environment.
BUSINESS HR SETUP
Organizations with > 20 employees
SUITABLE FOR
CEOs who want to audit their existing HR
systems & processes to identify gaps and
understand how HR can improve employee
productivity / proﬁtability, thereby improving
the organization’s topline and bottomline.
BUSINESS HR AUDIT
Organizations with > 20 employees
SUITABLE FOR
BUSINESS HR OPTIONS

CORPORATE DOSSIER
EXPERIENCE

CORPORATE DOSSIER
SECTORAL EXPERIENCE
MANUFACTURING
§  Textile
§  Industrial
§  Automotive
§  Chemical
§  Construction
SERVICES
§  Retail
§  Luxury
§  FMCG
§  Distribution
§  Hospitality
§  F&B
§  Digital Media
§  Advertising
§  Public Relations
§  Media
§  Technology
§  Consulting
§  BFSI

CORPORATE DOSSIER
METHODOLOGY

CORPORATE DOSSIER
13
BUSINESS HR, SUCCESSION, SOCIAL HR
PROGRAMS IN SETUP PHASE PROGRAMS IN DEVELOPMENT PHASE
•  ORGANIZATION VISION & DIRECTION

•  ANONYMOUS ESAT SURVEY
•  CORE TEAM IDENTIFICATION
•  JDs, KRAs & KPIs
•  IMPLEMENTATION OF PERFORMANCE MANAGEMENT SYSTEM
•  QUARTERLY REVIEW
•  BUSINESS PROCESS RE-ENGINEERING
•  SUCCESSION PLANNING (APPLICABLE FOR FMBs)
•  IMPLEMENTATION OF ENTERPRISE SOCIAL NETWORKS
•  QUARTERLY & ANNUAL REVIEWS
•  TRAINING NEEDS IDENTIFICATION
•  LEARNING & DEVELOPMENT
•  CAREER PATH PLANNING
•  CORE TEAM DEVELOPMENT
•  INDUCTION PROGRAM FOR NEW JOINEES
•  REWARD & RECOGNITION
•  EMPLOYEE HANDBOOK – CULTURE CODE
•  EMPLOYER BRANDING
BUSINESS OBJECTIVES BUSINESS OBJECTIVES

CORPORATE DOSSIER
CORE TEAM DEVELOPMENT
14
L&D METHODOLOGY
TRAIN*
TEST
GRADE
TRACK
RE-TEST
AFTER FEW
WEEKS
RE-GRADE
RE-TRAIN*
QUARTERL
Y REVIEW
IDENTIFY
TRAINING
NEEDS
CAREER PATH
PLANNING
TRAIN* TEST GRADE TRACK
RE-TEST
AFTER FEW
WEEKS
RE-GRADE RE-TRAIN*
INDUCTION PROGRAM FOR NEW JOINEES
* We do not impart hard-skill trainings. We coordinate with your trainer to develop training content
L&D METHODOLOGY
Our experience shows that truly eﬀective L&D Programs are impossible to implement unless they are rigorously tracked. Yet, most
organizations do not do that, simply because it involves too much work. As a result, the Development goals for an individual are never
entirely met.
In most organizations,
a.  ‘Quarterly Reviews’ have no linkage to ‘Identifying Training Needs’ and ‘Train, Test & Grade’
b.  ‘Track, Re-Test, Re-Grade, Re-Train’ is entirely missing.
c.  There is no linkage of ‘Career Path Planning’ for employees to their ‘Training Needs’
©STRATUM HR LLP 2013
BUSINESS OBJECTIVES

CORPORATE DOSSIER
CASE STUDIES

CORPORATE DOSSIER
IMPLEMENTATIONS – ORGs & CHANGE
FAMILY MANAGED BUSINESSES (ALPHABETICALLY)
§  CIL Textiles
§  Claredon Textiles
§  IFF Group
§  JSK Distributors / Nippo Batteries
§  Kay Kay Embroideries
PROFESSIONAL BUSINESSES (ALPHABETICALLY)
§  Digit 9.0
§  FoxyMoron
§  Iken Solutions
§  Skarma

CORPORATE DOSSIER
CASE STUDIES– FMBs
BUSINESS OBJECTIVES – CIL TEXTILES
•  Scale revenue from INR 45 Cr in FY 12-13 to INR 72
Cr in FY 13-14 and INR 125 Cr in FY 14-15
•  Ramp up fabric production from 100,000 mtrs per
month at start of FY 13-14 to 300,000 mtrs per
month in FY 14-15
•  Increase contribution to revenue of high-margin
fabric products from 30% at start of FY 13-14 to
70% in FY 14-15
•  Expand in US, Europe, South America and Africa
markets in FY 14-15
•  Meet planned revenue target in FY 13-14 to enable
continued support from banks for working capital
requirements
BUSINESS OBJECTIVES – JSK DISTRIBUTORS / NIPPO BATTERIES
§  Scale revenue from INR 100 Cr in FY 12-13 to INR
250 Cr in FY 14-15 by adding new verticals of
Telecom distribution and FMCG distribution
§  Reduce contribution to revenues of Nippo Batteries
distribution from 90% at start of FY 13-14 to 40% by
end of FY 14-15 (over a two year period)
§  Scale up revenue from Telecom distribution from 0
at start of FY 13-14 to INR 100 Cr in FY 14-15
(Revenue already reached INR 1 Cr per month in Aug
‘13)
§  Scale up revenue from FMCG distribution from INR 1
Cr in FY 12-13 to INR 25 Cr in FY 14-15
§  Develop competence to reach rural and semi-rural
markets for FMCG distribution

CORPORATE DOSSIER
SOLUTION OPTED FOR BY CLIENT
•  Business HR Setup
ADDITIONAL SOLUTIONS IMPLEMENTED
•  Succession Planning
•  Social HR

CORPORATE DOSSIER
PROGRAMS IMPLEMENTED IN SETUP PHASE
•  ORGANIZATION VISION & DIRECTION

•  ANONYMOUS ESAT SURVEY
•  CORE TEAM IDENTIFICATION
•  JDs, KRAs & KPIs
•  IMPLEMENTATION OF PERFORMANCE MANAGEMENT SYSTEM
•  QUARTERLY REVIEW
•  BUSINESS PROCESS RE-ENGINEERING
•  SUCCESSION PLANNING (APPLICABLE FOR FMBs)
•  IMPLEMENTATION OF ENTERPRISE SOCIAL NETWORKS
BUSINESS OBJECTIVES
* See sample documents sent separately

Stratum Consulting - Company Profile

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