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Success Story

Holcim is the leading cement manufacturer in Philippines. A thorough study of the current Compensation system was done and identified differences in salary structure among unionized and non-unionized employees in various aspects like annual hike, red circle rule, PIR etc. Re-design of the current system was proposal was developed to minimize the gaps through inflationary increase in salary, performance based merit increase, introducing rewards and recognition program, relocation benefits etc.

SEW Infrastructure Limited is a leading engineering construction company with five decades of rich experience in executing excellent turnkey projects in diverse fields like Irrigation Projects - Dams & Barrages, Canals & Lift Irrigation, Power Projects - Hydro, Thermal & Combined Cycle. It is their constant endeavor to upgrade expertise and provide state-of-the-art Infrastructure to clients. Also, to transform SEW into a Great Place to Work, SEW wanted to conduct corporate cultural survey and design the approach for achieving their aim of making SEW a great place to work.MEC conducted survey on various aspects – Learning environment, empowerment of people, collaboration & teamwork, reward practices etc and proposed high impact OD interventions.

Samsung, leader of the global market in high-tech electronics manufacturing and digital media. They wanted to identify the critical competencies of their DGM's and AGM's. An assessment center was designed and conducted in detail and developmental plan was presented to improve and enhance their performance.

Patil Group of Industries is one of the leading companies in Railway Track Engineering, the Group has its activities spread in the areas of manufacturing of Concrete Sleepers, Rail Fittings for normal track, elevated & underground track for Metro Rail etc. They wanted us to conduct an assessment center for their profit center heads and identify gaps in their competencies. An action plan was proposed – for betterment of their skills and performance therefore.

Crompton Greaves Limited , recognized in India as one of the companies with the most mature HR processes wanted to upgrade their recruiting process to include an in-depth behavioral assessment and ensure the Crompton values would be validated using behavioral indicators. The intervention is presently going on and will be completed by March 2005, covering more than 60 managers across locations.

Bayer - A global pharmaceutical and diversified agri-product company. Competency assessment centers were required to identify high potential people for promotion to area sales managers having the right mix of complex competencies required. A competency center was developed which helped improve their promotion process significantly

First Indian corporation is a subsidiary of the fortune 500 company, First American Corporation. They wanted for their managerial development procedure identify managerial competency gaps in their supervisory team, a in-depth assessment center was conducted which lead to pinpointed development needs being identified which helped the company develop their training plan for this team as well as personalized development plans.

Dr Reddys specialized supply chain team needed to develop better employee teamwork and cohesiveness, there was also some interpersonal issues. The head of the team decided to carry out a 360-degree competency appraisal followed by structured training. A behavioral anchored scale was developed and a 360-degree assessment was carried out, individual learning plans were built after detailed internal feedback.

Competency maps were required for many technical positions. An internal team was trained on competency mapping and assisted consulting was provided to develop competency maps

Mastek- Recruitment process was developed and a detailed interview guide was provided to ensure consistency and build candidate perceptions during the interview process. A team of recruiters was trained to build an interview panel

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