Brochure Change Et Al
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- The document discusses talent management and aligning an organization's people strategy with its business growth strategy. It emphasizes that an organization's biggest competitive advantage is its employees and linking their growth and competencies to the organization's growth. - It then discusses customized employee engagement solutions tailored to a company's industry, business, culture and employees. The challenges of keeping a diverse, multi-generational workforce engaged are also addressed. - Finally, it discusses how the company can support organizations through innovative talent solutions, technologies, and by implementing contemporary employee engagement strategies.
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Brochure Change Et Al
- 2. Talent Management An organization’s biggest competitive advantage is its employees. The last few years have seen tremendous shifts in supply and demand for talent in almost all indus- tries.Therefore,aligning your people strategy with growth strategy could never have been more important. It is not only about hiring the right talent but also linking their growth and competencies with the organization’s growth. Talktousaboutaligningyourpeoplestrategywithbusiness strategy. We can support you through innovative talent solutions,infrastructure and ready to deploy technologies. Talk to us about customized solutions on employee engagement suited to your industry, your business, your culture and your peo- ple. We will not just make recommendations, we will make it happen for you. Our agility and our team’s proven track record in implementing contemporary solutions. We all know that an engaged employee delivers much better results. But, the challenge is in keeping the employee engaged. Multiple generations working together, individual preferences, work life balance and, diversity can add many complex dimen- sions when it comes to planning and implementing employee engagement solutions. Employee Engagement People1 OUR EXPERTISE We are a team of Business Transformation Experts, with global and diverse industry experience, who decided to take our passion for change a step further, forming “Change Et Al.”. We believe that for any change to be successful, People, Process & Culture need to work in tandem and this is what sets us apart. We engage in a range from focused improvement to enterprise-wide transformation across the depth and breadth involving multiple dimensions. WHO WE ARE + Organization Design + Talent Management + HR Technology + Competency Building + Employee Engagement + Learning and Development + Coaching + Workforce Planning + Counseling + Onboarding Solutions + Commercial Process + Supply Chain + Order to Cash + Lean Startup + Operations Excellence + Multi-Location Project-Execution + Process Mapping + Lean Six-Sigma Deployment + Agility and Speed in Large Enterprise + Medium To Large Enterprise Transition + Get ready for your Millennial Workforce + Matrix Organization + Diversity + Culture in Acquisition Integration + Culture Transformation + Organizational Vision, Mission and Values + Servant Leadership We partner with organizations globally to provide contemporary solutions; keeping cost and quality in the forefront. We offer customized also partner with you through the transformation process, making things happen. People Process Culture OUR OFFERING www.changetal.com
- 3. Order to Cash Working in a Matrix Organization It is not only about on-time delivery, order to cash or cycle time reduction, but also about People, Process and Culture. Most organizations continue to suffer with quality of bid, changing eventually delay in converting Order to Cash. Talk to us about combining the power of People, Process and Culture to improve your bottom line. feedback during the development phase and thus reducing the time to market products. Large organizations use it for agility and speed thereby creating an entrepreneurial culture. How are you planning to use this? Regional, Functional and P&L reporting lines can be complicated enough.Throw in sub P&Ls and people do not know who decides their fate. Most of the global corporations have evolved from straight line to solid / dotted line reporting and now to multi-dimen- sion matrix organization structures. While the structure has transition. potential of this dynamic structure. First proposed in 2011 by Eric Ries, a Silicon Valley entre- preneur and author, Lean Startup is a philosophy and culture that supports the idea of creating an entrepreneurial and innovation-based organization. Eric’s lean startup philosophy seeks to eliminate wasteful practices and increase value-produc- ing practices during the product development phase. Talk to the employees of a newly acquired company. Whether it is the merger of two large enterprises, acquisition of a small com- pany by a large corporation or just two like minded companies with synergy, coming together. Lack of integration of culture is amongst the top reasons for failures in M&A deals. Most of the companies have lost the value of their acquisition due to cultural clashes. We bring unique experience on helping organizations align their culture thus making the merger a success. Talk to us about building a winning culture for your organization. Lean Startup Culture Integration during Mergers & Acquisitions (M&A) Process Culture 2 3 www.changetal.com HOW DO WE ENGAGE? 70% change initiatives fail to accomplish intended goals. What are we doing differently to make it successful for you? We take our recommendations a step further and execute it for you. Our differentiator lies in using the power of People, Process and Culture to drive change,using communication and technology as enablers to reach out to every employee in your organization and engage the entire organization in the transformation journey. Engagements are strategic in nature and require specialized skills Engagements are highly strategic and impact the cultural DNA Engagement boundaries are well delineated Span across an entire unit or a function or organization Orchestrated redesign of the genetic architecture of the corporation Engagements impact a small unit, Improvements can be both tangible or intangible and meet program objectives Long term, less frequent, highly specialized and intensive alignment with the organization Improvements are localized but objec- tively measurable Enable the leadership to fully participate without having to wear a facilitator’s hat We will be a part of your extended team We will engage in expert mode We will be a part of the core of the recreation Strategic Program Management Interventions Rebuilding the DNA
- 4. www.changetal.com Our customers mean a lot to us. We do everything to make them successful. We acknowledge and assume responsibility for our actions, decisions and policies. This applies internally as well as externally to our customers. We are in the business of knowledge. Our value to our clients depends on continuously learning and improving our knowledge. We believe in treating everyone with respect. We acknowledge our diversity. We are ethical, transparent and fair in everything we do. excellence - this includes our verbal, written and social interactions. Customer Centricity Accountability Growth through Learning Humility No compromise on ‘Integrity’ Excellence Our Values + Our expertise is penetration of change initiative across all levels, functions and geographies . + With a high speed, agile and action-oriented team, we make things happen for you. + We harness the collective power of People, Process & Culture. + We partner with and support you through your transformation journey. Whether you are a large corporation and worry about making your transformation successful without getting buried under bureaucracy or you are a medium size enterprise looking for world-class solutions, it’s time to call us. Our engagement process and characteristics
- 5. Headquartered in Singapore Phone: +65-66225866 Fax: +65-66225999 Email: reach@changetal.com India Malaysia Singapore UAE [ [