HR Consulting
The focus of TAC House has always been people development, hence our senior consultants examine the internal processes of an organization and ways in which a client can reach operational goals by cutting costs, restructuring departments or allocating resources differently, identifying development needs or even managing your HR.

Our current offering is focused on HR consulting domain.

Psychometric Assessments

An iceberg is like the personality of an individual, one can only see 1/10th and the remaining 9/10th is hidden. Gaining an understanding of this 9/10th helps individuals in recognizing own strengths and blind spots. This is turn facilitates individuals and organizations to capitalize on strengths, working around the weak areas and empowers to reach personal, professional and organizational effectiveness.

A psychometric test measures a person's knowledge, abilities, attitudes, and personality traits using different tools like questionnaires, projective methods and interviews. It is one of the most powerful techniques of assessing an individual’s intangible qualities that are more critical than job skills.

Most organizations make use of psychometric assessments for recruitment of new employees, measure staff motivation, team building, individual development, enhancing interpersonal relations, understanding group dynamics, leadership training, executive coaching, personal development, succession planning, performance improvement, marital counselling, conflict resolution, teamwork, career consultation, organisational climate survey , research purposes etc.

 
Some key benefits of psychometric assessments would include:
  • Very significant savings due to more efficient and effective candidate selection and retention.
  • Assess how a person is likely to behave at work and how this may impact performance.
  • Removes reliance on subjective interpretation of CV’s and interview responses and provides insight into how someone might fit into an existing team.
  • Helps in improving managerial decisions related to performance appraisals, retentions, promotions and assist in development of training and mentoring programs.
  • It provides accurate information related to all the perspectives of the person and facilitate development of employees by creating self awareness.
  • It helps assess a person’s competencies and evaluate his potential to perform, progress, and excel in an objective manner.

TAC House brings to you in its basket a comprehensive battery of psychometric assessments including projective techniques that provide you a holistic view of individuals and teams to empower and enable you and your employees. 

With a strong certified team of certified experts, TAC House specialises in Counselling individuals on the basis of the psychometric assessments.

 

Coaching

Executive coaching is an experiential and individualized leader development process that builds a leader’s capability to achieve short- and long-term organizational goals. It is conducted through one - on-one and/or group interactions, driven by data from multiple perspectives, and based on mutual trust and respect. The organization, an executive, and the executive coach work in partnership to achieve maximum impact. Executive coaching is most successful as a three-way partnership among coach, executive, and the executive’s organization. Each partner has an obligation and responsibility to contribute to the success of the coaching process. Although the primary work is between executive and coach, coaching is always an organizational intervention and, as such, is conducted within the context of the organization’s goals and objectives.

Executive coaching is a confidential, individually-tailored engagement designed to meet the needs both of the executive being coached and the organization. A coach meets with an executive individually, and together they create personalized goals and explore specific ways to achieve them.

The Coach starts working by creating shared vision with the executive for the desired outcome. Challenges, organisational processes that are influencing the coachee, addressing ontological and epistemological assumptions, 360 degree appraisals, data collection, interviews with different stakeholders etc all form a part of the coaching process.

 
Our Coaches empower and enable individuals by taking them through various stages:
  • Identifying the need
  • Generating an awareness
  • Reframing the situation
  • Realization of inner potential
  • Making choices
  • Taking action
  • Getting a feedback
 

Employee Satisfaction Survey

Human resource is the most priceless asset of any organization. It is the employees who can make or break an organization. Thus, assessing the employee satisfaction levels is critical for organizations in the interest of building a relationship of honesty, integrity, and trust, among employees towards the organization.

Employee insights into the workplace can help companies identify and deal with issues of satisfaction, thereby ensuring harmony, high productivity and reduced turn over.

 
Take a moment and answer these questions:
Q. Do you have employees?
Q. Do you know if your employees are satisfied?
Q. Do you know what are the key factors contributing to their satisfaction?
Q. Do you know the key factors contributing to their dissatisfaction?

If your answer to Q.1 is “Yes” and to any of the other questions is “No” – it is time you did something about it. Employee satisfaction is one of the catalysts to help organizations evolve into self-organizing systems. It is our endeavor to be an effective part of this process.

Employee satisfaction surveys from TAC House include diverse techniques ranging from questionnaires to interviews covering various parameters and may be further customized to meet your organization's specific needs.

 
Some of the areas we look into include the following, but is not limited to:
  • Work culture
  • Career development
  • Training & development
  • Compensation and benefits
  • Autonomy
  • Leadership
  • Management style
  • Reward and recognition
  • On the job training
  • Supervision
  • Communication
  • Job role clarity
  • Engagement
  • Work life balance
  • Work relationships
  • Performance appraisals
 

Designing of Job Roles

A well-written position/role description is one which clearly, concisely and accurately documents the duties and responsibilities of a job. It refers to the requirements an organization looks for a particular job position. It states the key skill requirements, the level of experience needed, level of education required, etc. It also describes the roles and responsibilities attached with the job position. The roles and responsibilities are key determinant factor in estimating the level of experience, education, skill, etc required for the job. It also helps in benchmarking the performance standards.

 
Take a moment and answer these questions:
Q. Do you face a problem trying to hire the right fit for the right job?
     Do your recruitment consultants find it difficult to identify the right match for the role you have in mind?
Q. Are your employees ever confused over the job ownership? If your answers to any of the above questions is      “Yes”, it is time to take support to design job roles.
Q. Do all your job role descriptions help you to identify the profile of the person you need for the role?
Q. Do you evaluate each job role to analyze their importance in the organization?

If your answers to any of the above questions are “No”, it is important to start evaluating job roles. Where job roles are clearly defined, expectations of a particular employee are known from the outset, and it becomes much simpler to set staff goals and objectives. There is no room for any confusion over responsibilities, and relationships with colleagues are likely to be easier as a result.

TAC House helps organizations in end to end processes of defining, designing and evaluating job roles.

 

Training Need Analysis

Training & Development….probably the only strategy to sustain and grow, for all those organizations who consider people as their core competence. The overall effectiveness of an organization depends on the performance of its people. For people to meet or exceed the performance standards, they must possess the knowledge, skills and abilities that are essential for performing that job.

It has been often observed that there exists a gap between organizations expectations from its people in terms of knowledge, skills and attitudes (KSA) and the existing level of KSA’s among employees. Training & development takes care of these gaps.

 
It does not matter how high you climb the ladder if it is not the right one.

Without identifying training needs it is not possible to develop a robust training and development plan. Therefore, there is a pressing need to identify the finer details, the macro and micro aspects of this gap in the KSA. These gaps can be easily addressed once identified. Training Needs Analysis (TNA) helps to determine who within the organization needs to be trained, when and in which area. It also forms a basis to formulate a strategy / plan for training and development.

There are three levels of needs assessment: organizational analysis, departmental/ operational analysis and individual analysis. Organizational analysis looks at the effectiveness of the organization and determines where training is needed and under what conditions it will be conducted. The departmental/ operational analysis looks at the functional and team level, while the individual analysis assesses the individual needs. All the three levels go hand in hand to create the synergy for organizations to move on the trajectory of growth and development.

 
Take a moment and answer these questions:
Q. Are you aware of the strengths of your employees?
Q. Do you know the exact weaknesses of your employees?
Q. Are you aware of what your employees are looking for to enhance their efficiency?
Q. Can you pin point what technical or behavioral attribute will take your employees to the next level of      performance?

If your answer to any of the above questions is “No”, “Maybe”, “I am not sure” or anything other than a definite “Yes” – its time you initiated the process. The robust systems and specialists of TAC House helps organizations in their Training need Identification process.

 

Design & Implement Assessment Centers & Plan post Assessment centre development

Globalization has made the market increasingly competitive and demanding. In order to surge ahead in this climate, organizations need to align their strategic purpose in line with the market dynamics. The strategic purpose thus shapes the commitment and mission of the organization, the structure of the organization and the values it follows. The organization aligns its performance goals in line with its strategic purpose. To achieve these performance goals it has become imperative for organizations to acquire and nurture quality human resource.

The challenge faced by most organizations is that availability of quality human resource is not keeping pace with the growing demand. Thus mapping the employee’s competence and building the competencies are becoming more and more critical. Organizations are spending considerable time as well as expertise to arrive at Competency maps of knowledge, skills, attitudes, motives, and values-required to turn out superior performance. This becomes the foundation for decisions on hiring, training, appraisal, promotion, and other human resources issues.

A dilemma faced by organizations is one of choosing the right kind of measurement tools for competency mapping. While there are different approaches to measuring competencies, one of the most robust processes include a combination of Assessment Centre and Psychological Testing. The Assessment Centre (AC) method involves the assessment of a number of individuals on various competencies by a team of trained assessors using a variety of techniques including business games, in-basket exercises, group discussions, presentations and interviews. Development Centre (DC), a variation of AC and provides an experiential environment where the participants on their own determine their development needs as well as their development plan. Assessment Centers and/or Development Centers are instrumental in providing an inclusive, consistent evaluation of behaviour based on multiple assessment techniques. They can contribute valuable information to a large number of functions that are carried out by any Human Resource Department in an organization. The TAC House team of specialists understand your concerns, customizes and implement solutions as per your business needs.

The stage post Assessment / Development center is very critical as the development of the individual and organization largely depends on the implementation of the development plan to address the gaps and developmental needs that have been identified.

TAC House, partners with you in creating your post assessment/ development centre strategies and skillfully executing them. TAC House also

Designing Mentoring System

Mentoring can be traced back to Greek mythology and Homer’s tale of Odysseus. When Odysseus left home to fight in the Trojan War, he entrusted his friend and advisor, Mentor, to protect, advise, guide, and train his son, Telemachus.

Mentoring provides “on the job” training that builds on mentee’s prior experiences and knowledge, and involves a “give and take” between mentors and mentee. Mentors provide support, guidance, friendship, role modeling, assistance, and an attentive ear.

Organizations invest in employee development in many different ways and the mentoring process is one of the very successful processes. This helps in providing Just in time guidance relevant to their job roles. The experience and expertise of the mentors enable the mentee to evolve faster and grow into competent professionals.

The mentoring process can be structured or unstructured. Organizations benefit much from structured mentoring processes as they get built in to the system and function smoothly independent of personalities.

TAC House helps you design your mentoring process and provide support for mentors to be effective in their roles as mentors. TAC House helps you implement the mentoring process by enabling the individuals in mentoring roles. It is a facilitated process and the philosophy behind TAC Houses’ mentoring process is based upon the principle of functioning together to create a strong, highly effective, robust and sustainable mentoring program.

Design Employee Book & HR Manual

An employee handbook is a compilation of the policies, procedures, working conditions, and behavioral expectations that guide employee actions in a particular workplace. Employee handbooks generally also include information about the company, employee compensation and benefits, and additional terms and conditions of employment.

TAC House understands your needs by conducting an in depth analysis, collecting data, conducting interviews with all stake holders to create your manual as per your people and business needs.

Build Operate & Transfer

The dynamics of today’s political, economical and technological environment have driven practically all the organizations to focus their energy and resources on their core business and outsource the additional functions to partner organization with complementary strengths. As we all know, the need of the hour is to adapt to gain and retain cutting edge over ever-growing competitive environment.

TAC House offers the Build - Operate and Transfer (BOT) model in the HR division for young emerging businesses. The BOT model helps companies to jump-start their operations in crunched-cycle time.

Build
TAC House identifies and hires resources as per the need of the organization. We train the manpower; establish operating guidelines and Standard Operating Procedures.

Operate
TAC House manages the HR functioning, planning, maintenance, development, enhancements and ongoing project support.

Transfer
TAC House transfers all assets and relinquishes all direct control of operations to the client.