Corporate Presentation 1 1 Contents A new approach is needed in - - PowerPoint PPT Presentation

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Corporate Presentation

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Contents

1. A new approach is needed in Learning! 2.

Our focus on the new approach

3. The new-approach focus areas 4. Some of our key clients 5. Recognition for our work 6. Why us: Our 5 USPs 7.

Annexures

 Founders Profile  Successful interventions: More Case Studies

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• 1. A new approach is needed in Learning!

 Often Soft skills

trainings fail hard business realities

 60% of

classroom learning forgotten in 24 hours

Current reality New approach

 Made-to-order

programs grounded in business realities

 Tools to increase

retention, learning- application and results measurement

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• 1. A new approach is needed in Learning!

Current reality New approach

 Pressure to optimize

Training budgets but E-learning success limited

 Gen-Y: More

demanding tech-savvy learners

 Use of Alternate

Delivery Techniques (ADTs)

 Simulations that

engage, excite and put learner ‘in-the-flow’ (a la games!)

 Pure ‘Functional

Specialist’ approaches sometimes cannot fully resolve persistent issues of the VUCA world

 Need for ‘Holistic’

approaches and partners who bring ‘right’ skills to the table

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• 2. Trajectorie…Our focus on the new approach

“Deliver Measurable Value to our Customers through Effective People and Process Solutions”

Founded with the mission to…

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• 2. Creating value across organisational

spectrum

Leadership Building People & Process solutions for key business challenges 1.Coach for Leadership performance 2.Build teams at the top 1.Build Functional ‘Management’ skills 2.Enhance Managerial performance 1.Improve Functional performance 2.Retain and develop high performers 3.Optimize T&D budgets 4.Implement change Middle Mgmnt. Frontline

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• 3. Our new-approach focus areas

Immersive Simulation Learning Custom built Classroom Programs Specialized Process and People interventions

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• 3. New age offering….

Immersive Simulation Learning (ISL)

• Immerses player-learner into real world situations e.g. sales objections
• Player-learner response determines how the simulation proceeds e.g. how the

customer in the simulation responds

• Increasing gradient of challenging situations
• Scores and feedback to improve performance
• Competency Report to support post-learning coaching
• Result  Increased knowledge of skills and ability to respond in real-life

situations*

* Based on to simulation based learning concept pioneered by US army for training

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Simulation Learning - Benefits

• Develop skills for practical for

real life situations

• Learn at own pace
• ‘Play again’ option to practice and

improve skills

• Increased engagement through

challenge and graphics

• Super fast interface speeds
• Just needs a browser to start

learning

• Develop a variety of skills
• Interactions skills – e.g. sales,

collections, service, influencing

• Thinking skills – prioritization,

decision making

• 100% automated employee-wise

report on competencies and gaps

• Optimized training spends and

efforts for geographically distributed / small employee populations

• Unbeatable 4-6 weeks to customize

to industry/company scenarios

• Ultra simple software requirements –

just a browser and low bandwidth Learner Organisation

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Simulation Learning: Our current product suite

• Interaction skills
• Collections prototype
• Decision making and

prioritization

Pure ISLs

• Cross Cultural

sensitivity

• Operations Manager

Program

• Grooming skills
• Mastering English

language

Game based ISLs

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Simulation…Sample Demos

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• 3. Our new-age offering…

Customized Classroom Programs

Leadership

Programs for Leadership performance: Leadership team building, E.Q. in leadership, Hogan assessment, 360 feedback (PDI), leadership skills series Programs for Managerial performance: Operations Management, Sales Management, Managing Managers, Influencing skills, Presentation skills, E.Q., MBTI, Managing Meetings (6 Hats) Programs to increase functional performance: Sales, Service, Collections, Channel Management, First Line Manager

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Classroom sessions: Customizing model

• Diagnosis of issues holding back performance using tools

like 360 degree interviews of stakeholders, formal 360 feedback, observation, discussions with organizations’ clients  sharing of summary with client

• Develop intervention blueprint with modules, objectives,

methodology, timing  discussion and agreement with client

• Design the detailed module based on blueprint, customizing

calls and research (including activities, case studies, role- plays, simulations)

• Delivery through certified trainers, effectiveness

measurement at level 1 and 2, post-program reinforcement messages/ quizzes and/or tool-based Level 3 effectiveness

• Derive stage involves deriving the benefits using qualitative

(e.g. direct feedback from participants) or quantitative statistical tools

Diagnose Develop Structure Design Deliver Derive Results 5D Model Model Details

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Custom-built classroom programs: Landmark Programs

• Cross cultural

sensitivity

Easa Saleh Al Gurg (UAE)

• Influencing skills

Lyondell Basell

• Customer Centric

Communication

• Operations

Manager Program

First Gulf Bank (UAE)

• Train the Trainer

Tata Consultancy Services

• Managing Sales

Performance

TVS

• Re-orienting for

services

ZICOM

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• 3. Our new-age offering…

Specialized People & Process interventions

Training Effectiveness Measurement

systems and tools

OD interventions Career path design Leadership coaching Leadership passage (Turn skills)

coaching

Induction Design

Diagnose Develop Structure Design Deliver Derive Results 5D Model Interventions

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Level 1 - Reaction  or  What they thought and felt about the training Level 2 – Learning Value Increase in knowledge/ skill or capability as a result of the program Level 3 – Behavior change Change of behavior/ application at work

Most companies measure this: Tool: Feedback forms covering Overall Satisfaction, Module–wise Relevance, program design, Logistics, Trainer Satisfaction Measured by few companies Tools: Pre-post test, calibrated role-plays/simulation, case based assessments Measured by v. few companies Tools: Post program Surveys/ assignments/ feedback from supervisor / On-job-

• bservation/ test/ simulation

Level 4 – Business Results Impact on Business metrics

• 3. Our new-age offering…

Effectiveness Measurement: Our approach

We have experience in designing and implementing tools for effectiveness measurement for all 4 levels of effectiveness

Measured by v. select companies Tools: pre-post metric analysis using statistical tools like samples, T-Test, Chi-Square Test regression

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• 3. Our new-age offering…

Effectiveness Measurement: Services we offer

Complete design and deployment – Program, assessment tools and process, certification, measurement of business results Design and independent deployment of assessment tools and process and statistical validation

Want to make a business impact with Training and L&D?

We can help with…

Want to assess effectiveness of existing programs?

Complete design and deployment – Program, assessment tools and process, certification, statistical validation of business impact

Want to create ‘service guaranteed’ programs?

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• 3. Our new-age offering…

Specialized People & Process interventions

Interventions Our differentiation

Career Path design

Integrated Lateral and vertical movement

Leadership coaching

For turn skills Including Cognitive coaching

Induction design

1-point interface Mirrors classroom training principles

OD interventions

Diverse Measurable results

Coaching

Custom Approach Niche requirements

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Development program for : Leadership team Objective: Develop ability of the leadership team to take

• n calculated risks and

work together seamlessly Diagnostics: MBTI, E.Q., observations, interviews Duration: 5 years Result: Team able to take

• n more risk, moved from

captive to white labelling, quarter-on-quarter stretch targets met Key interventions

• Programs run (once a

quarter) covering Team Bonding, understanding self, learning application,

• Leadership Competency

identification

• Turn-skills coaching for

managers

Sector: Financial Services

People and Process initiatives: Landmark OD interventions

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Creation of consistent ‘Managerial Brand’ w.r.t. client experience Diagnostics: Interviews with Organization’s clients, observations Duration: 1.5 years Result: Creation of consistent managerial talent pool at middle management Key interventions:

• Competency

framework and map

• Design and rollout of 2

year long programs – for internal promotees and for laterals

• Post program level 3

results

Sector: IT, ITes, BPO

People and Process initiatives: Landmark OD interventions

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People and Process initiatives: Landmark OD interventions

Leadership Team: Strategy and Alignment Objective: Rebuild leadership team confidence to scale up to new plan Diagnostics: Interviews and MBTI for leadership team members Duration: 6 months Result: Creation of a strategic plan and team alignment to vision and

• plan. Identified Team-

factors improved by 30%. Key interventions:

• 1 day Outbound program to

align leadership team to need to ‘think forward’

• 2 follow-up interventions to

challenge and detail vision and next steps Creation of a

customer centric culture

Objective: Improve internal customer-focus to ensure timely filings for new products Diagnostics: Diagnostics and program design using LSIP (Large Scale Interactive Process) Duration: 6 months Result: Creation of a strategic plan and team alignment to vision and plan. Identified Team-factors improved by 30%. Key interventions

• 1 day large scale program (all

250 employees covered) to align team to the need for customer centricity

• Team-360s, communication,
• rganizational restructuring

around projects

Sector: Pharma Sector: Pharma

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• 4. Some of our key clients

First Gulf Bank

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Some of our key clients

CSR Initiatives

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• 5. Recognition

And thirsting for more…

 Special Commendation in Golden Peacock

Training award For Research based Program Design and statistical validation of results

 Published in CII Training case Studies  Awarded “HR problem Solvers”

(International HR Executive Journal) for the creative solution to Microfinance Training in India

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• 6. Why Us: Our 5 USPs
• Diverse Line & HR experience of Founder &

Associates identified basis projects

Rich Cross Functional Experience

• Innovative approach to problems/ opportunities

Innovative Pioneers

• Systemic research based approach to Customer

problems Including Syndicated research

Research & Data based approach

• Solutions based on customer requirement &

include implementation

Consultant-Partner approach

• Not just “training program” – end to end approach

Holistic Solutions

No off the shelf “Me-Too” solutions

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• 7. Annexures

Founder profiles More Business Engagement Case Studies

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Shabeen A Narang Shabeen has 24 years of experience in Business and HR & T&D functions. She has worked with leading Banking and Financial services, Telecommunications and BPO (Business Process Outsourcing) Firms including Citibank, Citigroup and Reliance Communications. She’s personally led Service, Operations, HR and T&D functions where she led both small and large teams. Shabeen’s core strength is the ability to conceptualize, strategize and at the same time deep-dive into granularity to ensure that the strategy is practical and will deliver the required results. Her approach to all opportunities and challenges is to look at them with a de novo perspective (as no two contexts are identical). Shabeen is passionate about “measurable results” and she applies this in all fields that she works on – including measurement of people initiatives by linking them to business metrices, buttoning down of the exact impact for service and operations. Her own personal experience as a leader of small / large and remote / under one roof teams, enables her to take a systemic approach to business environment, work and leadership challenges across diverse functions. She is a graduate from St. Stephen’s College and has done her MBA from FMS, University of Delhi.

Founder Profile

Contact details: Email: shabeen.a.narang@trajectorie.com Mobile: +91-9987500330 Key certifications:

Diagnostic Instruments: MBTI, FIRO-B, Hogan, PDI (360 feedback), Enneagram Coaching: Dr. Skiffington and David Rock (RCA Results Coaching System) Programs: Edwards De Bono programs - 6 Hats, Power of Perception, Lateral Thinking Process improvement: Cross Functional Process Improvements (CFPI) Gamification: Wharton Business School, Univ. of Pennsylvania

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Arvind Kumar Narang Regarded as one of the most progressive Business leaders in corporate India, Arvind is the Co-Founder of the Trajectories Business Solutions Private Ltd. As a co-founder, Arvind is driven by the same passion; “Delivering Measureable results” to Customers through Effective people and process solutions. Arvind started his professional career as a Management Trainee in 1989 with Reliance Industries. Over the last 25 years, he has led various assignments in Projects, Operations, M&A and Business Strategy. He has worked with premier business Corporations in India and internationally and held key positions including Jt President-Reliance Communications, CEO–Reliance Digital TV Ltd, CEO–ACL, Essel (ZEE) Group company, Business Manager, South Asia-ICO Global Communications (UK) and General Manager-Reliance Industries Ltd. Through his various leadership roles over the last 25 years, he has built a strong track record across sectors – Telecom, Media-Entertainment, Retail and Financial Management. It is this experience as a business strategist and leader – assessing risks and benefits and integrating strategy with meticulous execution – that builds on Trajectorie’s strength to partner with customers to deliver business results through people and process solutions. Arvind completed his Masters in Management from Jamnalal Bajaj Institute of Management Studies, University of Mumbai and also attended various management programs from top Business Schools including IIM Ahmedabad and INSEAD.

Co-Founder Profile

Contact details: Email: arvindn@trajectorie.com Mobile: +91-9324216644

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More Case Studies

Training Effectiveness Measurement Cycle time reduction Attrition Management Building a Managerial Brand Strategy To win Sales Effectiveness Customer Service Collections Microfinance Culture change

For Easy Navigation you could use the hyperlinks to go to our case studies

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Results we delivered: Rs. 1-5 Crs. saving p.a. through Performance Guarantee

Performance Enhancement- Sales Case 1

Feedback

• Sales Training focused only on coverage/volume

Problem

• Comprehensive Result based training

Intervention

Scientific Competency Mapping for sales agent Gap measurement & prioritization of required competencies Training and certification Design (geographically distributed business) Training deployment with Statistical controls Correlation of Training Certification with Performance indicators

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Feedback

Performance Enhancement- Service Case 2

Diagnose & understand the issues Plan and develop systematic interventions & conduct large scale facilitation sessions Design & implement improvement measures Measurement & learnings

Results we delivered: CSAT levels increased from 74% to 92% in 3 months

• Service levels dropped from 92% to 74%

Problem

• Real Time Strategic Change

Intervention

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Feedback

Performance Enhancement- Collections Case 3

Scientific Competency Mapping for Collections agent Identification of critical competencies Blended learning Designed* - comics, Muppets/puppets and on-job-training Deployment and controls Correlation of Training Certification with Performance indicators

Results we delivered : 1-5 Cr saving p.a. (through training costs optimisation)

* Substitutable by ISL

• Large Collections workforce across country

Problem

• Simplified Training with rigorous assessment

Intervention

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Identification of root issues with training and Pareto of costs Creation of Content (Comics, street plays, puppets), certifications and OJT (key principle – Distance Scalable) Rollout to vintage branches for new hires Correlation of Training, Certification with Performance indicators

Performance Enhancement- Microfinance Case 4

Feedback

Results we delivered : 1-5 Cr saving p.a. (Training costs optimisation)

• Wide dispersed Branches in Microfinance

Problem

• Concept of Enter-training and “training under Banyan tree”

Intervention

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Process Improvement-Training Effectiveness Case 5

Results we delivered: 30-70% improvement in Learning Value

• Training programs focused only on coverage/volumes

Problem

• Specific effectiveness measurement tools for different types of

programs

Intervention

Evaluate Design and delivery Define objectives Analyse needs Integration of Measurement tools into content development process

Learning transfer evaluation tools and benchmarks identification

• Pre-post test e.g. Tests/skills

calibration

• Work application measurement e.g.

supervisory evaluation

• Key business measures to be

impacted e.g. No. of loans sold

Measure actual learning/performance vs. Benchmark

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Process Improvement - Cycle Time Case 6

Feedback

Statistical analysis and root cause analysis Process redesign Action Planning & implementation (soft and hard factors) Tracking of impact of each Action plan

Results we delivered: Cycle time stabilized at 21 days saving Rs. 4 Cr

• Wide variance of 21-60 days for credit card issuance

Problem

• Process Mapping & systemic approach to change

Intervention

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Feedback

Organizational Effectiveness - Employee attrition Case 7

Statistical analysis of Attrition reasons for attrition Planning for Systemic Change Action Planning and implementation Tracking impact

• f each initiative
• n attrition versus

set benchmark

Results we delivered: Attrition by 70% (saving Rs. 12 Crs. p.a.)

• 150% attrition in the frontline in a Voice process in a BPO

Problem

• Systemic Approach to problem

Intervention

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Organizational effectiveness – Culture change Case 8

Results we delivered: Collaboration index increased from 2.5  4.2*

Feedback

• 1. Pre-intervention

survey

• 2. Statistical analysis of

‘causes’ of silos Large scale workshop covering entire system (250 employees) to align and draw up systemic action plans 5 key process changes Team feedback mechanism Ongoing communication designed Rollout and Project management of each initiative

* On a 5 point scale

• Silod teams leading to bureaucracy and inefficiencies

Problem

• Large scale intervention across function

Intervention

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Feedback

People Development – Building a Managerial Brand Case 9

Identification of

• rganizational

competencies Design and validation of assessment center Assessment Center Deployment (integrated with promotions) Development planning and rollout Results we delivered: Nil attrition of key talent at the top

• Identifying right talent for leadership positions

Problem

• Competency framework and Assessment Center design and

deployment

Intervention

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Leadership Development – Strategy to win Case 10

Diagnosis of issues with current strategy 3 day Strategy workshop to identify the “strategy” and “build a Leadership team” Action planning and team alignment Results we delivered: Clear Mission and strategy

• New Mission and strategy with motley Leadership

Problem

• Mission and Strategy Formulation

Intervention

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