Our Recent Assignments

This organization was getting de merged from its parent entity. We were responsible for ensuring a smooth de merger of the HR and IT function including employee transition statutory compliances , new organization structure, identifications of values, driving new culture and segregation of IT applications , infrastructure,assets

We were responsible for doing the study covering functions like supply chain , HR and IT, identification of potential beneficial areas and implementation of the same covering the following :

• Setting up of a common IT shared service centre and making it operational.
• Holding workshops for objective goal setting across functions for both the organizations. Implementation of the revised Performance Management System. Developing a common Competency framework
• Implementation of new contracting process for outbound logistics catering to both the companies
• In the process of setting up of a common procurement platform leveraging aggregation both for material and vendor

To sanitize the material master , in corporate inter changeability and redefine the inventory model with an objective of reducing inventory levels

Conducted Value workshop aligning top leadership to the organization vision/values. Then conducted Change Management programcovering every organization members by using the Large Scale Interactive Process (LSIP) methodology for vision & value cascading and co-creating the future

Developing the IT road map based on leveraging the current investments and the digital road map for the future

Conducted a study on the current organization structure and suggested the new structure with optimal manning

Worked with a renowned consulting firm to develop the strategy and operations plan for merger of three legal entities under the state government into a single umbrella organization and also the transition plan. Recommended revised organization structure with optimal manning

Redesigned the performance management system and the variable pay structure to create a meritocracy based organization

Competency analysis and job evaluation forCareer planning for a group of employees

Synergising outbound logistics contracts of two large sister organizations across 350 odd destinations through a structured approach resulted in a savings of over 5% over the last purchase price.

Conducting Development Centers for 400 + employees for identification of high potential employees and facilitating the creation of Individual Development Plans.

Training intervention on Leadership & Change Management for a large number middle / senior members of Sales team

Developing competency framework and cascading across the organization

Goal cascading / KRA setting across the organisation

In order to support the organization to realize its vision, Unigrow was given the mandate to:

• restructure its HR policies and procedures, deploying best in class practices, which is result oriented, agile, future ready and promotes meritocracy; and
• create and institutionalize a platform to leverage professional bodies/higher education institutions and engage with different stakeholders in the ecosystem to cascade its vision and objectives of promoting safe and wholesome food for all across the country