Organisations - Customized Training Solutions , Helping Organisations increase efficiency and productivity by Creating Technical, Managerial and Behavioral Competency Framework , Strengthening HR Systems , and facilitating Business Workshops for Organisation Growth with senior and mid level employees . Training Needs Identification and Training needs analysis Individuals and Organisations - One to One coaching for Career growth , Executive Coaching, Mentoring women professionals wanting to Re enter the Workforce after a Career Break, Mentor to Professioanls who wish to switch from Govt sector to Private sector and vice versa or fromCorporate to Non Profit / Academics and vice versa

GSPC Group has a significant presence in gas exploration , production, gas, transmission, gas distribution and gas trading . GSPC Ltd is the flagship company of GSPC Group and is one of the leading oil and gas companies involved in exploration ,developent and production.During my tenure a key contribution was as Head Recruitment and Selection for KG Asset ( the largest, most complex asset ) for all the Permanent positions ( Technical and General Managment positions) for the Gas Processing Plant at Kakinada, Andhra Pradesh. A significant number of these positions required candidates having highly specialised technical skills in handling sour gas processing.At the entry level for GET ( Graduate Engineer Positions) - 60 positions in that year we held a Entrance Exam, which was followed by panel interviews for each discipline . The interview panel for GET 's had Oil Industry Experts in Electrical Engineering, Mechanical Engineering , Petroleum Engineering , Instrumentation Engineerings . Candidates who had cleared the entrance test and met the position requirements were invited for an interview in Kakinada and over a period of 10 days 60 GET's were selected.Experienced Staff -Interviews for experienced staff were held at Corporate Office at Gandhinagar.Over a period of 18 months I was directly responsible for recruiting close to 200 Employees for Kakinada Onshore, Offshore and Gas Processing Plant of which the junior most position was GET and senior most position was Executive Director KG Asset The second area of contribution was Handling L&D for the organisation in which i was responsible for TNI - Training Needs Identification,Training Budget, Training Plan, Training Calendar, and ensuring Statutory training was completed as per schedule

GCL is more than 150 years old company . As the Group Head - Talent Development . Responsible for all five business verticals (farm, construction, auto, industrial engines and auxiliary power) having 4000 employees over 18 locations in India ,China, and UK . My role was Heading Talent Development and succession planning for all the five group companie which included, Engines, Power, Spares, Agri and Greaves GlobalI was based at the Corporate Office at Mumbai and the first task given to me was to visit all the Businessess, Plants and Sales offices in India, get to know the business and the key people in them. During my tenure Initiated Succession Planning for 55 critical positions across all five businesses to ensure business continuity. This involved identifying the critical positions for each of the five businesses’ of GCL ,identifying the potential successors, evaluating the successors , identifying the gaps, developing a strategy to close the gaps and implementing it . ▪ At the end of 12 months 90 % of the critical positions had at least one successor with a 2nd successor being developed Talent Development ▪ Planned and organised DC ( Development Centres) at TMTC - Pune ( Tata Management Training Center)for managers and leaders with individual development plans for high performers which included a career planning dialogue with senior management. ▪ Organization wide 10 % of high potential employees are called for a career planning dialogue and I was invited for a career planning dialogue with top management.

RIL is one of the largest private sector companies of India with more than 25,000 employees spread over petrochemicals, retail, oil and gas and other businesses.RIL is a Fortune 500 company with RIL Petroleum E & P having more than 50 blocks In India and overseas.A) Organisation Change and Development - Significant contributor to planning and organising OD workshops with first and second line of leadership in which the areas of organisation change were identified.I) Capability Building Key Contributor in creating a large pool of oil and gas professionals and Deep water professionals for KG D6 one of the large deep water projects in the world. This included:i) Introducing a comprehensive development program for employees which consisted of a) Classroom training by global service providers b) E- learning for various technical functions c) Mentoring by senior team members. Soft Skills , behavioural and statutory training ii) Identifying internal SME’s (Subject Matter Experts ) who would provide block and basin specific training to the employees.iii) Identifying Twenty Two discipline deans who would work closely with the L& D dep’t to identify, and design technical training iv) Establishing a residential learning centre having capacity for 100 residents for recruits having 0 –10 years experience, and ensured effective delivery of all the programs.v) Customising and introducing a Learning Management System( LMS).Talent Acquisition -As HR Business partner responsible for International Business and Coal Bed Methane ( CBM ) verticals. Carried out recruitment of local candidates for RIL Muscat. 2008 - I was one of the 4 Indians invited by UK Trade and Investment and Scottish Development International in 2008 as part of International Business Exchange program.

Teaching post graduate Executive MBA program for people having minimum 3 years experience. Teaching Post graduate Diploma courses Subjects taught - Organisation. Behaviour , Human Resources , Training and Development, Competency Mapping , Business Ethics , Principles of Management