software development, designing concepts and delivery

Karambhumi Initiatives belive in contributing business, Transforming Organisations to the next level. Through unique tested method of Executive Coaching, Business Diagnosis to Structure and process building.

Objective is support people to know care love and keep up their life motivation to life beautiful life and purpose alive.

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Organization Development •Personal consulting & mutual responsibility for building & implementing HR processes. Facilitating OD activities. •Consulting on general issues & self development , implementing the open door policy to all employees. •Update & advise Managers on potential issues in their respective teams based on different team dynamics. Provide assistance to managers to help control attrition.•Help Managers to effectively utilize the retention/motivational rewards/tools available with them •Coach & support managers on an on-going basis. •Help Managers to understand the pulse of the field though activities like employees meetings, Round tables. •Preparing people management strategies for employee motivation and continuous organization development. •Framed & implemented the policies for redesigning employee Handbook Version 2010•Creating regulars SOP’s and carrying our implementation process.•Updated the New implemented policy in HR Manual for Transparency and Clear communication Performance Management & Employee Care• Managing & handling complete cycle of Performance Management System, (InitialEmployees feedbackEmployees career counselingRecommendation Approvalsletter IssuesKRA Setting-Closing) on monthly Basis. • Converting possible attrition to best resource (Attrition Control project/counseling session )•Conducting monthly career counseling sessions to motivate and encouraging employees to become professional for their field.•Suggesting and recommending employees for next level to the management as per employee’s talent and organizational need.•Applied talent to reduce hiring cost, counsel employees, upgrading their skills and preparing them for

Talent and Career Progression ManagementWork in line with business for annual talent practices, including competency assessment, quarterly talent review, succession planning and promotions.Act as an mentor, coach and counsellor based on the situations for all employees. Handle sensitive scenarios.Help in breaking the ice between manager and employee relationship. Play a key role in breaking the silos between various projects and helped them collaborate and synergise.Partner with managers on talent assessment, workforce planning and staffing. Facilitat talent review and succession planning discussions to help implement plans and conducted appropriate follow ups.Support business in all key talent decisions, providing HR advice and expertise and leveraged subject matter experts from across the HR function as needed.