Author: Walchand Plus

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The key to developing future leaders in your organisation

Post author By Walchand Plus
Post date May 29, 2023

In today’s rapidly evolving business landscape, organisations face the challenge of cultivating strong leadership to navigate complexities, drive innovation, and secure a sustainable future.

Developing future leaders is not just a luxury. It is a strategic necessity for organisations aiming to thrive amidst change and uncertainty.

In this blog post, we will delve into key principles and actionable strategies to unlock your employees’ true potential. We will also focus on how these will foster the development of future leaders within your organisation.

Building a Leadership Mindset:

Discover the foundational elements required to develop a leadership mindset among your employees. Fostering a culture that encourages leadership at all levels cultivates self-awareness and instills a growth-oriented mindset.

By nurturing a leadership mindset throughout your organisation, you create fertile ground for identifying and developing future leaders.

Identifying Leadership Potential:

Uncover effective methods for identifying individuals with leadership potential within your organisation by combining objective assessments, performance evaluations, and behavioural indicators.

Adopting a comprehensive and data-driven approach to talent identification can ensure that you invest in individuals with the qualities and capabilities needed for future leadership roles.

Tailoring Leadership Development Programs:

Explore the power of tailored leadership development programs that address the unique needs and aspirations of your emerging leaders.

Customised programs like ours maximum output and efficiency by meeting the specific needs of each individual. They also help with aligning organisational goals, leadership competencies, and individual development plans.

Experiential Learning and Stretch Assignments:

Delve into the role of experiential learning and stretch assignments in honing leadership capabilities. Offering challenging projects, cross-functional opportunities, and exposure to diverse experiences can accelerate the growth and development of future leaders.

By providing a platform for hands-on learning and pushing individuals beyond their comfort zones, you cultivate their adaptability and resilience.

Cultivating Leadership Networks and Mentoring:

Recognise the value of cultivating leadership networks and mentoring relationships within your organisation. Creating formal mentoring programs, peer learning communities, and networking events facilitate knowledge sharing, collaboration, and mentorship.

By fostering connections and providing guidance from seasoned leaders, you foster a supportive ecosystem for leadership development.

Continuous Learning and Development:

The importance of creating a culture of continuous learning and development is to nurture future leaders with a growth mindset. This also provides new opportunities for organisational growth, and assists in cultivating a pipeline of agile and adaptable leaders.

Developing future leaders is a strategic imperative for organisations committed to long-termsuccess and resilience.

By building a leadership mindset, identifying potential, tailoring development programs, fostering
experiential learning, and cultivating networks and continuous learning, you can unlock the full
potential of your talent and shape a future-ready leadership cadre.

Embrace the journey of developing future leaders, and watch your organisation thrive in the face
of change and seize new opportunities for growth.

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Enhancing Employee Engagement: Personalised Learning Approaches for Organisational Development

Post author By Walchand Plus
Post date May 17, 2023

Enhancing Employee Engagement: Personalised Learning Approaches for Organisational Development

Employee engagement is essential to the success of any organisation. Engaged employees are more productive, creative, and committed to their work. It is only logical for organisations to want to capitalise on this for their development.

So what can they do?

Organisations can focus on personalised learning approaches tailored to their employees’ needs and preferences to build engagement and add constructive value. In this article, we will look at the different ways organisations can incorporate personalised learning into their development strategy.

1) Assess individual learning styles and preferences

Everyone has a unique way of learning. Some prefer visual aids, while others prefer hands-on experiences. By assessing employees’ learning styles and preferences, organisations can tailor training programs to meet these specific needs.

A Micro case study:

IBM identified varied learning preferences among their employees, incorporating personalized training via surveys that revealed many preferred visual aids, resulting in infographics and videos being added to e-learning platforms, leading to employees learning at their own pace and in a way that suited them best.(1)

2) Create a learning path

Once learning styles and preferences have been assessed, organisations can create a learning path that aligns with their individual development goals. This will help employees feel more invested in their learning and development, increasing employee engagement.

A Micro case study:

Walmart developed a learning path that aligned with the key competencies required for each job role, leading to higher employee engagement and satisfaction as employees could track their progress and were motivated to complete the training.(2)

3) Make the most of technological advancements

Technology can be an effective tool for delivering personalised learning experiences. For example, organisations can use e-learning platforms that offer various learning options like videos, podcasts, and interactive modules. This allows employees to choose the learning methods and modules that work best for them.

A Micro case study:

Mayo Clinic introduced an e-learning platform that offered employees personalised learning options, including videos, podcasts, and interactive modules, with real-time feedback to track progress and identify areas for improvement.(3)

4) Offer mentoring and coaching

Mentoring and coaching are powerful tools for personalised learning. Pairing employees with a mentor or coach with experience in their field provides them with personalised guidance and feedback to develop skills and knowledge.

A Micro case study:
Goldman Sachs provided mentoring and coaching through experienced mentors who regularly offered guidance and feedback, shared their industry insights and experiences, and helped the employees develop their skills and knowledge, resulting in improved performance and higher work engagement.(4)

By incorporating personalised learning approaches into the organisational development strategy, organisations can increase employee engagement and enhance overall organisational success. However, implementing these approaches requires expertise and experience.

We at Walchand Plus help organisations do exactly that.

We can assess employees’ learning styles and preferences, create a learning path that aligns with different organisations’ development goals, and use technology and coaching to deliver personalised learning experiences.

If increasing employee engagement for organisational development is on your agenda, contact
us now!

Sources:
1. The Learning System at IBM: A Case Study
2. 18 Organizational Development Examples From Companies
3. Gamification in learning platform tested at Mayo Clinic
4. A well-established EVP is the result of a proactive and intentional approach: Deepika Banerjee, Goldman Sachs

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Implementing a Continuous Learning Culture in Organisations: Effective Strategies and Best Practices

Post author By Walchand Plus
Post date April 20, 2023

Implementing a Continuous Learning Culture in Organisations: Effective Strategies and Best Practices

A learning culture in an organisation encompasses its conventions, values, practices, and processes that promote and support continuous learning and development between employees.

It also identifies that various systems within the organisation are interconnected and influence each other. It also emphasises the importance of learning. It enables employees to enhance their knowledge and skills, benefitting their professional growth and personal development.

It helps foster a culture of continuous improvement and helps the organisation to evolve and thrive over time.

To learn more about continuous learning in organisations, we will explore some key strategies and best practices in this article.

Encourage a Growth Mindset:

A growth mindset is a notion that employees can develop their abilities through hard work and dedication. Encouraging this mindset in employees is essential for creating a culture of continuous learning.

Our customised behavioural and management program is curated to foster a growth mindset, helping the employees to take ownership of their learning and development.

Offer Customised Learning Paths:

One size does not fit all the employees for learning and development. Offering personalised learning paths tailored to the individual’s needs and goals can be a game-changer in creating a culture of continuous learning.

This is where blended learning comes in. Integrating digital content into corporate training programs through blended learning can be a game-changer. Not only does it increase the effectiveness of the curriculum, but it also reduces costs.

By providing a mix of in-person and online learning experiences, employees can better retain and apply the skills needed for success in their roles.

Our customised Training Need Analysis program accounts for the precise need for training employees. It offers personalised learning paths to employees, ensuring that they get the most out of their learning experience.

Foster a Collaborative Learning Environment:

Learning does not happen in a classroom or online course alone. Encouraging a collaborative learning environment where employees can learn from each other through peer-to-peer knowledge sharing and mentorship is essential for creating a culture of continuous learning. Our programs help employees to collaborate and learn from each other, creating a community of continual learners within the organisation.

Make Learning a Part of Your Company Culture:

Creating a culture of continuous learning requires commitment from the leadership team to prioritise continuous learning. Our customised programs integrate seamlessly with an organisation’s existing culture, ensuring that learning becomes a part of the organisation’s DNA.

Overall, a learning culture fosters continuous development and adaptability. So, it is a vital aspect that organisations should imbibe and strive for continual improvement and success

At Walchand Plus, we are committed to helping organisations implement a culture of continuous learning. Our customised programs are flexible, personalised, and collaborative, ensuring the employees get the most out of their learning experience. With our programs, one can empower the employees to take ownership of their learning and development and transform the organisation.

Sign up for our customised corporate development programs today and take the first step towards creating a culture of continuous learning in your organisation.

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Best Practices for Performance Management and Career Development

Post author By Walchand Plus
Post date April 4, 2023

Best Practices for Performance Management and Career Development

As the end of the financial year approaches, it is natural to reflect on the performance over
the past year and set new goals for the upcoming year. This transition period is an
opportunity for employees to analyse strengths and weaknesses and identify areas of
improvement.

But what can employees do with this information?

Create a roadmap for professional growth!

Once the areas of improvement have been identified, the next step is to create an action
plan to work on them.

This action plan should include steps, timelines, and metrics to measure progress.
Regularly reviewing and adjusting this plan will help employees stay on track and ensure
they achieve their career aspirations.

Implementing such a roadmap will ensure consistent growth and the development of skills,
knowledge, and experience. It will also improve productivity, engagement, motivation, and
commitment.

In this manner, a robust performance management system and career development
plan enhances employee value and improves career prospects.

Best practices to enhance performance management and career development:

Set S.M.A.R.T. goals

Professional goals must be clear, specific, measurable, achievable, relevant, and
time-bound. They should be set and aligned with the team’s objectives and the overall
business strategy.

Walchand Plus’ customised Organisational Development program helps organisations and
employees set goals that challenge them without demotivating them.

Conduct performance reviews

If the set performance goals aren’t achievable or if concerns are raised about employee
performance, do not ignore the problem. Proactively address the problem with constructive
feedback and solutions.

As an organisation, regular performance reviews and check-ins will help to monitor progress
and identify areas for improvement for consistent growth.

Identify the scope for improvement

Be open about the strengths and weaknesses of employees. Identify areas of improvement
and take steps to address them. Seek out training, mentorship, or coaching.

Our customised Training Need Analysis solutions will help with a clear path ahead.

Foster a sense of purpose

Effective performance management and career development are not just something to think
about once a year – they should be a year-round focus for all employees and managers.

Our customised employee engagement program helps teams find meaning and purpose in
their work. Set ambitious goals, recognise their achievements, and provide opportunities for
growth and development with our customised employee-centric solutions.

So, as we approach the end of the financial year, take the time to reflect on the
performance, set new goals, and create a plan for the professional development of
employees in your organisation.

Get in touch with us today to know more.

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How to build the right CSR program for you?

Post author By Walchand Plus
Post date February 10, 2023

How to build the right CSR program for you?

Corporate Social Responsibility (CSR) is vital to any business that strives to give back to the community and contribute to sustainable development. However, creating a CSR program that aligns with your organisation's values and goals can be challenging.

Years of experience in this arena have helped us formulate a water-tight plan to build the right CSR program for our partner organisations. Here are the steps for you to keep in mind.

Identify your values and goals.

The first step in building a successful CSR program is to identify the values and goals of your organisation.

1. What is important to your company?

2. What impact do you want to make?

3. What are the core principles of your organisation?

Such questions will help determine the focus of your CSR initiatives and ensure that your CSR projects align with your overall business strategy.

Assess your stakeholders.

Once you’ve set your organisation’s priorities, assess and determine what your stakeholders care about most. This step encourages you to consider what your employees, customers, suppliers, and community might value the most.

Understanding their perspectives will help you choose initiatives that resonate with them and are meaningful to them.

Conduct a needs assessment.

Partner with other organisations.

Sometimes, we all need a helping hand. Partnering with non-profit organisations, government agencies, and other companies to tackle a common issue can help you achieve your CSR goals more effectively and solidify your reputation as a responsible business.

Measure and report your impact.

Measuring and reporting your impact is crucial to the success of your CSR program. This step allows you to track the progress of your initiatives, demonstrate the impact of your efforts, make adjustments as needed, and communicate your results to your stakeholders.

4. Continuously evolve.

Finally, be prepared to continuously evolve your CSR program as your organisation grows and changes. Regularly re-assessing your values, goals, and initiatives will ensure they remain relevant and impactful.

Building a successful CSR program requires careful planning, consideration, and a commitment to positively impacting society and the environment.

By following the steps outlined above, you can create a program that aligns with your values, resonates with your stakeholders, and has a lasting impact on the world.

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HR Scalability: A Solution To Drive Your Organisation’s Growth

Post author By Walchand Plus
Post date January 10, 2023

HR Scalability: A Solution To Drive Your Organisation's Growth

The most valuable asset in any company is human capital. It determines company profitability and client satisfaction. As a result, the HR department (which oversees this asset) plays a crucial role in the organisation’s overall operation.

With a burgeoning number of startups growing into larger organisations, the need to stay current in this ever-changing corporate world is higher than ever. This is where HR scalability and structure come in.

Why scalable HR solutions?

Your organisation cannot go from a small startup to a big corporation in a day. That is a gradual process, and your HR systems need to be ready for that to happen. Your policies should help expand your employee base and make your company organised and productive without disrupting essential work.

What can scalable HR solutions do for you?

1. Lower cost-per-hire

Employee retention is key to maintaining internal and external organisational relationships and seamless operations. Therefore, it is essential to train existing employees to transform and elevate their skill sets. Doing this will also reduce the attrition rate and assist the organisation in saving time, money and resources.

2. Improve focus on strategy and adaptability.

One of the best parts of HR scalability is that it allows organisations enough room to focus on strategy, thus improving adaptability. In other words, organisations that adopt HR scalability are better equipped to use innovation and critical thinking to assess and execute plans that favour them even when circumstances change.

3. Promote operational efficiency.

An organisation’s capacity to provide top-notch services with fewer resources is called operational efficiency. By improving operational efficiency, companies will produce more profit per project. And HR scalability can play a huge role in achieving this.

Through this practice, organisations can develop strategies that examine their operations from the inside out – spotting lacking areas and working out corrective measures.

Investing in employees also means understanding that employees have lives outside of work and providing them with the resources to balance their personal and professional obligations. It includes offering flexible working hours, paid time off, and family leave policies.

As a result, the organisation and the client create a win-win situation for themselves.

4. Provide learning opportunities for employees

Employees today want more than just a paycheck at the end of the month. Apart from their roles and responsibilities, they are also looking to grow and increase their knowledge and skills, and be part of a dynamic workplace.

By implementing HR Scalability, employees get to upskill, and the organisation gets better value addition.

How can Walchand Plus help your organisation with HR Scalability?

One of our notable clients was MAVIM. Our intervention helped them scale their HR solutions for the next seven years with robust and effective HR practices.

The result was the establishment of a growth base for over 270 employees.

HR scalability is the order of the day. And we’re here to help you transform your organisation with this effective practice.

Get in touch with us today!

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Best practices to launch a CSR Program

Post author By Walchand Plus
Post date December 30, 2022

Best practices to launch a CSR Program

Corporate Social Responsibility (CSR) consists of a vast labyrinth of information. Connecting the dots in the right way will ensure that your organization’s initiatives are sustainable in the long run.

One of the dots consists of launching your CSR Program in the best possible manner

This article has handpicked practices that we believe will help you launch an impactful CSR program!

Define what CSR means to you.

Corporate Social Responsibility allows companies to measure, monitor, and improve their economic, social, or environmental impact on society. It requires businesses to analyse how their decisions will affect people, the environment, profit, and their goals.

Having said that, CSR can mean different things to different organisations. Define the goals your company wants to work towards. Define what CSR means to you.

2. Create a long-term vision for your CSR initiative.

One of the most critical factors to keep in mind before setting the foundation for your CSR activities is establishing your company’s long-term vision for social impact. To make this vision a reality, the sustainability of your CSR programme must be considered at this stage. It will ensure that the efforts that you put in do not go to waste.

How? By answering these questions:

● What is the purpose of this CSR program?

● What are its goals and objectives?

● Is it sustainable?

● Who are the end beneficiaries?

3. Establish metrics to gauge the effectiveness of your CSR program.

How you measure the success of a CSR program will depend on the implemented program. It is important to note that some benefits will be tangible, such as revenue or growth from gaining access to a new market. Others, while equally important, will be intangible – such as, improving the skillset for a specific employee or enhancing employee morale. The key is to establish metrics that align your CSR initiative with your long-term strategy, providing clear direction and goals to be achieved

4. Discuss the CSR objective in a precise and open manner.

In today’s digital world, information spreads fast. Particularly information that has a negative connotation.

When it comes to CSR goals, you must ensure that your CSR programs are precise and easy to understand by the public at large.

Be clear and concise when describing the objectives and expected results of the CSR programme. Communicating critical strategies, initiatives, and metrics in clear terms will help all parties understand one another and come together to achieve them. To help with this, and to boost motivation, engagement, and accountability, you must create a communication plan keeping in mind specific goals, target audience, topics, key messages, timeframes, channels, and feedback assistance.

5. Involve your workforce in your CSR strategy development.

Human beings are hardwired to be around each other. The sense of togetherness and the feeling of being a part of a community are natural feelings we experience daily.

Accommodate the values and principles of the team and engage your employees in strategy development to encourage accountability and a sense of purpose. According to research, empowering employees and providing a sense of community can significantly improve team effectiveness, employee satisfaction, and their perception of corporate management.

The above parameters can be considered a baseline to establish the optimal way to launch your CSR programs and practices. However, to gain a holistic and aligned approach, you would need assistance and direction from an expert.

Here is where Walchand Plus comes in.

We at Walchand Plus understand the importance of creating a sustainable future for the upcoming generations. We strongly believe that the world is our home. Therefore, we strive toward contributing to the greater good.

Instead of being overwhelmed by the pathways and information that CSR entails, we are doing our part to ensure that corporate social responsibility becomes a fundamental value of every organisation on this planet.

Get in touch with us today to know more about how we can help to launch CSR programs.

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Ways to Analyse Workplace Competencies in Employees

Post author By Walchand Plus
Post date December 22, 2022

Measuring employee competence is a crucial part of your working relationship with your employees and the appraisal process.

A “competency framework” is a framework that lists and describes each individual competency, such as problem-solving or people management. It is needed by employees working for an organisation or a division of that organisation. A critical component of implementing a competency management framework in your organisation is ensuring that employees understand that their competency levels will be assessed at regular intervals.

This gives employees a clear understanding of their role in the organisation and a sense of direction and purpose.

The parameters for employee performance

A commonly made mistake is believing that offering basic training to each employee is sufficient to expect high-quality output and long-term commitment. This mentality is short-sighted and will never provide excellent results for your employees or company.

The company’s perception of an employee’s performance borders on the employee’s function as well as the ambitiousness of your expectations. It is, therefore, critical to identify and promote the factors that lead to high levels of employee performance. Some of the factors to keep in mind include

Their commitment to their job
The relationships that they have forged inside the organisation
Their amount of comprehension of the role requirements, morale, values and ethics might have a significant influence on their performance.

Today, we will look at 5 ways to analyse competencies in the workplace.

1. 1-1 meeting with the manager

Communication has shifted to the digital medium in today’s fast-paced world. While it makes lives easier, it is also slowly turning into a breeding ground for misinterpretations and misunderstandings. This is because key factors such as tone of voice and context get missed when communication happens via digital mediums.

A 1-1 meeting is the best way to solve teething issues and long pending arguments. These meetings should be used to discover and discuss untapped potential as well as areas for development. Documenting these conversations will make it easier to measure progress, and recognize patterns and problems in the future.

2. Comprehensive questionnaires

A comprehensive questionnaire contains all the relevant questions to assess and understand an employee. It facilitates the understanding of the problems and unearths the scope for improvement by providing insights into how the individual is perceived by their coworkers, peers, customers, and management. It also creates an opportunity for you to be open and honest about your dealings with your employees.

3. Key Performance Indicators (KPI)

It is critical to define significant goals for the employee to achieve. With KPIs, you can facilitate growth and recognition by providing purpose and direction. You may then use real-world examples to highlight their triumphs and shortcomings. These examples may include customer-centric KPIs such as per-customer efficiency and client satisfaction, and process-focused KPIs such as measuring and monitoring organisational operational performance.

4. Annual Appraisal

The annual appraisal is another way to ensure that the employee is fairly compensated for their contribution to the organisation. The organisation can also understand how much money is being spent on hiring employees, and calculate the PRR (Payroll to Revenue Ratio) – a productivity indicator that assesses how well a company uses its labour expenditures to generate income.

The conclusion of an assessment should not surprise the employee; rather, it should give an accurate review of their performance over the past 12 months. You can also use software to assist you in gaining additional insights.

5. Effective Communication

One of the key components of workplace competency is communication. This is an underrated but extremely critical trait. Without effective communication, an organization will crumble. The consequences of this can range from tension between employees to frustrated clients.

To combat this, have a standard operating procedure manual ready. This should include the levels of communication, red flags that have to be immediately addressed and the right point of contact for grievance redressal if an employee has any questions or concerns.

Ensuring the implementation of this system will help the organisation go a long way concerning employee and client satisfaction.

How can Walchand Plus help you?

We at Walchand Plus understand the importance of assessing competencies at the workplace and can assist your organisation with its in-house modules and programs that have been painfully crafted with utmost attention to detail and upgraded over the years to ensure that organisations get the maximum result and benefits.

Get in touch with us today to know more about our customised programs for a wide array of organisations.

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How to Implement a Successful CSR Strategy

Post author By Walchand Plus
Post date November 28, 2022

How to Implement a Successful CSR Strategy

An organisation that implements Corporate Social Responsibility (CSR) aims to make the society better through ethical business methods while preserving the viability of its business model. A robust CSR strategy builds a business case for how your chosen CSR efforts may fit into your overall plan for business success, ensuring that your project stays on track and meets each KPI along the way. In order to design a successful CSR strategy, it is important to merge a company’s social responsibility with business-related thinking. A well-thought-out CSR initiative can boost an organisation’s profits and impact its reputation in many ways.

A realistic long-term CSR strategy will have long-lasting results that can bring multiple benefits to a business. A successful CSR strategy needs to be designed and structured well in every way.

Planning

i. The Problem

Identifying a cause is one of the initial and crucial steps in planning a CSR initiative. The problem to be addressed needs to be in line with the values of the organisation and something that the employees feel compelled to invest their time and energy in. The planning stage should ideally involve discussions among employees and managers. Feedback and insights from people from diverse backgrounds are essential for a different perspective.

ii. The roadmap

Conducting extensive research and analysing the work of organisations who have done similar work is a good place to start. Based on the study, a plan needs to be crafted taking into consideration the possible roadblocks that may arise on the way.

Designing

i. Analysis

SWOT analysis is the first step in understanding the strengths, weaknesses, opportunities and threats. The PESTLE framework helps in identifying the political, economic, social, technological, legal and environmental issues. Thorough assessments and analyses are necessary for any CSR activity. No project remains sustainable without assessing the needs of the community. Hence need assessment is inevitable. Surveys conducted on the ground give an accurate understanding of the cause.

ii. Goal setting

An effective CSR initiative needs to have goals that are SMART (Specific, Measurable, Achievable, Realistic and Time-related). It is important to be honest with all the stakeholders involved. The cause should support the values held by the organisation and the benefits it would bring to society when implemented.

Execution

i. Campaign Launch

When all the procedures are taken into account properly, the next stage is implementation. The launch should be effectively communicated to the employees, investors, partners, local communities, press and customers.

ii. Monitoring and maintenance

The maintenance of the campaign involves considering the goals set and even the smallest KPIs to monitor the progress of the project.

Impact Assessment and its importance

Since the required law took effect in FY 2015, Indian corporations have invested more than 1 trillion INR in CSR initiatives. A huge investment like that calls for accountability and transparency, which is why CSR efforts need to have their impact evaluated. By integrating the board and leadership teams, these assessments serve to increase the quality of CSR projects in addition to enabling greater transparency in the use of the CSR budget. Impact assessments assist investors and other stakeholders in learning more about the advantages and disadvantages of their actions, promoting corporate social responsibility. Beneficiaries, implementing partners, project stakeholders, local government representatives, and others are included in the quantitative and qualitative impact assessment measuring process.

The CSR Amendments Rule 2021 under the Companies Act 2013 outlines mandatory impact assessment for

– Companies with an average CSR obligation of Rs. 10 crore or more in the preceding three financial years.

– Companies having CSR projects worth Rs. 1 crore or more and that which has been completed not less than a year before taking the impact assessment.

Companies can budget a maximum of 5% of the total spending or Rs. 50 lakhs for impact assessment, whichever is lesser.

Best practices for a successful CSR strategy

In short, a successful CSR strategy should ideally involve a lot of research and planning. Setting realistic and sustainable goals that are aligned with the company’s values is of prime importance. Effective communication among all the people involved will give a clearer picture of the challenges that the planning team may have overlooked. Various assessments and surveys help in evaluating the sustainability and impact of the project. A good CSR plan has a lot more than just the data, plan and processes that benefit the business and the cause it is helping in the long run.

Getting an external agency for end-to-end planning and implementation of CSR projects will make the business’s CSR objectives easier to achieve. Walchand Plus has expertise in creating the right strategy that aligns with the business’s values and CSR goals that businesses wish to achieve. With baseline studies, need analysis and the use of the right tools, Walchand Plus’s team of experts conduct thorough research and advises clients about the required competencies. The findings obtained as part of the social audit are systematically documented in the sustainability report. The social impact of planned projects will be critically evaluated for unforeseen challenges and assessed as a critical prerequisite. The dedicated volunteers and resources working on the project will be provided with professional training to make the project a long-lasting success. Get in touch with Walchand Plus today for 360-degree assistance in making your CSR activities impactful and sustainable.

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Behavioural Competencies and their Significance in an Organisation

Post author By Walchand Plus
Post date November 21, 2022

Behavioural Competencies and their Significance in an Organisation

Behavioural competence refers to personality traits and behavioural features that individuals possess which can assist and decide how effective they will be in their careers. Measuring behavioural competency is not a straightforward process because it cannot be monitored and measured in the same way that sales objectives and social media engagement rates can. Despite these challenges, assessing behavioural abilities is an essential part of the hiring process. In certain professions than others, specific traits and talents are more important. Employers must assess a candidate's talents by asking probing questions throughout the interview process that will reveal how well-developed the candidate's required competencies are.

Behavioural competence has various iterations under its umbrella. Let us look at all of them to have a better understanding.

Individual Capabilities
Competencies in Interpersonal Relationships
Competencies in Motivation
Competencies for Managers
Analytical abilities.

1. Individual capabilities
Individual capabilities refer to behavioural traits, such as skill set, knowledge, technical know-how, and leadership qualities that help the employee advance in the business to take on relevant job positions. Accountability, self-confidence, self-awareness and enthusiasm are also crucial in determining the cultural fitment of the employee inside the organization. Employees must be proactive and curious to learn and adapt if they want to be their best version.

1. Individual capabilities

Individual capabilities refer to behavioural traits, such as skill set, knowledge, technical know-how, and leadership qualities that help the employee advance in the business to take on relevant job positions. Accountability, self-confidence, self-awareness and enthusiasm are also crucial in determining the cultural fitment of the employee inside the organization. Employees must be proactive and curious to learn and adapt if they want to be their best version.

2. Competencies in Interpersonal Relationships

Many jobs in a company require strong interpersonal skills with attributes such as communicating effectively, active listening, collaboration, conflict resolution, and other interpersonal skills to get along with coworkers and operate well in a group to complete their job duties. If the employee in the organization does not possess interpersonal skillsets, a chaotic environment will disrupt all forms of productivity, and efficiency and would be detrimental to the progress and growth of the organization in the long run because the other employees having good interpersonal skillsets, will feel demotivated and devalued and will ultimately resign from the organization.

3. Competencies in Motivation

Motivation is a powerful tool if used wisely. Motivational competencies include traits such as being a good motivator, initiative, including others in the projects and regular decisions and leading by example. It is an underrated skill set that every employee must possess. To achieve greatness and climb up the ladder of success, an employee will need the assistance and help of their peers in their organization. In today’s fast-paced environment, dealing with motivation is not feasible when you take challenging circumstances and situations into account. But the reality is, being motivated 24/7 is unrealistic. One needs to find that perfect balance between meeting realistic expectations set by them for themselves and the organization.

4. Competencies for Managers

One of the most important traits one can possess if one wants to get ahead in their career. The initial stages of your career would mostly be following orders and getting the work done that has been assigned/delegated to you. But as you move up the ladder, you are expected to take in more responsibilities. Your subordinates would be dependent on you for guidance, clarity and direction. Being a Manager takes work. You need to be on top of your game, tackling and handling issues and take lightning-fast decisions ensuring they are beneficial to the organization. So, you must equip and update yourself with critical parameters and qualities such as leadership, managing people/teams, making rapid decisions, dealing with difficulties, analytical ability, and strategic planning.

5. Analytical abilities.

Analytical competencies include skills such as data analytics, dealing with statistics, problem-solving with data sets, and technological knowledge. Analyzing does not just mean you look at endless numbers and trying to make sense of it. You need to possess the ability to look beyond the numbers meaning connect all the dots. To elaborate on the above statement, the skill and ability to connect the dots using numerical data and trying to scoop out insights for predictions to gauge the market and consumer behaviour concerning rapidly changing conditions. These behavioural competency examples are by no means a comprehensive collection. They do, however, highlight the variety of abilities and conduct that employers must take into account when hiring.

Walchand Plus has the know-how, tools and possesses nuances to help your organization through this journey. We worked closely with a large global organization that needed to develop the behavioural competencies of the sales teams and aimed at quadrupling revenues in 5 years. We provided a solution that focused on the development of 60 mid to senior managers on five identified competencies.

The result?

3.32% growth in average competency scores across 38 identified skill areas.

If your organization is looking to improve upon this parameter, we can help you

Identify the essential behavioural qualities that are critical and imperative to the success of your organization.
Develop a comprehensive competence framework for various employment types and levels.
Develop exams and exercises to assess relevant and critical abilities.

Get in touch with us today to understand more about how we can help you in your journey!

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How to build the right CSR program for you?

HR Scalability: A Solution To Drive Your Organisation's Growth

Corporate Social Responsibility (CSR) consists of a vast labyrinth of information. Connecting the dots in the right way will ensure that your organization’s initiatives are sustainable in the long run.

This article has handpicked practices that we believe will help you launch an impactful CSR program!

5. Involve your workforce in your CSR strategy development.

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