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“Winners don’t do different thingsThey do things differently”
Project Profile
The K2 Group, Bangalore•Consultant to key project of a Coffee Shop, Night Club & Service Apartment in MG Road•Offering solutions to forthcoming projects of Indian, Bengali & Chinese cuisine restaurants in Shantinagar right from the blueprint stage
The Saltee Group •Consultant to three restaurants•Consultant to Hospital Cafeteria in Shankar Netralaya
Technocrat, KolkataMarketing & Operational Consultant for the largest banquet hall, Rotunda, in Kolkata
Wayside Facilities – •A Joint Venture Project with the Government of W.B. •For Wayside Facility•Heritage Centre
Operational Consultant
Creating Leadership Strategic
Planning
Information &
Analysis
Creating Customer & Market
Focus
Human Resource
Process Management
BusinessResult
Assist in the following ways-
Creating Leadership
ORGANIZATIONAL LEADERSHIP
PUBLIC RESPONSIBILITY & CITIZENSHIP
ORGANIZATIONAL LEADERSHIP
Financial Performance
Employee Training/Inputs
Customer Satisfaction
Two-Way Communication
PUBLIC RESPONSIBILITY & CITIZENSHIP
Abiding by Legal & Stationary Requirements
Strategic Planning
STRATEGY DEVELOPMENT PROCESS
Strategic Planning Process including key steps & key participants in the process
•Consider key factors in process •Gather & Analysis of relevant data & information
STRATEGY DEVELOPMENT PROCESS
• Customers & Market needs/expectations, including new product/service opportunities
• Competitive Environment & capabilities, including use of new technology.
• Financial, Societal, & other potential risks• Human Resource capabilities & needs• Operational capabilities & needs, including resource availability• Supplier &/or partner capabilities & needs
KEY FACTORS
Strategic Objectives
Strategy Deployment
ACTION PLAN DEVELOPMENT & DEPLOYMENT
PERFORMANCE PROJECTION
ACTION PLAN DEVELOPMENT & DEPLOYMENT
•Develop action plans that address key Strategic Objectives, key short & long term action plans, key changes in products/services &/or customer/markets•Key Human Resource requirements & plans, based on strategic objectives & action plans•Allocation of resources to ensure accomplishment of overall action plan
CONTINUED………
•Key Performance Measures &/or indicators for tracking progress relative to action plans•Communication & Deployment of strategic objectives, action plans, & performance measures/indicators to achieve overall organizational alignment
PERFORMANCE PROJECTION
•Two to five year Projections for key performance measures &/or indicators including key performance targets &/or goals•Comparison of Projected Performance with competitors, key benchmarks, & past performance
BREAK TIME
Creating Customer & Market Focus
3.Creating Customer & Market FocusMARKET
SEGMENTATION
SURVEY FORFUTURE
REQUIREMENTS
PRIORITIES/ NEEDS
GUEST PREFERENCES
COURTESY VISITS & CALLS
COMMENT CARD SCORE
Information & Analysis
•Guest Complaints/Compliment Analysis
•Capacity Utilization
•Cover Turnover
•Average per cover: Food & Beverage
•Competitive scenario & performance
Human Resource
WORK SYSTEMS
EMPLOYEE EDUCATION,TRAINING & DEVELOPEMENT
EMPLOYEE WELL BEING & SATISFACTION
Work Environment
Employee Support Climate
Employee Satisfaction
Design, Organize, & Manage work & jobs to promote cooperation & collaboration, individual initiative, innovation, flexibility, & to keep current with business needs
Managers & Supervisors to encourage & motivate employees to develop & utilize their full potential in job-& career-related development/learning objectives
Employee Performance Management System, including feedback to employee
WORK SYSTEMS
Continued…..Compensation, Recognition, & related Reward/Incentive practices to
reinforce high performance
Ensuring effective communication, cooperation, & knowledge/skill sharing across work units, functions, & locations
To Identify characteristics & skills needed by potential employees; •Recruit & hire new employees •Take into account key performance requirements• Diversify community & fair work force practices
EMPLOYEE EDUCATION, TRAINING, & DEVELOPMENT
Balance short & long-term organizational & employee needs through Education & Training approach
Seek & use input from employees & their supervisors/managers on education & training needs expectations, & design
Deliver & Evaluate education & training In formal & informal education, training, & learning
Design education & training to keep current with business & individual needsincluding how job & Organizational Performance are used in education & Training design & evaluation
Continued……
Address performance excellence in education & training including how employees learn to use performance measurements, performance standards, skill standards performance improvement, quality control methods, & benchmarking
Reinforce knowledge & skills on the job
Address key developmental &
training needs, including diversity
training, management/leadership
development, new employee
orientation,& safety
Work climate consideration & support to the needs of a diverse work force
Enhance employees work climate via services, benefits, & policies. Selection of these Enhancements tailored to the needs of different categories & types of employees & to individuals
EMPLOYEE WELL-BEING & SATISFACTION
EMPLOYEE SUPPORT CLIMATE
WORK ENVIRONMENT
Address & improve workplace health, safety, & ergonomic factorsIdentification of these factors by employees & improving workplace safety
Identification of Performance measures &/or targets for each key environmental factor including significant differences based on different work environments for employee groups &/or work units
EMPLOYEE SATISFACTION
Determine key factors that affect employee well being, satisfaction & motivation
Formal/informal assessment methods used to determine employee well being,satisfaction & motivation. tailoring of these methods/measures to a diverse workforce& to different categories & types of employees
Relating assessment findings to key business results to identify work environment& employee support climate improvement priorities
Process Management
Quality circle
Zero Defect Product
Procurement of Staff
Business Result
Key Resulting Area
Financial Report
FinancialAdvisor
•Preparation of Project & Viability Report•Formulating Financial plan•Preparation of CMA Data’s•Preparation of Application for Financial Assistance to be submitted to Financial Institution/Banks
• Preparation/submission/negotiation of the proposal for subsidies, incentives if any, with the Centre/State Govt. agencies
• Negotiating with Institution/Banks for Loans• Advising on the Legal Formalities Institutions/Banks after the
Company has received sanction letters from Financial Institutions/Banks
Thank You