HR Consulting

People – Good, bad, brilliant or vibrant, an organization’s culture is dictated by its workforce.

It is the culture which defines the company’s image in the external world

See how we can help you do Better

Know More

Our Services

We believe that the spirit of a company is hugely determined by the people who lead it

Roles & responsibilities

Performance Management

Competency Mapping

Competency Rollout

Assessment & development centers

Career Framework

Creating roles and responsibilities

Enabling team members to know what is expected of them and what they have to achieve

Mapping the role to the structure

Defining the purpose of each role

Detailing the responsibilities of each role

Aligning the roles towards the organizational objectives


Performance Management

It is said that “what doesn’t get measured, doesn’t get done”. A large number of organizations have been struggling to get this vital cog right. The struggle is in the proper implementation of the performance management system at every stage. The struggle at the goal setting stage is the right articulation of measurable goals defined by the managers. Feedback stage, also requires the manager’s competence in delivering the right message in the right manner to their team.

Performance Management System

Ensuring better value from people by linking individual performance to organizational objectives and goals

  • Facilitating the creation of the annual operating plan
  • Cascading the AOP into departmental objectives
  • Creating KRAs for each role
  • Facilitating setting of targets for each role

Performance Management Training

Ensuring that the Managers are equipped with implementing the performance management system, setting SMART goals and providing timely feedback

  • Understanding the organization’s performance management system
  • Designing the content
  • Designing training collaterals
  • Delivering the training

Performance Audit

Auditing adherence to the process and guidelines for setting goals, providing feedback and rating performance

  • Designing the questionnaire for the audit
  • Identifying the sample size for each manager
  • Conducting the audit
  • Creating an audit report for each manager

Goal Audit

Auditing adherence to the SMART principle, cascade of goals/targets, stretch over previous targets, and identifying new goals

  • Studying the structure
  • Conducting the audit
  • Creating an audit report for each manager

Competency Mapping

Enabling the organization to build a competency framework that is aligned to business strategy, purpose and values

Understanding the business, business environment and philosophy/values of the organization

Creating the competency framework

Mapping the competency levels to the organization levels

Aligning the HR processes to the competency framework


Competency Rollout

Enabling the organization to cascade the competencies down the line and make it part of the organization’s DNA

Understanding the competency framework

Designing the content

Designing training collaterals

Delivering the training


Assessment/Development Centre

Assessment Tool Design

Enabling the organization to unearth untapped potential and identify its ‘future stars’, spot ‘diamonds in the rough’ and even to see ‘who is first among equals’

  • Studying the competency framework of the organization
  • Creating assessment tools
    • Case study
    • Group discussion
    • Role-play
    • Competency based interview
    • Inbox
  • Training internal assessors on the tools and assessment parameters
  • Playing the role of Master Assessor during the AC/DC

Conducting Assessment

Administering time-bound exercise to observe competencies demonstrated by multiple assessors

  • Studying the competency framework of the organization
  • Creating assessment tools
    • Case study
    • Group discussion
    • Role-play
    • Competency based interview
    • Inbox
  • Conducting the assessments utilizing Acumen’s panel of seasoned assessors
  • Integrating data for each participant from the multiple panels to minimize assessor bias, ensure objectivity and uniformity of assessment
  • Analysing the data and created individual reports along with a development plan
  • Creating a talent assessment report for the Head – HR/CEO/Business Owner
  • Partnering the HR team in implementing the development plans through Acumen’s sustenance engine

Career Framework

Enabling the organization to provide a clear, achievable career path for its employees

Creating the job family structure

Creating job role profiles

  • Experience requirements
  • Credentials
  • Demonstrated competencies – managerial & functional
  • Desired exposures

Creating the role progression map


Why Acumen?

  • Experience of companies ranging from Real Estate and Manufacturing to Service Sectors
  • Currently 22 consultants on rolls and an external Talent Pool of 20 subject matter experts
  • Clientele across India as well as overseas
  • In-depth understanding of Business that makes Acumen the preferred partner of both conglomerates as well as small & medium enterprises
  • Business model of providing customized solutions to meet customer’s current and future needs
  • Ability to deliver interventions based on values and ideologies
  • Being Instrumental in creating transformation in various organizations

Please use the form below to get in touch to see how we can help you do Better

    rrPeople