The alignment of the management's strategic intent, business objectives and the practices of the organisation dramatically increase energy levels in an organisation. Through a careful study of the organisation's practices and its structure we help develop and align critical organisation practices, strengthen and deepen culture that results in delivery excellence. Our solutions in the field of Organization Development help address important priorities in the organization and we help through our service offerings which include Culture Outsourcing, Bench Management, Competency Mapping & Development and Quantifiable Performance Management Systems, Balance Scorecard. Our alignment initiatives result in the creation of a self aligned, dynamic self sustained culture of excellence that distributes leadership and energy throughout the organisation. This achieved through a genuine devolution of HR functions from the department to the line manager.

Aligning employees to the organization’s goals and strategies is essential in realising the vision of the organization. When employee connects to the purpose and vision of the organization, they successfully cope with setbacks and celebrate the successes of the organization, as it grows. e2e's interventions culminate in an enhanced sense of pride within the organisation. This is reflected in the quality of the products and services offered by the organisation over the long term. Our offerings include HR Process Audits, Assessments (Assessment Centre), and Behaviour Event Interviews and Employee Alignment and Best Practices Surveys All of these services help us understand the practices that can be adapted to the organisations needs and evolve a strategy to positively impact work place culture.

We work as partners in proactively developing, planning and implementing a customized framework in the sphere of organization transformation. This may involve restructuring, redesigning or reinventing an organization’s practices that require changing people's mindset and attitudes. These interventions are done after a careful and thorough study of the organization, its vision, beliefs and practices, policies, systems and processes.
We have a number of surveys on HR Best Practices followed in specific industries and some of our surveys encompass unique subjects. The latest study dealt with the recent trends in Indian and Multi-National Companies on the special care they provide to their Women Executives.

Employee Engagement or Work Engagement is a concept that is viewed as managing discretionary effort. It studies the engagement level of the employees’ since High levels of employee engagement correlates to individual, group and corporate performance in areas such as retention, turnover, productivity, customer service and loyalty, whereas, actively disengaged employees are less productive, less profitable, less likely to provide excellent customer service and are often disruptive. Employee Satisfaction helps the company maintain standards & increase productivity. Our surveys help identify factors that satisfy and motivate the employees to increase their efficiency and productivity. We offer the engagement and satisfaction surveys with a multistage approach that is not limited only to a written survey but also involves personal interviews and focus group discussions with a sample to understand the holistic improvement needed.

Knowing one’s competencies can give one, a competitive edge in the job market. It is a process through which one’s strengths as an individual worker and in some cases, as part of an organization can be assessed. The value of competency mapping and identifying emotional strengths is in ensuring the position gets an employee with specific competencies, like someone who enjoys taking initiative or someone who is very good at taking direction. We have defined competencies for junior, mid and senior level employees in IT/ITes, Infrastructure Development and Energy manufacturing firms. Mapping competencies to the position has helped employees in encouraging themselves to raise their delivery levels.

People Capability Maturity Model (People CMM) was designed with a purpose to enable a benchmark from the HR function in the IT firms. e2e People Practices pioneered P-CMM in non IT sectors in India. We are certified by Carnegie Mellon University to provide the People CMM literature in a regional language to help the non IT firms benefit from this model. We have helped firms in diverse industries to bring maturity in their HR functions through the implementation of People CMM the principles. Unlike any other firm, our services include helping the organization implement the practices than following a consulting approach. The architect of People CMM, Dr. Bill Curtis, acknowledged the step taken by e2e to assist the non IT firm in delivering excellence through their people strategies. We have written couple of articles on our experience in implementing the practices of People CMM in the construction industry especially, since this industry in India has begun applying the practices of Human Resource Management from early years of 2000 only. And the experience is vast as the nature of work, the section of employees, employees’ understanding of the human principles, the communication language (needs to be regional) and much more.

It is a systematic process of assessing progress toward achieving predetermined goals, either individually or collectively as teams or departments. Properly designed, such systems help in improving organizational effectiveness by providing a mechanism for feedback while simultaneously communicating priorities and the strategic intent of top management. e2e has conducted appraisals for our clients across sectors like construction, IT, facility management. Moreover we have helped smaller firms who have just set up HR departments, evolve appropriate performance management systems on a build own operate and transfer model. We have successfully used 360 degree method of evaluation senior management professionals within their teams. Our services offerings include developing an effective performance management system, creating job descriptions, defining meaningful and pertinent Key Performance Indicators, and developing Balance Scorecards for the organizations.