INTRODUCTORY PRESENTATION

December, 2015

10 / 5, Rustom Baug, Next to Masina Hospital, Victoria Road, Mumbai – 400027, India

: bmanekshaw@gmail.com: +919099099559 or 9967822993

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1. Our vision, mission & values

2. What exactly do we do?

3. Demonstrated RoI

4. People profile we’ve dealt with

5. The team

Content

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Our Vision and MissionSHAW MACONS VISION …

Started up with a vision of building a Global Coaching & Consulting company.

The Company’s VISION is to HELP BUILD GLOBAL ORGANIZATIONS AS WELL AS

LEADERS FOR TOMORROW.

We provide clients with customized solutions that include strategic consulting

services, tailor made leadership development interventions and specific

assessments as well as Leadership (Executive) Coaching.

AND MISSION …

To build leadership where there is a commitment to taking risks, the courage to

lead by example, think big thoughts and the passion to bring those thoughts to

reality.

Building client specific leadership competencies that impact the entire

organization.

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Our Values

SHAW MACONS VALUE SYSTEM …

We value our clients

We value the opportunity within human potential

We value the hunger from the gut for continuous learning and

development

We value the achievement of goals and

We value the potential for breakthrough results

Shaw Macons facilitates success for it’s clients through a wide selection of

material that reflects Global thinking based on the network of successful

leaders in business and the field of human development.

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1. Our vision, mission & values

2. What exactly do we do?

3. Demonstrated RoI

4. People profile we’ve dealt with

5. The team

Content

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Customized SolutionsThe choice of engagement depends on the organisation’s current status. We proficientlydiagnose the level and provide clients with customized solutions that include strategicconsulting, development interventions and specific assessments with Executive Coaching.

Establish a foundation

Standardization

Low Process Maturity

Ad hoc processes, constantly reinvented & often seem chaotic

• Acquiring Talent

w/o Job

Descriptions

• Managing training

w/o individual

development

plans

Improve competitive edge for the organisation

• Individual

Development

Planning

• Leadership

Coaching

Intervention

• Manpower

Planning

• Organisation

Structuring

• Performance &

Potential

Measuring

• Competency

Mapping

• Succession

Planning

• Talent

Management

Status

High Process MaturityImproved Process Maturity

Processes

Processes Health Check, Employees’ Engagement Study

Building Key

Processes &

Practices

Productivity &

Best Practice

building for

Standardization

Best in Breed Practices

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Some Offering …I. Start with a detailed process health

check

II. Build frame work for OrganisationStructuring

III. Policy with process for WorkforcePlanning

IV. Lay out the policy and process forTalent Acquisition (Hiring)

V. Competency Framework Development

VI. Talent Retention processes

VII. Performance Measuring System

VIII. Succession Planning

IX. Individual Development Planning

X. Leadership Coaching

PLANAssess, Define, & Build

IMPLEMENTCommunicate & Commit

SUSTAINReinforce & Measure

Communication – Learning - Reinforcement

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Health Check …

I. The detailing for a Health Check wouldinvolve

i.Understand the business strategy, ii.Identify the formal and informal stake holders across the levels,iii.Interview key performers and stakeholders, iv.Designing the structured questionnaire,v.Administer the questionnaire,vi.Collate the relevant material and facts,vii.Analyze the dataviii.Develop a detailed implementation strategy andix.Finally, report out with the next steps that the organisation should follow through on

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Organisation Structuring …

II. An Organisation Structuring exerciseinvolves

i.Understand the business strategy, ii.Study the industry specifics,iii.Develop the model template for the core functions,iv.Designing the structure,v.Build scalabilityvi.Define core job description templatesvii.Assemble the dataviii.Develop the detailed implementation strategy ix.Determine frequency of validation andx.Finally, report out with the documentation to follow through

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Workforce Planning …

III. The detailing for a Workforce Planningsystem would involve

i.Demand Management - demand is identified and made measurable by key data. ii.Plan for gender, cultural and religious diversity, iii.Forecast work orders to help plan the number and skills of technical members that will be needed. iv.Workforce Scheduler - uses predefined rules to optimize the schedule and use of resourcesv.Workforce Dispatcher - assigning work orders within predefined zones to particular technicians vi.Communicate on real time basisvii.Finally, report out with the documentation to follow through

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Talent Acquisition …

IV. A Talent Acquisition system involves

i.Workflow based on Workforce planning,ii.Requisitioning of requirement, iii.Sourcing methods,iv.Specific functional competency based interviewing,v.Candidates verification process,vi.Managing compensation fitmentvii.Negotiation and Offer letterviii.The pre joining and joining process,ix.Finally, the documentation to follow through on the system

Note : Training & Certification for Competency based interviewing can be run separately as an intervention if the client so desires, at an investment.

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Competency Development …

V. Competency Framework Developmentdetailing would involve

i.Understand business strategy, ii.Interview key performers and iii.Interview key stakeholders, iv.Examples of effective and ineffective behavior related to job are collected from people with knowledge of job.,v.Developing a model with behaviorally anchored rating scales (BARS*),vi.Reclassify the incidents vii.Convert these behaviors in to performance dimensionsviii.Test and validate the model ix.Developing a detailed implementation strategy x.Finally, report out including next steps that the organisation should follow through on

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Talent Retention …

VI. The Talent Retention & AttritionManagement system includes

i.Understanding the attrition issue

ii.The pre joining workflow

iii.The on boarding process

iv.The cost of attrition

v.Retention management & control

vi.Engagement challenges

vii.The (EWS) Early Warning System

Note : Training & Certification with coaching on the Early Warning System can be run separately as an intervention if the client so desires, at an investment.

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Productivity Improvement …VII. The design of a Performance

Management system would involvei.Understanding the organisational performance measurement maturity,ii.Design the process to evolve from a subjective (person dependant) system to an objective (result focused), transparent system,iii.Setting up the organisation, function and individual performance target setting systemiv.Setting up the frequency of monitoring, measuring and reviewing performancev.Linkage to managing Reward & Recognitionvi.Finally, the documentation to follow through on the system

Note : Coaching leadership to effectively deliver feedback is run as a separate intervention. Back to list

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Succession Planning …

VIII. The design of a Succession Planningsystem requires

i.Demand Management -measurable by key data,

ii.The design of the Organisation’s Human Resource Planning,

iii.People and position tracking,

iv.The “What & How” framework,

v.The frequency of review

vi.Finally, report out with the system documentation to follow through for future implementation

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Individual Development Plan …

IX. The system of an IndividualDevelopment Planning cycle includes

i.Methods of engagement in evaluation of individual knowledge, skills and competencies,ii.Direct and transparent discussion about performance, potential and career goals iii.It’s alignment with the Organisation’s Human Resource Plan … People and position tracking,iv.The “What & How” framework for the individual’s development processv.The frequency of review and vi.Finally, report out with the system documentation to follow through for future implementation

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Our Offering … continued

X. Leadership Coaching

Our passion for Leadership Coachingmakes Bomi bring in specialisedcompetencies, taking the client’sleadership through building behavioralprocess maturity as well as theoraganisation’s individual leadershipcompetencies at it’s apex level. Bomi’sCoaching interventions includeExecutive Coaching, Career Coaching,and Life Coaching using theNeuroLeadership Model of ResultsCoaching Systems (Australia).

He has extensive experience in usingvarious psychometric tools (such asMBTI, 360 degrees and DISC) and is aLife member of the National HRDNetwork for the past 15 years.

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1. Our vision, mission & values

2. What exactly do we do?

3. Demonstrated RoI

4. People profile we’ve dealt with

5. The team

Content

Called by Dell in April 2005 to set up

HR Generalist function across India

Created employees’ Retention Blue

Book with controls, saving US$ 1.3

billion per annum, that became Global

Standard acknowledged by Dell’s

Leaders across EMEA, APAC and

India

Global Lead for Agents’ Certification

Programme at Dell for Contact

Centers World Wide … created the

framework, trained the trainers to run

the Certification Programme with

potential savings of US$ 28 million per

annum

APJ Regional Lead for Business

Continuity & Recovery Planning.

Operations Auditor for the Dell –

Malaysia (Mfg. facility) besides the

four sites across India

Demonstrated Return on Investment

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Recalled by the Reliance Group in

June 2007

Set up systems & controls at

Reliance Life Sciences leading to

Saving employee costs by 33%,

Increased headcount from 783 in

July 2007 to 1306 by March 2008

with 52% post graduates & PhDs

… instrumental in more than

double the turn over in the

following year

Rs.78 Cr. revenue FY’07 – ’08

Rs.207Cr. revenue FY’08 – ‘09

Demonstrated Return on Investment

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1. Our vision, mission & values

2. What exactly do we do?

3. Demonstrated RoI

4. People profile we’ve dealt with

5. The team

Content

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People profile … Over the last eighteen years, Bomi has been

a mentor to

The CEO of an Office Automation

Company

Managing Committee of an Imaging

Systems Company

Executive Director of a Software

Development Company

Presidents of Oil & Gas, Agrotech,

Infrastructure and Cellular divisions

Managing Director of a Software Systems

Company

a coach with 1200 plus hours for

A Bio Pharma CEO from Germany and

Another Bio Pharma CEO in UK

Two CEOs in Clinical Research &

Semiconductor in USA,

Two Presidents of Solar, Health Care & Bio

fuels businesses

He’s worked with the Senior Management

Teams from nationalities across the globe,

including China, Singapore, Malaysia,

Philippines and Australia.

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The International CoheChangeNetwork : A body of InternationalLeadership Consulting & Coaching is aGlobal group of Coaches, Trainers andConsultants with a background inintercultural environments acrossmany parts of the globe.

Bomi was the only Indian figure in thisGlobal Group till 2013 with membersfrom United States, United Kingdom,France, Italy, Germany, Belguim,Switzerland, Czech Republic,Gautemala and South Africa.

Our International Connections …

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Our Friends & Advisors

Dr. John C Beck – Dean at Globis

University, Tokyo, Japan. President

at North Star Leadership Group.

CEO at The Attention Company

Frank Flynn – Head of

Organizational Behavior at the

Graduate School of Business at

Stanford University

Romi Malhotra – Serial

entrepreneur and ex Managing

Director of Dell International

Services in India. Founder & CEO at

Dominion CXO Forum and

Leadership Development, now MD

of Linkage Inc., in India

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A few of our Customers & Consultancy Assignments

HR Strategic Planning + OrganisationStructuring as well as Key Talent Acquisition and Management System for Veling Aircraft Parts and Components (VAPAC) in Dubai

Set Up Training, Learning & Development function @ JW Marriott's (Dusit Group) of Hotels – Dubai

Identified causes, Strategized and Initiated specific OD interventions @ Four Seasons Hotel – London

System on Managing Attrition@ Dell

Health Check (employee engagement survey), Organization Structuring, Revamping their Compensation Structure and introducing a Succession Planning System @ Convonix (Internet Marketing Company)

Confidential

Just some of the programs / workshops conducted by our key facilitator include

@ Greaves Cotton – Finance for Non Finance & around 20 MDPs

@ Eicher – 16 programs on Basics of TQM & 12 others on TQM

@ Modi Group – 18 workshops on Leadership through Quality

@ IDM (HCL Group) – 6 workshops on Business Process Reengineering

@ (RPG) Searle – 18 workshops on Performance Management, Succession Planning

@ Reliance Industries – 60 workshops on Performance Management, communications & MDPs

@ Ducet – 6 workshops on Customer Interface

@ Dell – approximately 48 Workshops on Managing Attrition, 3 workshops on

Succession Planning & 12 workshops on Industrial Relations

@ Reliance Life Sciences – more than 20 MDPs

@ Monster.com – Strategic Leadership Workshop

@ BHEL – “Dealing with Ambiguity” for their top line management team

@ TNT – 3 workshops on MDP

These does not include other programs that he has conducted on various other

platforms like CII, Randstad India, NHRD, NIPM, Etc

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Programs / workshops conducted include …

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1. Our vision, mission & values

2. What exactly do we do?

3. Demonstrated RoI

4. People profile we’ve dealt with

5. The team

Content

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The TeamThe Company’s started by Bomi Manekshaw

28 years corporate experience

Past President HR @ Cadila

Pharmaceuticals

Previously Group HR Head – Reliance Life

Sciences

Prior to that National Director – HR

Generalist for Dell International Services

Has been Head of HR for more than 45

industry verticals including Heavy Engineering,

Infrastructure,

Automotive,

Oil & Gas,

Coal Bed Methane,

Petroleum,

Agrochemicals,

Bio fuel,

Bio Pharma,

Pharmaceuticals,

Clinical Research,

Healthcare,

Insurance,

Office Automation,

Telecom (cellular & fixed lines),

IT (software & hardware) plus ITeS,

Solar,

Semiconductor and several others

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The TeamBomi is …

A Graduate in Psychology from

University of Bombay.

A Masters’ in Organisational Behavior

from Independence, Missouri – USA,

A Post Grad. in Training and

Development and

A Bachelor of General Law from

University of Bombay.

Currently an International Coaching

Federation coach Certified by Results

Coaching Systems (Australia)

BUT ABOVE ALL …

Over the last decade plus, he’s been a

coach to CEOs from USA, Germany

as well as UK. He has worked with the

Senior Management from across a

very wide range of nationalities

worldwide, including Singapore,

China, Malaysia, Philippines and

Australia.

THANK YOU