4Front

We help organizations to set up and scale up workforce practices and processes. Based on diagnostic studies of existing practices and benchmarking of best practices, we create an environment of and enabling systems to enhance workforce productivity.
Studies indicate that the key challenges facing organizations on Talent quality are as follows:

Challenge #1 : Loss in manpower on account of attrition, inconsistent talent quality because of non standardized recruitment processes, business and cost pressures impacting quality of induction. This results in Manpower gaps, Skill gaps, delays in deployment and rising costs; ultimately impacting productivity and business results.

Challenge #2 : No time to skill or coach frontline, Short supply of good facilitators or mentors, communication loss in an organizational hierarchy. A dispersed and changing workforce further compounds the problem. The outcomes manifest itself in lack of alignment, lack of responsiveness. Furthermore the Execution arm is distanced from the strategic decision makers leading to messaging gaps, and affecting quality of implementation.

The need is to understand Talent Insights and leverage the same in Talent Strategy – much in the same way Consumer Insights are leveraged to build a Brand Strategy. Conversations to continually improve and standardize Work Practices will help the talent remain relevant and connected. Building Competencies along a future timeline and enabling Performance, that is both collective and collaborative. 4Front collaborates to offer customized solutions in these areas.

Talent Insights

Understanding Employees and making them a part of the Business Strategy process, can become a key catalyst for organizational change. The 3 fronts of insight mining are - Structural effectiveness, Talent Effectiveness and Training Effectiveness. The process involves Diagnostic Studies and leveraging Immersion techniques to understand existing issues and bottlenecks. Talent Strategy recommendations are based on both conversations and analytics.

Structure 360 degrees

Conversations with Role Holders, Internal and External stakeholders to understand and assess structural effectiveness; and recommend structural & cultural shifts to streamline operations. Leveraging RACI methodology to clarify roles and streamline process accountabilities. Assess structural efficiencies along cost dimensions.

Frontline Effectiveness Work Study

Observation of frontline work processess to assess workforce agility, alignment and capabilities and their business impact. Recommend work practice and role shifts to impact productivity. Recommend solutions for talent acquisition, talent re-organization and skilling.

Training Needs Assessment

Based on observation of existing work practices, processes and the current organizational training infrastructure. The issue analysis process aims to identify gaps and prioritize action areas that would improve productivity and yield results.

B-Right Competencies

While the 5-year business plans are well articulated, the requisite skill sets to achieve these business goals are often not revisited, and sometimes even left unstated. Needless to say, given the dynamics of the business needs and the changing Talent Environment, often a gap is created between expectations and deliveries, thereby impacting business results and growth plans. 4 Front focuses on identifying and building the right skill sets for the Business, leveraging the B-Right competency framework methodology. This not only considers the existing work context but also factors in future growth strategies.

Competency Framework Design

Aligning competencies to business goals for developing talent with capabilities to manage future challenges. Applying the B-Right framework and leveraging Behaviorally Anchored Rating Scale to measure expectation shifts over time.

Competency Assessment

Measuring competencies of the current talent group leveraging psychometric tools and the B-Right framework for talent acquisition, potential development and succession planning. Can be leveraged for Assessment/ Development Centers.

Development Planning Conversations

With role shifts and changing expectations, Development Planning has become central to the Talent Development process. Setting up processes for managing Talent development and expectations, based on a Series of Conversations; and aligning the same to business goals. Can be leveraged for career management.

Collaborative Performance

Focusing on individual performance yields superior results; focusing on collective performance that is collaborative yields superior results that are sustainable. It helps build organizations on collective efforts, aiming to improve the overall talent quality over a period of time. 4 Front Collaborative Performance Systems involve the assessment of roles, processes and systems and their impact on organizational goals. It also includes designing objective setting and performance management processes and frameworks; integrated with developmental planning to create a high performance culture.

Performance Management Systems

Setting objectives and measures in a collaborative workshop, enabling team alignment across levels and functions; thereby ensuring organizational alignment.

Frontline Motivation

Formulating a complete reward and recognition plan which includes incentive planning and engagement interventions that drive superior levels of collaborative performance.

Performance Culture

Feedback and developmental conversations that trigger innovation and team collaboration. Team performance and motivation is closely linked to their ability to innovate new ways and means of achieving superior results.