Transformational HR Initiatives

Transformational HR initiatives are activities that drive organisation-wide change. They are targeted to meet external competitiveness as well as to develop the right values and culture, in order to create a committed workforce which is the foundation for building an enduring institution.



  • Developing a Leadership Pipeline

  • Succession Planning

  • IT Based HRMS

  • Culture Audit

  • Competency Based Management

  • Visioning

  • Executive Coaching



​Organizational culture is defined as the underlying beliefs and assumptions that contribute to the unique social and psychological environment of an organization. Organizational culture influences the way people and groups interact with each other, with clients and other stakeholders. Culture is important because it drives decisions, actions, and ultimately the overall performance of the organization. Understanding an organization's culture helps to determine why organizations do what they do and achieve what they achieve. Culture is the softer side of an organization and substantially impacts the harder side, such as financial outcomes. While the benefits of a positive workplace culture are aplenty, negative culture can have a debilitating impact. Poor workplace culture is generally characterized by employee negativity, underachievement, low levels of trust, high turnover and poor service. Also, while the culture may appear strong, it may not support business goals.

In the service sector, such as health care, a culture audit helps determine the overall working environment, especially from the perspective of service quality. It assesses an organization's cultural characteristics to determine whether they hinder or support its Service Vision. Organizations would do well to undertake a culture audit that serves to set course corrections and improve day-to-day operations in order to achieve multiple objectives.


Organizations that enjoy enduring success have core values and a core purpose that remain fixed while their business strategies continuously adapt to the changing world. Premier institutions are able to renew themselves and achieve superior long-term performance because they know how to preserve the core even while stimulating growth. A Vision provides guidance about what should be preserved and what needs to change for progress. A well-conceived Vision consists of two major components – the core ideology and the envisioned future. The core ideology defines what the enterprise stands for and why it exists. The envisioned future is what they aspire to become and to achieve. Visioning is an interactive and intellectual exercise that enables an organization to determine its Core Purpose,
Vision and Mission Levers. It aligns individual actions to the
objectives of the enterprise.