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• Loyalty intent;
While the above dimensions are a starting point, the specific and relevant
dimensions as well as the areas under each dimensions to be studied in an
organization are finalized based on a rigorous research process that
encompasses the organization’s needs as well as employees expectations and
experiences.
3.0 Methodology:
Initial Sensing:
Organization’s needs,
People’s experiences &
expectations
Questionnaire Customization
Data Collection
Blueprint
The ‘initial sensing’ phase is a rigorous qualitative process with the objective
of developing a customized questionnaire.
• In the first stage, Ma Foi consultants will have discussions with key
executives of the organization. The objective would be to understand the
organization in terms of its businesses, its goals and various aspects
related to employees.
A findings report will be prepared based on the above. This report will be the
basis for customizing the questionnaire.
The findings from the above will be the basis for questionnaire development.
Specifically, the issues will be converted into positive statements with a five-
point scale ranging from strongly agree – strongly disagree.
In addition, the questionnaire design will ensure continuity with any similar
studies conducted in the past. Specifically, all the critical statements asked in
the earlier studies will be included in the questionnaire.
Typically, the questionnaire will comprise about sixty statement spread over
six to seven dimensions. There will be a demographics section to capture
employee’s level, location, function and such others. The questionnaire design
will ensure confidentiality of employees’ responses.
All employees numbering approximately 350 across Pune will be targeted for
coverage.
The data collection can be done through the electronic as well as the paper-
pen method.
The following are the essential steps in preparation for data collection through
the electronic method:
• Personalized letter from the CEO/MD detailing the objectives of the study,
Ma Foi’s involvement and assuring confidentiality.
• Questionnaire testing.
The following will be the process to complete the data collection through
paper pen method:
• Personalized letter from the CEO/MD detailing the objectives of the study,
Ma Foi’s involvement and assuring confidentiality.
• Employees taking part in the survey will be divided into groups of 25 each
on a one hour slot to finish the questionnaire.
• These boxes will be taken by the Ma Foi consultants to their office every
evening.
The data analysis is a rigorous process with the help of time-tested statistical
techniques. The following will be outputs as a result of the data analyses:
All the above analyses will be done separately for workmen and executives.
The findings will be collated and sent across to key executives of Kalyani
Lemmerz for familiarization with the findings. A presentation will need to be
organized a week thereafter where senior Ma Foi consultants would discuss
the implications of the findings, based on its past experience and in the
perspective of organization’s needs.
The blueprint will detail the key strengths of the organization that needs to be
consolidated and key action areas that will enhance employees’ engagement.
These would be organization-wide and wherever relevant, specific to a
department or a workgroup.
• Thomas Cook
• WNS Global
• Tata Honeywell
• DHL, UAE and Bahrain
• ENOC Group, Dubai
• DIFX, Dubai
• Mphasis
• JCB
• Addison
• SKF
• OWSC, Muscat
• Nations Trust Bank, Colombo
• Hatton National Bank, Colombo
• Infinite Computer Solutions
• Syntel
• Amrit Fields
• Bonfiglioli
• Vodaphone
4. Years of Experience: 14
Key Qualifications:
Ma Foi (‘my trust’, in French) has within a decade of its existence grown to be
one of the country’s most renowned integrated HR services company, with a
core team of over 400 professionals bringing diversity in background and
domains of experience.
Ma Foi’s quest for installation of quality processes in all its services led it to
model its quality system consistent with ISO 9001 standards. It was awarded
the ISO 9001 certificate in 2000. It is also aware that such certification is a
beginning in the quality journey rather than the pinnacle, and focuses on on-
going review and improvement of its processes.
1. A belief that there is great value in our Indian-ness. A key learning for us
from the Indian systems of knowledge is the ability to see holism in
whatever we do. Thus, when we work on a consulting assignment with an
organization we first see it as a whole and subsequently as interrelated
parts.
Govind Viswanathan
Consultant HRC