About Us
Our story
Founded in 2010, Synergies Business Solutions (PVT) Ltd has been successfully delivering professional Business Consultancy services and conducting Staff Training for diverse organizations across many industries since its inception. We pitch our services mainly to the SMEs in all sectors, while being open to serving organizations of any scale. We are specialized in providing Professional Business Consultancy services, Streamlining of HR Systems, Employee Training and Tailor made Software Solutions.
- Employee Training
- Streamlining HR Systems
- HR Projects
- Tailor made Business Software Solutions, Designing of Corporate Web Sites
- Management Consultancy (Supply Chain, Production, Marketing, Finance and ISO)
All our Business Solutions can be obtained under one roof and are delivered in an innovative and cost effective manner, which in turn will help you achieve your Corporate Goals.
The Company is run by qualified and experienced consultants backed by a panel of professionals with expertise in diverse areas.
Our vision
To be the best Business Solution Provider, Consulting and Training Services Partner to our clients for transforming their businesses on their way towards sustainability and business excellence.
Our mission
- Deliver realistic, cost effective and result oriented Services for Business Development Including Performance Enhancement and Continuous growth for our clients
- Enable our clients with skills and expertise that helps to ensure that they are self-sufficient and can sustain the results of our services
- Focus on highest quality and attention to detail in all our services
- Thoroughly understand client needs and customize our services to meet the same
Our values
- We are passionate about providing quality, timely and excellent services to our clients
- We Listen to, respect, and value views of our clients
- We demonstrate integrity in all our dealings
- We are accountable for all our actions
- We work towards constant development of our capabilities and talents
Who we Are
Synergies Business Solutions Private Limited was incorporated as a Private Limited Company in 2010. The Registered Office and Corporate Offices are located in Colombo.
Synergies brings expertise in many facets of HR & Management disciplines including professional business education , corporate training whilst specializing on Organization Design and Strategic HR transformation and interventions . Synergies specializes in building capability in organizations by identifying and nurturing the sources of competitive advantage through its various HR services and products.
Company specializes in Design of Organization Structure, Identifying Value Creation Potential in Key Positions, Restructuring Manpower, Creating Business Strategy linked Leadership Competency Framework and Designing innovative methods to assess the identified competencies among employees, Design, Development and Conduct of Leadership Competency Learning Programs and Workouts, Identifying Professional Skills as applicable to an Organization and Evolving a Human Capital Value Index and a complete offering of Performance Measurement Process commencing from Performance Planning, Reviews to Appraisal.
Synergies has its own Organizational Development techniques and planning, Employee Engagement Survey Methodology. Development of action plans for enhancing employee engagement through appreciative inquiry or a Large Scale Interactive Process (LSIP) through involvement of organizational key personnel and senior management.
Synergies contributes heavily for setting up entire HR architecture for Organizations which are emerging and growing rapidly. Synergy has well developed HR and key management Products and certification programs which can also be tailor-made to meet the needs of the client organization.
Synergies is a Pioneer of 360 Feedback in India. The multi-rater tool designed by Synergies is anchored on the research-based RSDQ model of leadership. This model has been used extensively in the Country by many leading business houses.
- 8000 + LEADERS & MANAGERS PROFILED
- 70000 + RESPONDENTS PARTICIPATED
- 300 LEADERSHIP WORKSHOPS
- 6 CERTIFICATE PROGRAMS
- 1500 + DEVELOPMENT DIALOGUES FOR FORMULATON OF INDIVIDUAL DEVELOPMENT PLANS
Such feedback from multiple sources provides a credible picture and can be used in the organization for:
- Leadership Development.
- Providing insights into the strengths and developmental areas of the participant in terms of their Behavioral Competencies, Leadership Styles, etc.
- Identification of developmental needs and preparing development plans more objectively.
- Enhancing role clarity and establishing increased accountability.
- Generating data for various personnel decisions like nominations to training programs (Provided it is decided initially that the feedback is not meant only for the individual alone but is also to be shared with the organization).
- Culture building
- Reinforcing other change management efforts (TQM, Customer focus, Customer satisfaction enhancing interventions, Quality enhancing and cost-reducing interventions, etc.)
- Aligning individual and group goals with organizational vision, values, and goals.
Synergies Expertise Lies In
- Designing customized 360 Degree Feedback instruments to cater to the unique needs of the Organization
- Facilitating 360 Degree Feedback based Leadership Development Workshops
- Individual Development Dialogues based on the 360 Degree Feedback to arrive at Individual Development Plans or IDPs
- Training Internal Facilitators to anchor the 360 Degree Feedback process internally
- Providing IT interface and support to help organizations institutionalize the 360 Degree process
- Readily available benchmark data industry-wise for Top and Senior Level Management
- 60 Degree Feedback and Performance Management Systems-Volume I (Dr. T V Rao, Dr. Raju Rao)
- 360 Degree Feedback and Performance Management Systems-Volume II (Dr. T V Rao, Dr. Raju Rao, Dr. Gopal Mahapatra, Nandini Chawla)
- 360 Degree Feedback and Assessment Development Centers-Volume III (Dr. T V Rao, Nandini Chawla)
- Life after 360 Degree Feedback and ADCs-Vol. IV (Dr. T V Rao, Dr. S Ramnarayan, Nandini Chawla)
- The power of 360 Degree Feedback (Dr. T V Rao, Dr. Raju Rao)
- Leadership Development for Organizational Effectiveness-Workbook for 360 Degree Feedback based on RSDQ Model (TVRLS)
- Handbook for Development Action Plans (TVRLS)
- User Manual for participants of the 360 Degree Club (TVRLS)
Standardized 360 Degree Feedback Online tools designed for
- Senior and Top Management
- HRD Professionals
- Non-Government Organizations (NGOs)
- Young Managers
- School/Institute Principals and Teachers
- 6. Individual and first-time users under ‘360 Degree Club
Assessment and Development Centers (ADCs) are centers set up by an organization for continuous assessment of the competencies required to perform current, future or higher-level roles. They involve simulation of ‘near to actual’ work situations, observation of individual reactions and identifying strengths and areas that need working upon.
ADCs use Multiple Assessors, Multiples Competencies & Multiple Exercises
Assessment Centers use trained Assessors or Observers normally chosen from within the Organization. They are trained through intensive ‘Assessor Training Workshops’ in ORCE-Observation, Recording, Classifying and Evaluating.
Assessment and Development Centers help organizations move towards a competency-based culture. They are increasingly used to identify top talent or fast trackers and develop leaders/competencies for the future. They provide the organization with valid data for Potential appraisal, Selection, Job Rotation, and Promotions. ADCs have become even more important in current conditions where opportunities for promotion are few and yet many individuals who perform their existing roles well need to be encouraged to see the future in terms of development without obvious promotion.
Synergies Expertise Lies In
- Identifying competencies required for managers across various levels
- Designing exercises and simulations for assessment (Including use of in house Psychometric tests)
- Designing the complete ADC (evaluation framework, competency tool matrix, ADC reports, etc.)
- Developing in-house Assessor capabilities
- Conducting ‘Assessor Refresher’ programs
- Conducting ‘Self Discovery’ and ‘Self Management’ workshops for the ADC participants
- Development Dialogues to formulate Individual Development Plans (IDPs)
- Institutionalizing the ADC process by way of a customized reference Manual
- Personal Effectiveness Scale
- Motivational Profile Scale
- My Beliefs Questionnaire (Interpersonal Trust)
- Work values Scale
- Internal External Locus of Control
- Leadership Style Inventory
- 360 Degree Feedback and Assessment Development Centers-Volume III (Dr. T V Rao, Nandini Chawla)
- Life after 360 Degree Feedback and ADCs-Vol. IV (Dr. T V Rao, Dr. S Ramnarayan, Nandini Chawla)
- Handbook for Development Action Plans (TVRLS)
- Hiring Right-Using Assessment Centers to Make the Right Selection Decision
This is a competency era. Organizations need to not only map and develop competencies required for managers to perform their current role well but also those required for future roles in the organization.
Competency mapping is the process of identifying the competencies required to perform successfully in a given job or role at a given point of time. It consists of breaking down a given role into its constituent tasks or activities and identifying the competencies (technical, managerial, behavioral, conceptual knowledge, attitudes, skills, etc.) needed to perform the same successfully.
Competency mapping is used as the basis for any competency assessment that can be done at a later stage. Competency assessment is the assessment of the extent to which an individual or a set of individuals possess the competencies required for a given role or level. The output of a comprehensive competency mapping of key positions is a role directory.
- 400 + ROLES MAPPED
- 27 CERTIFICATE PROGRAMS IN COMPETENCY MAPPING COVERING 735 PARTICIPANTS
- 20 IN-HOUSE TRAINING PROGRAMS
- 2 CERTIFICATE PROGRAMS IN SRILANKA IN COLLABORATION WITH CIPM
- MULTIPLE PROGRAMS CONDUCTED FOR LEADING BUSINESS SCHOOLS
- More Professionalism in the organization
- Better role to individual fitment
- Focused development of individuals by identifying and building their competencies
- Assessment gets extended to Individuals, Teams, and Organization and leads to the continuous development of the organization
- Improved internal communication
- Focused attention of people on Job-specific behavior’sand competencies
- Improved competencies of critical groups of managers by providing them insights into their competencies and developmental opportunities.
- Creation of a competency-based culture in the organization
Competency mapping can be used as a basis to further design and develop the following:
- A Human Resource Information System, highlighting basic qualifications, skill sets, and experience of all employees of the organization. The HRIS can help in monitoring manpower planning, recruitment, identification of training needs and other HRD interventions.
- A Role Directory containing job-descriptions, responsibility, authority, etc. Such a directory aims at helping the organization clarify roles and fix accountabilities.
- A Performance Management System by incorporating the competencies needed for various categories of jobs.
- A system for identifying training and development needs and training and a development plan that could be used annually.
- Competency Mapping outcomes can be used for succession planning through Assessment and Development Centers. It can also be used for Leadership Development by designing a 360 Degree Feedback tool using the competencies generated by the competency mapping exercise.
Synergies Expertise Lies In
- Handbook for Development Action Plans (TVRLS)
- Handbook of Behavior Indicators
- Competency Mapping Education Kit (TVRLS)
- Competency Models-Misleading And Mischievous
Start-ups rely on a flexible business culture. They need to be able to experiment, fail and get back on their feet fast. With business matters occupying the mind space of Leaders in today’s startup ecosystem, it can be difficult for entrepreneurs to spend time establishing a robust HR Strategy and systems.
While many Startups may not see the need for an exclusive HR department, it is an essential and valuable asset, especially if the organization is looking to grow. Seeding the philosophy of effective People Management early on will not only help the company be more organized when growth happens but will also help the startup attract high-quality talent.
TVRLS helps startups in articulating and formalizing their mission, vision, and values as this is the starting point for shaping the HR strategies and objectives for the future. We also help structure the HR department and provide support to help them hire the right people for the right job keeping focusing on the right skills, expertise, and education. This objective is achieved by ensuring that there are clear job descriptions and competency profiles for each role in the startup. Putting in place these building blocks will help the Startup achieve its goals faster and at the same time help develop a ‘Competency-Based’ organization.
Synergies Expertise Lies In
- ARTICULATING VISION & VALUES
- FORMULATING ORGANIZATION STRUCTURE
- COMPETENCY MAPPING
- COACHING
- RECRUITMENT & SELECTION
- ONBOARDING PROCESS
- PERFORMANCE MANAGEMENT
- EMPLOYEE ENGAGEMENT
- HRD Missionary (Dr. T.V.Rao)
Coaching is unique Self-Directed learning that is solution-focused. The elements of positive feedback, learning, focus on strengths and growth, help in moving the coachee towards positive results. It is a structured process that ensures that the coachee stays on track and progresses towards his or her desired outcomes
This one-to-one interaction between a coach and an executive is a powerful tool to enhance the executives potential-both on the job and at a personal level. This is done through a series of structured dialogues, held at regular intervals. An executive coach is a qualified professional that works with individuals to help them gain self-awareness, clarify goals, achieve their development objectives, unlock their potential, and act as a sounding board.
Most organizations today follow the 70:20:10 principle for leadership development. 70% of the development is based on action on the job, structured experiences (assignments, projects, job rotation, etc.), 20 % is based on coaching/dialogues and 10 % is based on classroom education.
Synergies Expertise Lies In
- Certified Coaches who have rich experience of working with CEOs and as Executive Coaches
- Use of a Personal Profile and other worksheets as a part of preparation and pre-work by the Coachee.
- Use of a variety of In-house tools and methodologies such as 360-degree feedback, Assessment & Development Center reports and psychological assessments to guide the coaching relationship.
SESSION | COACHING CONVERSATION 1 | COACHING CONVERSATION 2 | COACHING CONVERSATION 3-9 | COACHING CONVERSATION 10 |
Outcomes | Establishing the Coaching engagement | Goal setting (Primary and secondary Goals) | Ongoing Coaching Sessions | Celebrating Success |
Coverage | · Overview of coaching · Setting Expectations · Confidentiality | · Identifying Strategies and actions | · Achieving goals by executing one strategy at a time · Review of actions · Exploring new actions to be included · Ensuring progress and accountability | · Reviewing new habits · Breakthroughs · Maintenance of new habits · Support needed going forward |
- Better leadership impact leading to more satisfied and motivated executives and teams that they lead.
- Behavior improvements like better listening, increased productivity, work-life balance, time management, delegation, better utilization of the competencies of others and the creation of a more healthy and motivating climate in the region or area of activity.\
The Human Resource Function plays a key role in business success and improved organizational performance. Yet, many organizations hold a perception that the HR function either has fallen short of expectations or is not very clear of its role. Hence, a thorough evaluation of the HR function is imperative both to rejuvenate it and to make it more business-driven. The HRD audit makes such an evaluation possible. It examines the adequacy and appropriateness of the existing HRD systems, structures, styles, culture and competencies. It goes a step further and ascertains whether the HRD structure and systems are aligned with the current goals and strategy of the organization or not.
The HRD SCORECARD 2500TM is an innovative tool designed by Prof. Rao (Chairman of TVRLS) to assesses the maturity level of HR Systems in an organization. It assigns a four-letter rating to grade four critical dimensions of HRD, which are vital contributors to organizational performance:
- HRD systems maturity
- HRD competencies
- HRD culture and values
- HRD linkages to business goals.
The scores obtained in the scorecard can be used to further benchmark the maturity level of the HRD function in the organization.
TVRLS helps organizations develop futuristic HRD Plan to support the business. A variety of methodologies like Interviews, Questionnaires, Observations, Analysis of records, Workshops, etc. are used. TVRLS provides both the framework and a detailed methodology of HRD audit so as to enable corporations to conduct an internal audit of their HR functions themselves.
- COMPREHENSIVE AUDIT UNDERTAKEN FOR CLOSE TO 40 ORGANISATIONS
- 317 + PROFESSIONALS TRAINED IN
- 20 IN-HOUSE TRAINING PROGRAMS
- HRD AUDIT THROUGH 9 OPEN AND CERTIFICATE PROGRAMS IN INDIA AND 8 CERTIFICATE PROGRAMS CONDUCTED INTERNATIONALLY
Synergies Expertise Lies In
- Well researched and tested ‘HRD Score Card’ (Has also been published as a book)
- Use of specialized instruments and methods
- Providing a detailed action plan to improve performance through HR processes, future HRD needs, and strategies to achieve business goals
- Providing Benchmark data where ever possible
- HRD Score Card 2500TM (Dr. T.V.Rao)
- HRD Audit (Dr. T.V.Rao)
TVRLS is a Pioneer of 360 Feedback in India. The multi-rater tool designed by TVRLS is anchored on the research-based RSDQ model of leadership. This model has been used extensively in the Country by many leading business houses.
- 8000 + LEADERS & MANAGERS PROFILED
- 70000 + RESPONDENTS PARTICIPATED
- 300 LEADERSHIP WORKSHOPS
- 6 CERTIFICATE PROGRAMS
- 1500 + DEVELOPMENT DIALOGUES FOR FORMULATON OF INDIVIDUAL DEVELOPMENT PLANS
- Leadership Development.
- Providing insights into the strengths and developmental areas of the participant in terms of their Behavioral Competencies, Leadership Styles, etc.
- Identification of developmental needs and preparing development plans more objectively.
- Enhancing role clarity and establishing increased accountability.
- Generating data for various personnel decisions like nominations to training programs (Provided it is decided initially that the feedback is not meant only for the individual alone but is also to be shared with the organization).
- Culture building
- Reinforcing other change management efforts (TQM, Customer focus, Customer satisfaction enhancing interventions, Quality enhancing and cost-reducing interventions, etc.)
- Aligning individual and group goals with organizational vision, values, and goals.
Synergies Expertise Lies In
- Designing customized 360 Degree Feedback instruments to cater to the unique needs of the Organization
- Facilitating 360 Degree Feedback based Leadership Development Workshops
- Individual Development Dialogues based on the 360 Degree Feedback to arrive at Individual Development Plans or IDPs
- Training Internal Facilitators to anchor the 360 Degree Feedback process internally
- Providing IT interface and support to help organizations institutionalize the 360 Degree process
- Readily available benchmark data industry-wise for Top and Senior Level Management
- 60 Degree Feedback and Performance Management Systems-Volume I (Dr. T V Rao, Dr. Raju Rao)
- 360 Degree Feedback and Performance Management Systems-Volume II (Dr. T V Rao, Dr. Raju Rao, Dr. Gopal Mahapatra, Nandini Chawla)
- 360 Degree Feedback and Assessment Development Centers-Volume III (Dr. T V Rao, Nandini Chawla)
- Life after 360 Degree Feedback and ADCs-Vol. IV (Dr. T V Rao, Dr. S Ramnarayan, Nandini Chawla)
- The power of 360 Degree Feedback (Dr. T V Rao, Dr. Raju Rao)
- Leadership Development for Organizational Effectiveness-Workbook for 360 Degree Feedback based on RSDQ Model (TVRLS)
- Handbook for Development Action Plans (TVRLS)
- User Manual for participants of the 360 Degree Club (TVRLS)
- Senior and Top Management
- HRD Professionals
- Non-Government Organizations (NGOs)
- Young Managers
- School/Institute Principals and Teachers
- Individual and first-time users under ‘360 Degree Club’
A well-designed and well-implemented Performance Management System is the backbone of successful organizations. A good PMS maximizes the human potential of employees through structured feedback and continuous improvement. TVRLS has worked extensively in the area of Performance Management System (PMS). The scope of the assignments includes designing and implementing a new PMS from scratch in an organization, modifying the existing PMS and conducting workshops to help employees adopt the right philosophy of PMS. TVRLS has also conducted ‘Train the Trainer’ workshops for its clients and has offered certificate programs on PMS to HR professionals of various prestigious organizations, from across the country. The books written by Prof. Rao on PMS are used extensively as reference material in many B schools and in the industry as well.
Synergies Expertise Lies In
- Conducting Action-oriented workshops for Line Managers on ‘Performance Management Systems’ with focus on effective Goal Setting
- Creating a customized Performance Management Systems manual
- Conducting ‘Train The Trainer’ workshops for internal facilitation of future PMS or Goal setting workshops
- Integration of Best Practices and use of internal task forces for evolving a good Performance Management System
- Designing development-oriented Performance Management Systems
- Evaluating the effectiveness of an existing Performance Management System using in-depth diagnostic discussions
- Designing and implementing 360-degree appraisal systems
- Designing performance monitoring systems
- Performance counseling, coaching, mentoring and feedback
- Conducting visioning workshop (A workshop aimed at evolving, fine-tuning or redefining the vision, mission, and values of an organization)
- 373 + ADCs
- 5134 + PARTICIPANTS
- 26 ASSESSOR TRAINING WORKSHOPS
- 416 ASSESSORS TRAINED
- 22 CERTIFICATE PROGRAMS
- 9 WORKSHOP ON DEMYSTIFYING ADCs
- Performance Management Skills workbook (Dr. T.V.Rao & Nandini Chawla)
- Handbook for Development Action Plans (TVRLS)
- Performance Management-Towards Organizational Excellence (Dr. T.V.Rao)
- Hurconomics-Making the HRD Missionary Business Driven (Dr. T.V.Rao)
- 360 Degree Feedback and Performance Management Systems-Volume I (Dr. T V Rao, Dr. Raju Rao)
- 360 Degree Feedback and Performance Management Systems-Volume II (Dr. T V Rao, Dr. Raju Rao, Dr. Gopal Mahapatra, Nandini Chawla)
- Performance Managemnt System-Poison or Nectar
- Ability tests
- Personality Inventories
- Interest Inventories
- Tests of Motivation and Attitude
- Projective Techniques (TAT)
- Organisation Climate Survey
- Employee Satisfaction/Engagement Survey etc
- An 80 item questionnaire having items pertaining to 4 personal effectiveness dimensions (Exploratory orientation, Self-disclosure, openness to feedback and Sensitivity, etc.). /li>
- It indicates the extent to which an individual is inclined on various parameters of personal effectiveness. /li>
- It helps an individual to know more about him/herself and to build upon the weak areas./li>
- A simple scale with 35 items
- Indicates the relative intensity of seven motives such as achievement, affiliation, control, dependency, etc.
- It gives an indication of the more preferred motive and the less preferred motive in an individual.
- A 70 item questionnaire
- It assesses the degree of trust and well as the tendency of an individual to be trustworthy.
- It gives an indication of one's attitude to a variety of situations as well as towards other people
- The score is a measure of how strong an individual is on interpersonal trust and trustworthiness.
- A 72 item questionnaire, it revolves around items related to work
- It indicates the importance given to nine work values and the relative importance of expected work outcomes for an individual
- This 54 item scale assesses the extent to which an individual’s thoughts, opinions, beliefs are external oriented or internal oriented.
- It also shares the degree of internality and externality
- This 18 item inventory is based on a forced distribution scale.
- 10 work-related situations are shared and the individual has to allocate 6 points between each of the three possible outcomes for each situation.
- An additional 8 items in the inventory revolve around the likely impact of the individual’s leadership style
Synergies Expertise Lies In
- Administering and facilitating psychometric instruments like MBTI, BIRO-P, TAT, etc.
- Designing aptitude and knowledge tests
- Conducting debriefing workshops to help participants interpret their scores on various TVRLS psychometric tests
