PERCON

The Strategic Interventionists

PERCON facilitates client organisations to instill the required approach and methods of work by amalgamating and blending the principles of OD and TQM.

PERCON embarks on transforming client organisations to assist them to achieve a sustainable contemporary competitive advantage, with the help of going to the roots of issues and involving the teams within the organisation to benchmark, to evolve and to go up the value chain. 

Our Featured Product

Morphing

Morphing

Our primary product is called Morphing. It is the Synthesis Of Competencies And Methods Leading To Contemporary Competitive Advantage (CCA) and Retention.

Steps Involved

  • Clarify Objectives
  • Lay Down Systems
  • Prepare Attitudes For Implementation
  • Nurture Values To Sustain

  • About Us

    A start up organisation in 1988,  traversed through qualitatively varying and many an organisational interface over the last so many years, adding value to its expertise and skills in diagnosing organisational issues and carrying out transformation interventions.

    Promoted by an alumnus of the TISS,  has impelled experts from various walks of life to become associates and fulfil the customised needs of its clients.Transformation or ‘morphing’ as the technique is now referred to, is being even more precisely contextual in the recent years;  has been able to assist numerous organisations in coping with ‘Change’ through this technique.

    What we do

    Primarily, today the focus is on building compatibility between behaviour and methods of work to gain a ‘contemporary competitive advantage’.

    PERCON assists organisations to channelise their resources in achieving a ‘contemporary competitive advantage’ through morphing.

    PERCON assists in bringing about change through its principal product MORPHING and if required by seeking the assistance of its complementary products.

    Our Journey

    PERCON was originally conceived to provide assistance to organisations in industry or outside industry, in all matters, where people issues were involved. The spectrum was wide but the scope was limited in the late eighties (1988), when the venture was embarked upon. Organisations hired consultants in the people domain, only when they needed assistance in litigations or in strengthening the legal formidability or perhaps in sourcing and providing manpower.

    We at PERCON therefore, started targeting organisations, which were in the formative stages – irrespective of history or size and sought assignments that helped them in codifying their HR Norms and Procedures – a help they could 

    not acquire in-house through inexpensive HR professionals who were more of trouble-shooters. This helped us to gain an insight into training needs and requirements of manpower. We dabbled with both, as additional things to do, but later preferred to keep out of sourcing and placing people for strategic reasons.

    Training was assuming greater importance as the market opened up and PERCON did a fairly commendable job, leaving indelible marks in organisations small…and big, while work for HR methods and their codification continued. However successful the training sessions were, the content did not find its implementation at work over a period of time, for organisations were not open to follow-up

     programmes. They looked for immediate gratification and the hype that it left to be with the ‘Jones’s’

    We kept looking for something that was more sustainable, while competition for everyone intensified and the ultimate key word was ‘Competitive Advantage’. By then Dave Ulrich’s ‘Organisational Capability’, Kaplan & Norton’s ‘The Balanced Scorecard’ and Marcus Buckingham’s ‘First Break All the Rules’ had opened the flood-gates to novel thought processes about organisations in race. We at  were inspired to address the deliverables in a different way.

    Transformation was the answer and the process had to be geared with a holistic approach with a definite direction with ample handholding lent to the organisation. We 

    discovered that training was only one of the tools. Transformation had to be sustainable.

    Therefore conformance of methods with attitudes was crucial. The IT world had come up with transformation of images with typical software and derived a word ‘morphing’ from the biological jargon of metamorphosis, for the same.

    Dr Deepak Chopra the spiritual speaker and management guru borrowed the word into management nomenclature…by saying that you ‘morph’ an organisation, when you transform it. Here was a word that was contemporary and suited us well…and ‘Morphing’ was launched.

    Our Team

    Cumulatively our outfit is supported by more than 100 years of qualitative experience with expertise in different fields that are required to cope with any and every situation in a client organisation.

    Our Products & Services

    Interventions

    Our primary product is called Morphing. It is the Synthesis of Competencies And Methods Leading To Contemporary Competitive Advantage (CCA) and Retention.

    Steps Involved
    • Clarify Objectives
    • Lay Down Systems
    • Prepare Attitudes for Implementation
    • Nurture Values To Sustain
    Morphing

    Intervention Tools

    Gauge the organisational dynamics by conversing with a selected few and visiting the workplace/places. If the need is felt, may administer certain instruments.

    Analyse and segregate what forces/situations were supportive to the interventions and what were the challenges.

    Set up a body consisting of people, irrespective of levels, who can influence larger sections within the organisation for the convenience of decision making during the process of the interventions.

    Convince key people continually through a series of closed-door sessions about the processes and the outcomes by focussing on and appreciating their strengths and overlooking what they inherently do not possess.

    Carry out workplace learning consistently, to improve performance with a spotlight on skills, knowledge base and eventually competencies that matter to the organisation.

    Thrash out problems by inviting creative ideas to a common discussion platform. Critically, but constructively challenge views in this forum and arrive at a consensus and not a ‘group think’.

    Measure a rival’s system or practice according to specified standards in order to compare it with and improve the organisation practices according to its cultural adaptability.

    Review work methods based on the benchmarking done, discussions with the apex level cross functional team and understanding the utility, cost effectiveness and adaptability.

    Carry out closed-door conversations that require empathy, rapport and ability to hone up the knowledge and skills of the person who is being coached & counselled. Follow up the outcomes consistently..

    Carry out closed-door conversations to hone up the knowledge and skills of the persons who have a commonality of needs and with whom empathy, rapport and perception regarding ability have already been established. Follow up the outcomes consistently.

    Objectively measure the psychological differences between individuals for personal development, occupational selection and career development as well as for developing more effective teams.

    Assertively and candidly conduct closed-door conversations to convey the correct understanding of the results of the tests and discover areas of improvement. Also suggest solutions to overcome the challenges.

    Work out a more objective assessment through job simulations, observing people in action, using multiple assessment instruments, having multiple observers who would rigorously discuss the observations and eventually accomplish a competency based evaluation.

    Design the management accountability structure based on a review of competencies and identifying the organisational and functional key result areas in every job to clarify the key roles and reporting lines.

    Examine and inspect the reviewed work methods and practices introduced in the organisation to find out if there was implementation and if not what have been the reasons identified.

    Check out the reasons and do a root cause analysis for where things have posed as a challenge to implementation. Why was it overlooked in the first place and what measures could be taken to overcome? Or is it a misfit or too premature in the organisation in question?

    Depending on the findings of the gap analyses, tools mentioned may have to be readministered and repeated till a fine-tuned and chiselled practice is established.

    *Some of these Tools as mentioned above are also offered as stand alone products.

    Trainings & Workshops

    Duration: 2/3 days
    Level: High End 
    Target Audience: Middle & Senior Level

    Duration: 2 days
    Level: High End 
    Target Audience: Middle & Senior Level

    Duration: 2 days
    Level: High End 
    Target Audience: Middle & Senior Level

    Duration: 2 days
    Level: High End 
    Target Audience: Middle & Senior Level

    Duration: 2 days
    Level: High End 
    Target Audience: Middle & Senior Level

    Duration: 2 days
    Level: High End 
    Target Audience: Middle & Senior Level

    Duration: 2 days
    Level: High End 
    Target Audience: Middle & Senior Level

    Duration: 2 days
    Level: High End 
    Target Audience: Middle & Senior Level

    Duration: 2 days
    Level: High End 
    Target Audience: Middle & Senior Level

    Duration: 1 day
    Level: Low End 
    Target Audience: Junior & Middle Level

    Duration: 2 days
    Level: Low End 
    Target Audience: Junior & Middle Level

    Duration: 1 day
    Level: High End 
    Target Audience: Middle & Senior Level

    Duration: 2 days
    Level: High End 
    Target Audience: Middle & Senior Level

    Duration: 2 days
    Level: High End 
    Target Audience: Middle & Senior Level

    Duration: 2 days
    Level: High End 
    Target Audience: Middle & Senior Level

    Duration: 2/3 days
    Level: High End 
    Target Audience: Middle & Senior Level

    Duration: 2/3 days
    Level: High End 
    Target Audience: Middle & Senior Level

    Duration: 1 day
    Level: Low End 
    Target Audience: Junior & Middle Level

    Duration: 2 days
    Level: High End 
    Target Audience: Middle & Senior Level

    Duration: 2 days
    Level: Low End 
    Target Audience: Junior & Middle Level

    Duration: 2 days
    Level: High End 
    Target Audience: Middle & Senior Level

    Duration: 2 days
    Level: Low End 
    Target Audience: Middle & Senior Level

    Duration: 2 days
    Level: Low/High End 
    Target Audience: Junior, Middle & Senior Level

    Duration: 2 days
    Level: High End 
    Target Audience: Middle & Senior Level

    Duration: 1 day
    Level: Low End 
    Target Audience: Junior & Middle Level

    Duration: 2 days
    Level: Low End 
    Target Audience: Junior & Middle Level

    *In addition to the above we also conduct customised programmes, tailor-made as per client’s requirement.

    Contact

    For any inquiries please email

    info@percontsi.com

    Some of Our Esteemed Clients

    Client's reviews

    Mr. Trivedy should be given more assignments in our company and on a regular basis as he makes you understand the basic concepts clearly
    Suzlon
    www.suzlon.com
    An excellent faculty to deliver training. He has a great command a various topics included in this training.
    Pawan Goel
    NDPL
    He had always been a deep mentor to my personal and behavioural skills. Influenced, inspired, motivated and ignited my quest for continuous development in the areas of written/verbal communication, organisational and social relations. He knowingly or unknowingly will remain very few of those in my list where deleting is inactive.
    Mahesh Bhatija
    GuidanceTek USA
    ....of perfection, highly talented and resourceful. Hiring their services is the simplest and effective solution to our business crisis.
    Balaji Narayan
    Goodhealth Worldwide Limited UAE
    An excellent observer and a good orator. He grabs the attention very fast and maintains it till the end of the session. Has 10GB memory. An interesting person, who knows what he wants and the ways to get them.
    Tanu Bajpai
    Addeco
    Really a nice experience to be a part of this type of training programme. It will definitely help me out to understand recruitment process in details & be result oriented. In short we have learnt more than we expected.
    Amjad Pathan
    CyberThink

    PERCON facilitates client organisations to instill the required approach and methods of work by amalgamating and blending the principles of OD and TQM

    Our Location

    First Floor, D 614 Chittaranjan Park, New Delhi 110019, India

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