Workforce Trends 2021

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2021 can be a Positive Game changer with some correct workforce management practices.

Here are some areas to focus on Workforce management in 2021 which will help to grow your business

1. Create and Communicate well defined work (includes work from home). 💯💯
2. Create more Owners / Entrepreneurs mindset within organisation.
3. Gear up with improvised and more focused Employee Engagement to build more trust.💥
4. Focus on Development and Creating Hybrid Teams..💯
8010455318 / 9763062913

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Do you miss playing games On Christmas with your colleagues ❓❓🎅🏻

Not to worry then!🤩🤩💥

We have a list of exciting and interactive games like🥳💯

💥 Christmas Bingo
💥 Guessing the Secret Wishes
💥 Scramble Words
Let us know which is your favorite one.😉😉🤩
Stay tuned for more interesting games.💯💯
For more details-
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Employee Engagement Activities – Christmas 2020

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Would you want to replace a SECRET SANTA? 🧑‍🎄🎅🏼🎅🏼🎅🏼


Here’s we are replacing the SECRET SANTA with our very indifferent and unique VIRTUAL EMPLOYEE ENGAGEMENT ACTIVITIES
✓ Christmas Bingo
✓ Cookery Workshop
✓ Quiz Competition
And many more.🎉🎊🤩🤩

Stay tuned for various Interesting activities.🎊

For More Details-
8010455318 / 9763062913

Employee Engagement Activities – Christmas 2020

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Merry Christmas in Advance🥳🥳 🎅🎅


Let’s celebrate this CHRISTMAS virtually with various interesting and Dhamakedar EMPLOYEE ENGAGEMENT ACTIVITIES with COSMIQUE CONSULTANTS.


Have You planned anything for your team?❓❓

Get your team, colleagues and family on board for Virtual Celebration of Christmas with various activities🥳💯🎅🏻🤩.



8010455318 / / 9763062913



Rethink the Future of Remote Working- Realigning Recruiting

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There has been a remarkable change in Recruitment Process of an Organization in Remote Working Environment.💯💯⌨️🖥️
Here are some tips for realigning of Recruitment Policies/ Processes considering Future of Remote Working.
1. Assess the remote capabilities of candidates.
2. Virtually Engage your prospective candidate.
3. Draw your candidate out to create connection.
4. With the removal of Geographical Requirement it is important to get skill gap filled.
Stay tuned as we explore the further concepts of Remote working.
For More Details-

04 Stages of Employee Engagement

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Employee Engagement is not only about Holi, Diwali or Rangoli. 🎉🎈🎇

It typically means engaging, aligning them to Organisation’s Goal, Vision, Mission, Policies etc.

It’s actually about Improving the Employee Experience 😇

It’s very widely said that “Engaged Employees are Productive Employees” 👨🏻‍💼👩🏻‍💼🤩🤝

What is more important is to understand Why, When and How can we Engage the minds of our Stakeholders towards our NEW NORMAL.

So, at what all Stages can we Engage our Employees??

  1. Since Selection: Once we select our right fit, our new entrant, update them about their role, required knowledge and skills to outperform.  which can definitely help him / her come prepared. Helping them know more about their new team and New BOSS 🦸‍♂️🦸‍♀️ from this Stage will help him / her for easy settlement. Extending an supportive hand for making his / her transition journey smooth, from previous to his/her new organisation will surely start making him / her feel welcome already. Don’t forget making them feel welcome and supported is what will tie the first knot right.
  1. After Joining: Flash Mob, Welcome Letter, Team Lunch and what all do we do to make our new Entrant feel warm, welcome and comfortable at his/her new workplace. While that is very important, can we just do one more thing- Communicate. Communicate with them very clearly about all what is expected and what can help them grow here in their new organisation. This is the most correct time to let them know the Benchmarks of your organisation. Also to start the Belongingness Journey. Let them know why and how are they an important resource (look to be) and how can they make their marks. But don’t (even unintentionally) pass your bias to them. Let them freely explore while we help them be on track.
  1. Anytime During Employment Tenure: During Festivals or any such occassion we do celebrate and engage our people by arranging various competitions, by playing games like Secret Santa. Can we just customise such activities to link it to the Goals and policies ? Lets make it more effective. Creating Situational Leaders and more bonded team can be one of our objectives. For Instance, while one of our client was celebrating Business Integrity Week, we had arranged for various activities like Blind Walk (team or pair game), Free Fall, Paint your definition of Business Integrity which you would want to endorse, business game which was customise to their Business Integrity Policy, tower power, holding marshmallows, etc. Its just about being a little creative and holding the entire team to a theme.

Tip: You can do value roll outs while planning your next activity.

  1. After Exit: Ex-Employees / Alumni are the most important asset you can nuture as they are your Brand Ambassadors and can increase the trust and Brand Value of your organisation. How can you engage them ? By just doing some very simple gesture like update them of the project that they were a part of and recognising their efforts in it. Just by staying connected by letting them know your organisations and his / her Ex-Team’s update (to whatever extent possible) and most important by showing some genuine concern about how are they doing in their Personal and Professional Life. And if possible arranging an Alumni (Ex-Employee) meets.

To know Why, What, and How of Employee Engagement, do watch the video: 👇

**Pls Note: This video was made during Live Event of LAJA.

Happy Learning, Happy Engaging…

Thank You!!


Supriya Kabra


approval correct diverse

Hire Character. Train Skill.

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Many companies hire employees for their character and then train them on the job. They do this with the idea that you can teach skill, but cannot change a person’s character. In a perfect world, you would hire someone whose character is equally as great as their skills. One’s character can be considered more valuable than an MBA or PhD. A person can have all the necessary experience and skills, but if their personality does not fit the company’s culture, are they really the right person to hire?

I have always believed that capacity is a sum total of character and competence (skills). The most appropriate approach is to always have the two (character and skills) blended in a healthy way, but reality will sometimes push us to make a choice between the two. The truth is that character is always supreme.

In any case, if we are left with making a critical choice between character and skill, we should prioritize character. Skills can be acquired and mastered over the years, but character defects are most times irredeemable! Warren Buffett said, “In looking for people to hire, you look for three qualities: integrity, intelligence, and energy. And if they don’t have the first, the other two will kill you.” It’s easier to train a person of good character to do a job well than to develop character in a skilled but unprincipled employee. If you have to choose, hire for character and train for skills.

So, the Competency or Knowledge & Skills of an employee may get you best work. But to build the Best Organisation, one needs to fit the culture and have great personality traits. Great Personalities make Great Team and a Great Team can Achieve Great Results.

Mumbai - Hotel Taj

On this note, I remember the classic case of 26/11 Terror Attack at Taj Hotel, Mumbai. After which the Entire world had took it as epic case to study, research and understand the real reasons behind how did The Heroes of Taj didn’t let any guest affected.

Let’s see what came out from Harvard Studies case research on – The Heroic Response of Taj Employees:

The heroic response by employees of Mumbai’s landmark Taj Hotel during the 26/11 terror attacks is now a case study at Harvard Business School that focuses on the staff’s selfless service for its customers and how they went beyond their call of duty to save lives.

The multimedia case study ‘Terror at the Taj Bombay: Customer-Centric Leadership’ by HBS professor Rohit Deshpande documents "the bravery and resourcefulness shown by rank-and-file employees” during the attack.

The study mainly focuses on “why did the Taj employees stay at their posts (during the attacks), jeopardizing their safety in order to save hotel guests” and how can that level of loyalty and dedication be replicated elsewhere.

A dozen Taj employees died trying to save the lives of the hotel guests during the attacks.

“Not even the senior managers could explain the behaviour of these employees,” Deshpande is quoted as saying in HBS Working Knowledge, a forum on the faculty’s research and ideas.

Deshpande said even though the employees “knew all the back exits” in the hotel and could have easily fled the building, some stayed back to help the guests.

“The natural human instinct would be to flee. These are people who instinctively did the right thing. And in the process, some of them, unfortunately, gave their lives to save guests.”

adult baby care

It shows how leadership displayed by people in the bottom rank to the top levels in the organisational hierarchy helped in saving lives.

It also focuses on the hotel’s history, its approach to recruiting and training employees, the Indian culture’s “Guest is God” philosophy and how the hotel would recover after the attacks.

Another key concept of the study is that in India and the developing world, “there is a much more paternalistic equation between employer and employee that creates a kinship.”

Terming it as one of the “hardest cases” he has worked on, Mumbai-native Deshpande said it was hard to see people confront their trauma again.

“We objectify it, keep emotion at a distance, but after 15 minutes of questions with a video camera in a darkened room, there are deeper, more personal reflections of what happened,” he says in the HBS Working Knowledge.

Deshpande said Taj employees felt a sense of loyalty to the hotel as well as a sense of responsibility to the guests.

He cites the example of a general manager who insisted on staying put and help direct a response to the attack even after learning that his wife and sons had died in a fire on the hotel’s top floor.

“Nothing in the employees’ training could have prepared them for such an unprecedented situation,” Deshpande said.

Deshpande has taught the case in the School’s Owner/President Management Executive Education programme.

It can also be taught as an example of managing the post-crisis recovery of a flagship corporate brand, he added.

Hence the Best Learning to understand is that their Human Cultural Values of Guest is God was the main common reason behind this great escape of all the Guest.

One of the HR gurus on hiring and employability, Michael Josephson once said, “In today’s business environment, character and ethics are critical competencies of leadership; without them, a capable person is just another major risk”. It is said that A Bad Leader can take a Good Team and Destroy It. Thereby spoiling the culture of the company.

While hiring Staff specially Leaders, now; most of the Companies have started involving Psychometric Test or any such test to check ones Leadership qualities which necessarily focuses more on its behavioural and personality traits. And may also realize one’s problem solving, decision making and people handling skills, etc.

approval correct diverse

The Hiring process should be rigorous enough and should be scientifically and thoughtfully designed to ensure:

  • Desired Competencies are matched.
  • And to know if the values or culture of the company matches with the one, we desire to hire.
  • May increase the chances of getting the RIGHT FIT.

One of the major regrets of my entrepreneurship journey has been the issue of bringing people around me that were full of zeal, enthusiasm and skills but were deeply flawed character-wise! Character defect can initiate a chain reaction that can bring down any institution or organization if not quickly checked.

The real work of an entrepreneur is getting the right people, every other thing can be sourced for. So Who are the RIGHT PEOPLE? A combination of good work ethic, humility, integrity, simplicity, punctuality, courage, selflessness, dedication, empathy, people skills and maturity with required talent, knowledge and skills can be termed as Right People.

“Nothing can stop the man with the right character from achieving his goal”

This may help an organisation improve its:

  • Retention
  • Productivity
  • Belonginess
  • Team Spirit
  • Organisation Culture
  • Change Management process
  • Facilitate Value Roll outs
  • And any such new process or systems
cardboard communication connecting

Southwest Airlines has enjoyed an unprecedented run as one of the most popular companies in the world to work for, and it has everything to do with the people they hire and the almost maniacal manner in which they prioritize customer service.

As you might expect, their interview process is out of the ordinary. For example, rather than a one-on-one formal discussion across a recruiter’s desk where questions like, “why do you want to work here?” making up the bulk of the festivities, an initial Southwest interview is usually a group affair where applicants are asked to develop a personal motto, or perhaps share experiences where their sense of humour helped them solve a problem.

Throughout the interview process, even once it does become more formal, the focus is quite obviously on determining an applicant’s “fit” with the fun company culture. One successful applicant described her interview experience this way:

“They do a really good job of making sure you’re comfortable so they can see the real you… a week later (after an initial interview) I got a call back and I was told I was right for Southwest, but not that particular position, so my recruiter asked if I would be interested in a different position that better suited my skills… Overall the entire experience was very laid back and friendly. Southwest doesn’t just hire for the position, they hire the person, and if they think you fit in with the culture, they will find a place for you.”

And the results?

Despite being created as a low-cost alternative to the more expensive national airlines, Southwest has grown into one of the industry leaders in domestic travel because they make the customer experience so fun and inviting, customers keep coming back for more. And that has everything to do with the kind of people they hire.

Hope now, that the next time when you Hire, you know what to look for!

Thank You!!

Vidhi Patel & Supriya Kabra


Contact us:
Phone: 088793 60240, 07498 308109
Address: RiiDL, 4th floor, Room no 413,SIMSR bldg,Somaiya Vidyavihar,Vidyavihar, Mumbai-400077

Illustration of business graph analysis

Strategic Performance Management System

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Traditionally, performance evaluations have been effective tools to assist organizations in making pay decisions and to support various employment actions. Today, an increasing number of companies use appraisals strategically to support company goals and values, better focus employee efforts, and align employee performance with the company mission. By Doing so, both the organisations and the individuals would be benefited. Also, that the focus could be concentrated on mutual development and growth. Hence, it is no a High time for the organisations to switch over from Traditional Performance Management System to Strategic Performance Management System.


What is the Strategic Performance Management System?

SPM illustration

This process is a platform for the effective management of individuals and teams in order to achieve high levels of organizational success. The backbone of this success lies in the shared understanding about what is to be achieved and an approach to leadership that focuses on developing people which ensures that success.

Strategic performance management is a holistic process, bringing together many of the elements which go to make up the successful practice of people management, including in particular – learning and development.

Strategic Performance Management is The Next Big Thing because:

It is Strategic

It is about broader issues and longer-term goals

It is integrated

It links various aspects of the business, employee development and leadership & coaching principles for both individuals and teams.

It focuses on Performance Improvement

This includes both individual performance and team performance that is linked to and in alignment with corporate strategy

It embraces Organisational Development

This helps create a culture of competence and accountability

It becomes a tool for Behaviour Modification

Individuals are encouraged to behave according to core values and guiding principles which leads to improved working relationships with each other

Process of Implementation of this Next Big Thing (Strategic Performance Management System):

SPM illustration

** Pls note:

All the above goals should be set and reviewed in alignment to each other. In other words, the departmental goals should be set and reviewed in alignment to organisational goals and similarly the individuals goals should be set and reviewed in alignment to departmental goals.

Outcomes of Strategic Performance Management System (SPMS):

Strategic Performance Management illustration

To get this outcomes, it demands for certain level of contribution from both employee and organisation.

Role of Organisation & Employees in SPMS:

Strategic Performance Management

To switch over to Strategic Performance Management System, feel free to Contact Us.

System audit in HR

System Audit’s Miracles

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Most Entrepreneurs Spend too Much Time Looking Outside For Answers That Can Only be Found Inside.
System Audit Proves to be the best Solutions for all type of business to find the answers within the business to almost all of their problems.
It majorly helps:

  • In finding the gap between the set plan and actual results.
  • It gives a brief insight about the actual root cause of the Gap.
  • It provides the business a great chance to heal the problems from its root.
  • It helps the management in making appropriate plans and budget for all the functions.
  • In giving a clear picture of all currents resources as against the requirement and utilisation of it.
  • It gives a direction to the growth path of the business.


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