The work, told
the way our clients
described it.

The Challenge

A new-age automobile brand required trained, job-ready Relationship Managers for its dealership network. The requirement was not limited to identifying candidates; the selected talent needed to possess the right aptitude and attitude, develop relevant workplace capabilities, and be prepared for deployment at dealerships.

The challenge was therefore to create an end-to-end talent pipeline that could take candidates from mobilisation and assessment to training and successful placement.

Prudentia’s Approach & Solution

Prudentia Learning designed and implemented Genesis, a skill-development initiative based on its Train & Hire model.

The programme combined candidate assessment, selection, capability development and deployment into one structured talent journey.

The intervention focused on developing the capabilities required to transition from being a candidate to becoming workplace-ready talent.

From a mobilised pool of more than 5,000 students, candidates were assessed and screened to identify and were selected for the programme.

1. Mobilisation
2. Assessment & Selection
3. Capability Building
4. Role Readiness
5. Placement

This enabled Prudentia to address both sides of the requirement — helping the organisation identify suitable talent while preparing candidates for actual job roles.

Implementation

1. 1 Candidate Mobilisation A large candidate pool of more than 5,000 students was mobilised.
2. 2 Assessment & Selection Candidates were assessed and shortlisted based on their suitability for the Relationship Manager role.
3. 3 Training & Capability Building The selected candidates underwent focused training to develop the capabilities required to perform effectively in an automotive dealership environment.
4. 4 Job Readiness The learning intervention prepared participants to transition from training to real workplace responsibilities.
5. 5 Placement The trained candidates were successfully placed as Relationship Managers at automobile dealerships across Delhi-NCR.

The Prudentia Difference

Rather than treating recruitment and training as separate activities, Prudentia brought them together into an integrated journey.

By combining assessment, selection, capability building and placement, the programme helped convert available talent into job-ready talent aligned with the organisation’s actual role requirements.

The Challenge

A new-age automobile brand required trained and certified Automobile Trainers to augment capability building at their dealerships for their Relationships Managers. The requirement was to source, recruit and deploy qualified trainers post stringent Prudentia Certification Process of the Trainers.

Prudentia’s Approach and Deployment

Prudentia deployed its time-tested and robust Technology enabled Blended Learning Model to ensure that the Relationship Managers are trained and skills upgraded by Prudentia’s trainers through a portfolio of Classroom Training and Field Performance Coaching.

Continuous Assessments were conducted through the journey to ascertain knowledge and skill gaps to steer the teams towards performance.

Prudentia deployed 35 Trainers Pan India at their dealerships with complete operations of training, learning and performance coaching to cover 900 Relationship Managers and their supervisors.

The Challenge

A large telecom player was trying to improve the hiring quality to bring the attrition under control as well as get the right candidates who could be trained in the Retail stores and Contact Centres.

The Assessments should have to done on a scale for Pan India operations across all their circles.

Prudentia’s Approach and Deployment

Our Approach was based on the philosophy “Hire for Attitude, Train for Skills”.

Prudentia deployed its Online Psychometry Assessments platform for assessing behaviours and functional ability of the candidates. The assessments included online video assessments for validation.

Prudentia deployed 10 Assessors Pan India to do the video assessments.

The Challenge

FMCG companies with their large diversified and dispersed front line workforce to adhere to the sales process, improve trade relationships, expand coverage and increase throughputs in various classes of customers (trade outlets) they serve.

The solution design should live up to the 3 S principle — Standardization, Scale and Speed to deliver timely result of improved performance.

Prudentia’s Approach and Deployment

Prudentia has the right solution of deploying the Technology Enabled Blended Learning Design through its Learning Management System, Trained and Experienced Field Performance Coaches along with Learning and Coaching Assessment tools.

Our solutions in this sector delivers the Prudentia Performance Arithmetic for Improved Performance and Throughputs.

We have covered Food, Fragrances, Writing Instruments, Luggage, Tea extensively as product categories in our journey and each engagement has lasted for more than 2 years on an average.

The average size of the people covered could range between 250-1000 and approximately 20-25 Trainers would be deployed Pan India to deliver the business outcomes.

The Challenge

A large apparel maker with a huge legacy of more than six decades and a robust retail network of more than 300 stores wanted to transform its 1600+ strong workforce to provide a superior customer experience at their stores.

The expressed need was to elevate the performance to create a capable team of Sales Ambassadors.

A suitable blended learning journey was designed and executed accordingly — Pan India.

Prudentia’s Approach and Deployment

Post the TAS activity, an appropriate 4 stage design was stitched to deliver superior experience through behaviour, product, process and selling skills.

Attitude workshops followed by functional and sales training was conducted. This was followed by field performance coaching to see that the knowledge acquired gets transformed into skills at the workplace.

Continuous assessments during and post training were carried out to monitor learning progress and course correct the interventions.

A Skill-Will matrix was drawn to ensure individual development plans are drawn and further enabled to improve performance on a continuous basis.

The Challenge

Automobile industry witnesses an annual workforce attrition of 25-30%, especially in the frontline sales and customer relations staff. This impacts negatively in a significant manner the consistency in dealing with its customers.

The dealership group has 26+ showrooms, 35 Service Centres with close to 1000+ people across a large geography.

The group was looking at a solution which could straddle across the entire Talent Value Chain.

Prudentia’s Approach and Deployment

Prudentia introduced the Learning Academy Model to bring in a dedicated and a continuous learning leading to a well calibrated and progressive capability building.

Learning Academy creates Learning Streams, drawing a parallel to the education system.

Learning Journeys by roles were created and a learner centric content was co-created specific to the Product, Process. It was strengthened through well designed and executed Behaviour, Sales Skills programs.

True to Prudentia’s 4 stage Performance Design, training was followed by field performance coaches who converted the knowledge to skills on the ground using Coaching Observation Sheets.

The results were transformed into a Skill-Will rating to ensure Individual development plans could be drawn and further enable a upward trend in performance improvement.

Overview

A Technology-Enabled Learning Platform was provided to a large aggregator of cab-hailing services. This was used to enable learners to keep abreast of the latest developments in their systems.

The Challenge

A significant player in the industry, part of the large Japanese corporation wanted to break the barriers to close the gap with the market leader in the industry.

Well defined improvements in Sales, Service and Customer Handling Skills were needed to achieve this objective.

Prudentia’s Approach and Deployment

Prudentia embarked on a technology enabled blended learning solution to move towards this end objective.

The market scaping and need gaps were analysed through TAS activity.

It was mutually decided that we work on a Build, Pilot and Transfer Model by creating a framework and run a few pilots and train their identified master trainers from the line staff who could take this forward.

We covered more than 40 Sales and Service Staff to take them through Sales, Customer Behaviour and Soft Skills for their workforce.

We trained their internal nominated trainers and provided with them with Prudentia’s tools to ensure that they take this forward.