ABLER is a robust EEP (Employee-Engagement Program) from PerformEra FZCO (Pfzco)
ABLER is an activity based transformation-platform, comprising of easy-to-do empowerment modules. These modules build up an adaptable platform conducive for employees to groom themselves up to higher confidence-levels while performing their duties.
Scaled-activities are designed to foster teamwork, while one finds the individual engagements quite enjoyable, refreshing and empowering.
Activities have their roots in Performance-psychology. Evolved through the test of time, all the activities have key attributes fostering Agile-Performance embedded in them.
It grooms the workforce into a Vibrant powerhouse of higher Agility, Resilience & Productivity!
As the owner of the EEP program, the HR department becomes a Transformational-change-agent powering the organisation forward for x-times growth through Smart-Analytics
ABLER is a highly cost-effective package to implement, with only a modest licence fee involved, for Lifetime use.
A Pfzco consultant-trainer would enable the organisation with enough training to get the program up and running with the help of stakeholders (smartly assigned from the organisation’s workforce itself) for running it in-house.
The above includes the IT team of the organisation, who would help the HR team with the analytics-linked Tech-support in place.
A company with under 100 employees may well see the basic data management-part housed through even MS-Excel or MS-Access.
As Pfzco would not be marketing or selling any 3rd party system or software, in-house or cloud based, there are no hidden costs involved.
Transparency is our currency. We modestly believe you would acknowledge this as our virtue, while working with us.
In the post pandemic renaissance efforts globally, Pfzco is for getting as many organisations agile through smart HR Transformation efforts.
While Costing for the endeavour is designed on Minimalism, the product and its service reach is designed to help the organisation scale up to its maximum potential, by investing in it frugally.
The employee size and organisational structure will definitely have an impact on any EEP program. However, the intent of the management to roll out a future-proofed channel to establish higher employee productivity through a vibrant and dynamic deployment of the EEP program is the most essential component that would bring about desired success
Whether its workforce strength is under 100 employees or above 1000 or 10000, every organisation, and its workforce, aspires to get a genuinely productive engagement program to turn a mundane work-dynamics into a vibrant one!
It is entirely based on the needs of the organisation (scope) as well as the readiness of the organisation (reach within its workforce).
Primary study on organisational need itself can be skipped, if the organisation is already through with it.
Time required from design to deployment would depend on the time the organisation would need to get its HR team and workforce ready to get the program to the RUN stage.
This would vary, depending upon the organisational structure and processes.
Deployment would depend on the time frame found suitable by the organisation.
For a reasonably agile organisation with effective Processes & Practice firmly in place, a period of 3 to 6 months would be enough to complete the Pilot (TEST) phase deploying a Prototype, and about a year to get a fine tuned deployment model in RUN mode, roughly ball-parked as below;
*Please note!
*Work days calculation: A functional organisation would be able to allow its senior employees only frequently, NOT FULL TIME
*In some organisations, the HR team will be given complete ownership (pre or post PROTOTYPE round). This will not only save time lost in protracted discussions with a large number of stakeholders, it is found more effective on the ground with HR taking ownership.
NOT AT ALL.
First of all, ABLER is an easy to adapt and deploy model. Not at all complicated.
Design thinking (customer’s Real need & pain-points as No.1 priority) being the Core of the ABLER model, the processes and practises necessary to be adapted by your organisation would be in sync with your existing operational model*
*Please look up our answer to the next question under this one!
The structure above is to showcase the depth our on-ground realisation has helped us with, while giving consultation to organisations on their EEP-HR Transformation-initiatives.
Durations mentioned above are indicative, not fixed. An agile organisation can get it expedited, by smarter allocations
Work days’ calculation: In a functional organisation, availability of senior employees will be limited, for an EEP program in its planning stage. Work day mentioned above does not signify a full work day
Our recommendation to aspiring organisations has always been to adopt a STUDY & STEADY approach, for real and continuous yield.
Once the initial year is completed, the HR functionary would be able to improvise on the program on the go, without disruption.
In about an years time, the real yield would become highly measurable and predictable, thus turning the HR functionary into a Profit-centre for the organisation
With ABLER modules and activities getting synchronised to the existing Processes, Practices, Manuals & Guidelines of the organisation, only needful accommodation & synchronisation would be necessary.
There will not be any need to scrap, or re-create ongoing operational processes and practices. ABLER will be custom-modified to smartly sync with and complement the existing operational Processes and Practices, for higher efficacy!
At Pfzco, we believe great organisations are a work-in-progress. Dynamically improving their processes & practices for higher throughput on organisational-efficiency.
An organisation with under 100 employees operating out of a single location with an in-house Local area network (LAN) in place (running only basic Data management options) can let ABLER sit in their HR server and all HR & ABLER data management done with even MS-Excel or MS-Access.
Modest level of data Analytics also can be managed with MS-Excel or MS-Access.
If an HRIS or HRMS is already installed in-house, ABLER can be integrated with it for its operational-run. Level of integration can be designed jointly between the organisation, Pfzco & the HRMS vendor (based on Scope of work organisation decides on)
A few GB of hard disk space is all that the ABLER system would need for its residence in the HR server (in-house or in the cloud).
With ABLER-system governance, maintenance & user-access permit allocations run by the IT/ network administrators of the organisation, installation to deployment time of ABLER would need minimal installation , thus making the cost of acquisition highly frugal.
Additional hardware or software acquisitions would be warranted, when the organisation decides to go for an extended Scope of work, like advanced Analytics, Cloud based services to handle bigger Data-streams.
For a multi-location, Medium to Large organisation running on WAN, or Cloud services and advanced systems & tools in place, ABLER can be aptly integrated to the Legacy system (installed base) with necessary alignment with the respective system vendors and service providers
No.
Other than the ABLER modules, which are part of an EEP deployment vehicle, Pfzco is not promoting or selling any Hardware or software system to our clients, to run it on.
However, the organisation shall have the basic prerequisites ready at site, namely a server with adequate space (a few GB space in the hard drive, depending upon the extent of scope or number of ABLER modules hired) for installing the ABLER system in. If the organisation operates on LAN, WAN or cloud computing, with a network connectivity or access to its workforce, the ABLER would add much more value, with faster reach time.
If your organisation is with a modest workforce of under 100 employees, with a modest scope on HR Analytics, you may capture data for analysis using MS Excel or MS Access.
If your organisation is a multi location & multi-layered one, with a high number of employees, and yet to have a full fledged HRIS/ HRMS system in place, we shall extend support to you as need be, in your endeavour to select a suitable system.
If the organisation has any DBMS (Database management system), HRIS/HRMS system in place, locally or in Cloud, ABLER could be aptly integrated with those, with the support from your system vendor or service provider.
If your organisation does not have a full-fledged DBM, RDBMS, HRIS/ HRMS system, then you may plan one as need be, at a time when the organisational need would command it.
Yes, through an Agile data management system coupled with smart Analytics, the organisation shall strive to create Data elicitation avenues, for capturing & processing true-data to drive smart analytics.
Smartly visualised feeds can be broadcast to (Push) or accessed by (Pull) key stakeholders, to dynamically resolve challenges on the go, and therefore achieve exponential growth, than go for archaic methods like annual reports or year end performance reviews.
Imagine a scenario where NASA or SpaceX sends a rocket up to the ISS (International space station). Key parameters are observed pre & post launch upto the completion of the mission, in real-time!
The growth of these organisations came from resolving challenges all the way. Dynamic improvisations were necessary to bring the Apollo 13 crew back to earth, for example. Both mission control & the crew added value equally, to come out victorious, in the face of fatal failure.
Having said that, realtime feeds (Push or Pull) commands investment in effort, time, and effective systems & tools. Above all, inculcating an organisational Habit to make informed decision-making.
If the organisation finds itself facing budget constraints to go full-fledged on an EEP (Employee Engagement Program) linked to digital transformation, it shall opt for the EEP leg first, followed by a digital transformation exercise, in a phased manner.
There is no doubt, an EEP (empathetically humanised facilitation for a higher level of workforce-well being) linked to digital transformation measures (technically sound Data management & Analytics) would elevate an organisation way forward in attaining superior operational-efficiency & growth, by virtue of a well-adapted, Agile & Resilient workforce.
The TRANSMON* module of the ABLER Suite is designed to bring the general workforce and their managers together, like a NASA team, by operating in dynamic mode for winning their Goals.
A picture speaks a 1000 words. A single image of a visualised-status report is no different.
At times score sheets with real data would prove to be better than a lengthy lecture by a supervisor or manager. It saves much time. It inculcates a habit for self-correction. Collectively driving organisational well-being and growth.
*Continuous status reports on progress, productivity & growth, for the individual, team & the organisation as a whole.
While everyone of us, be it at work or in our personal life, aspires to enjoy quality engagements that would add spice, colour and a sense of greater well-being, CHANGE to set-patterns is often found challenging to accept, mainly due to impracticality of rollouts
Inclusiveness (bringing internal clients, namely the workforce) during the inception stage itself prepares the workforce to accept & adopt the rollouts, as Change-resistance is already negotiated with.
Longitudinal surveys, Open & closed feedback, True-Data elicitation and OKR trachsheet-data provides an excellent assessment mechanism for the HR to get the pulse of employee acceptance, on the go!
This is one of the Core strengths of the ABLER system, to allow HR & The organisation to make dynamic improvisations to get Optimised-throughput (for superior Rollout-Efficacy)
Performera products have its roots in HR Consultancy
However, the ABLER model depends much on organisation’s employees to govern it from design to implementation. Which means the organisation gets key stakeholders within the workforce adequately trained on ABLER
Cost of consultancy and on-site support from Pfzco during the implementation is included in the ABLER package (Lifetime-Licence) price
Licence to continue using ABLER is LIFETIME. Any future upgrades will be passed onto your organisation free of cost during the Warranty & AMCC (annual maintenance & consultancy contract) periods respectively
Transparency is our currency!
Pfzco will spell out all the needs in the primary report itself, based on a comprehensive organisational readiness audit combined with the organisation’s expressed needs, done with the help of key stakeholders of your organisation.
It is upto your organisation to arrive at a deployment model and budget, with total buy-in from the key stakeholders.
Once this is jointly arrived at, by both your organisation and Pfzco, listed deployment modules would be clearly mapped to a calendarised program schedule.
Should any dynamic improvisation be necessitated, both sides could converge on it and arrive at an appropriate decision.
When both sides remain committed to the program schedule and the terms attached to it, exigencies prompting cost or time escalations would be unlikely.
The organisation needs to extend (ensure) RAID measures or Cloud based security measures of its IT based operations to ABLER as well. This is but an automatic measure to be ensured by every organisation, to protect its privacy and data security in domains it is exposed to, both private and public..
Agile system upkeep & robust data backup measures would ensure uninterrupted operations.
