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What is ABLER and why is it being promoted as a FRUGAL option?

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.

What are the results an organisation would achieve with ABLER?

  1. A Vibrant HR Engagement program that would help HR enjoy a Live & Dynamic Green-channel between them and the Workforce
  2. An OKR (Objectives and Key Results model) linked EEP (Employee Engagement Program) Playbook* (*non-conventional)
  3. A positively engaged workforce with higher productivity
  4. Superior Talent management & succession planning driven OD
  5. Critical need based L&D design and Higher results from L & D initiatives
  6. Soft-skills upskilling embedded L&D resulting in organisation-wide ‘Trait balance’
  7. A happier workforce driving higher organisational well-being
  8. Through connect for management to drive business goals with the workforce
  9. Extended gathering of employee data
  10. Analytics linked employee data management, for informed decision making
  11. Analytics linked R & R
  12. IT team integrated HRIS (HR information system) Base-platform
  13. HRIS integrated HRMS (Legacy HR Management System or New)
  14. Prescriptive and Predictive Analytics Integration (HRIS Scale-up Option)
  15. Dynamic status reports to stakeholders (Visualised/ Pull & Push: on Preset time)
  16. DEI-integrated workforce management
  17. Gamified, lighter workplace ambience
  18. Heightened Organisational Habituation to sync QM (Quality Management of Processes & Practice) with Real data gathering & Analytics
  19. Audits & Surveys supported reach-quality assessment (True-Data-Elicitation Model & Longitudinal Survey combined)
  20. Accurate HR data (Churn rate / Attrition / Turnover and recruitment – KTR (Key-Talent-Retention) data)
  21. Higher alignment of Organisation’s Core team with HR team, on Business goal attainment
  22. A client*-centric (*internal & external)Organisational Maturity Model based on Design-Thinking Attributes
  23. NPS (Net Promoter Score) assessment on Customer Loyalty
  24. Real-Inclusiveness driven EEP Mature Infrastructure driving higher Growth
  25. Higher ROI on COE (cost of employment)
  26. HR-Functionary turning from Cost to a Profit centre
  27. And much more…

Ok, how do we start with ABLER?

  1. An organisational effectiveness audit involving all key stakeholders
  2. A joint review of the above to arrive at the organisational (HR) needs
  3. Town Hall with employees (inclusive approach)
  4. Designing an EEP program incorporating apt ABLER modules
  5. Pilot run to a select group / team of the workforce
  6. Joint review of results
  7. Building an HRIS (True-data elicitation linked HR model)
  8. integrating an effective OKR model into the EEP program
  9. Testing the models across the organisation
  10. Audits and surveys linked result interpretation
  11. Redesigning the models for redeployment
  12. ROI assessments

Does the size of my organisation matter?

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!

What is the time-frame we are looking at, to get ABLER deployed?

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;

  • System study (for employees under 1000 operating out of a single location): 2 to 5 work days
  • Report generation and submission: 5 work days
  • Joint review of Report for feasibility based primary design of deployment models (2-3 work days, HR to CORE management teams)
  • Employee inclusion round: SHARED goal -setting (Team wise & Organisation wide (Town halls), On ground or online. ( 3 to 5 work days)
  • Employee signal value/ Sentiment review (Accomodation of suggestions) 5 to 10 work days)
  • Prototype: Consolidation of deployment model (5 work days, all key hands-in)
  • Change readiness to play readiness: Grounding SAMPLERS (3 to 5 work days)
  • Feedback analysis, Model re-visit & fine-tuning by HR, CORE & deployment teams (3 to 7 work days)
  • PILOT phase: Select team or Organisation wide: (2 to 3 months Run time)
  • HRIS/HRMS integration, Data gathering/ Management and Analytics (within RUN time)
  • Feedback analysis linked Primary Deployment model readying (5 to 7 work days)
  • Primary model deployment: Pan organisation (3-6 months RUN time)
  • Extended Design/ HRIS/HRMS integration (within RUN time)
  • Feedback analysis linked Final deployment model: Dynamically contained within RUN time)
  • Final model Deployment: (4th or 7th month onward, for a period of 6 to 9 months)
  • Dynamic progression from Base system into Informed decision making Model (1 to 2 years, after Base system activation is completed).

*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.

Would this turn out to be Complicated and highly time-consuming?


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

By bringing in a full-fledged EEP program like ABLER, would the organisation need to get existing Processes, practices, HR & operational manuals and guidelines changed?

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.

Where will the ABLER system reside? In in-house Servers (Edge computing model) or in the Cloud? (IaaS/ PaaS/ HaaS/ SaaS)?

What are the Hardware, Software and allied requirements?

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

Would the program demand higher capital & Operational expenditure?

  1. There are many organisations who successfully deploy EEP programs using just MS-Excel or MS-Access tools. The organisation shall avail analytics tools and higher level software systems on a later stage, as need be. Data capturing and analytics need to be inculcated as an operational habit with support of the IT and Quality teams. It is the effectiveness of the deployed models that would bring superior results. Any investment in systems will more than compensate from the returns elicited by virtue of the above.
  2. From our findings, higher productivity based earnings (Yield) from a well designed EEP program far outweighs the cost on employee time (including billing time) invested by the organisation
  3. The SMACA (‘Smart-Cajole’) Scheduler within the ABLER program ensures absolute optimization of employee-time invested in the engagements. This safe-guards against any loss in employee billing time
  4. Higher NPS from heightened customer satisfaction and improved business-reach too weighs in, far outweighing any additional capital expense necessitated
  5. Any budgeted expense, be it capital, recurring/ operational or employee time, would be based on a ROI model linked to a viability study.

For ABLER installation & running, would Pfzco force the organisation to buy third party products?


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.

Would the organisation be forced to discard its legacy installed base, DBMS, RDBMS, HRIS or HRMS?

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.

How will the organisation measure the effectiveness of an ABLER deployment?

  • The OKR model is very robust to pronounce and predict program effectiveness
  • Signal value (employee sentiment) linked data gathering
  • Audits and surveys linked data
  • HR and finance joint task desk assessment on ROI
  • NPS (Customer Loyalty scores)
  • Vertical and horizontal head’s report on progress and improvement
  • HR data (Churn rate / Attrition / Turnover and recruitment – talent retention data)
  • Business goal attainment scores by Core-Management

Would the managers, team-leads and core management be able to get performance feeds (status and progress reports) dynamically?

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.

How would the HR team get to know on the employee-approval (that the employees are finding the program as a real value addition)?

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)

Would the organisation end up being dependent on Pfzco, during a post the implementation?

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

Would there be any hidden costs, during or post deployment?

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.

How Resilient and Redundant is ABLER, on system and Data side security?

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.

We would love to work with you on your Transformation Journey!

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