We device strategies and 360º capabilities for sustainable growth. We help companies to start improving performance from the word go.

Our team brings vast experience coupled with 3Us – unimpeachable integrity, unflinching commitment and unbaised approach to the tasks in hand. Our experts work hand-in-hand with our clients during the implementation phase. Apart from jointly instituting a formidably capable organization, we produce an atmosphere of renewed energy full of promise and confidence to scale unprecedented heights. Additionally, we provide survillance post implementation of changes till the organization is consistently achieving objectives as set out at the start of our engagement.

This is the philosophy embibed in the name and core values of our organization – ALLTHEWAY.

Prices prevalent in the market are generally based upon considering all kind of risks, contingencies, and inefficiencies, rather than on least-cost scenarios. Efficient systems and ideal productivities are not considered as practical approaches while estimating costs. Hence, every participating organization in the market quotes according to either the threshold set by the market forces or according to their perception, generally based on market intelligence. However, any expenditure above the least-cost scenario is a wasteful expenditure and does not serve any meaningful purpose.

Company culture is a product of the shared values, attitudes and practices prevalent in an organization. Obviously, the attitude and behavior of an entity is based on the behavior and attitude of its employees. Employee behavior and attitudes are shaped by the way leadership behaves and acts. Company culture is evident in the way its people interact with each other and with external entities, and in the values they uphold while making (or not making) decisions.

Company culture forms over time when the attitudes of the employees get shaped according to the values promoted by the leadership. It has a two-way relationship with the work environment, company mission, leadership style, values, ethics, expectations, and goals. At the first instance, the behavior of dominating employees and leadership moulds these aspects and subsequently, this mould shapes the attitude of new employees.

Repeated use of rhetoric about safety, quality, integrity, hard work, customer focus, loyalty to the organization or the boss, employee welfare, etc. is a sign of dyfunctional organizational culture. Culture deterioration is the main cause of bankruptcy of know-how and competence. Financial bankruptcy is the ultimate result.

Human Resource Management is an area of an Organization that can singularly bring either disaster or glory. In the short term, there may be other factors that may contribute to the success of a firm, such as a demand and supply gap, lack of competition, etc. However, in the long term we all know that most organizations fail due to cultural deterioration. The main cause of cultural deterioration is a lack of attention or understanding of this crucial aspect. We may attribute the failures to any other factor, but if we do a cause-and-effect exercise or root cause analysis of each failure, it will have its origin in areas of Human Resource Management.