CSR Impact Assessment

A CSR Impact Assessment is a systematic evaluation of a company's social responsibility (CSR) activities and initiatives. It measures the effects of these activities on stakeholders, the environment, and the company itself. The assessment helps companies understand their social responsibility performance and identify areas for improvement.

Benefits of a CSR Impact Assessment include:

Accountability and transparency: Helps build trust with stakeholders and improve corporate reputation

Continuous improvement: Helps identify areas for improvement and ensure CSR efforts are aligned with business goals

Multidimensional reporting: Analyzes a company's output, CSR outcomes, and impact

Identifying business value: Helps companies identify areas where they can create business value using CSR activities

A CSR Impact Assessment can measure a variety of dimensions, including:

Social issues like livelihood, health, education, culture, heritage, and lifestyle

Economic issues

Environmental issues

Community impacts

The frequency of CSR Impact Assessments depends on the project:

One-time project: An impact assessment should be conducted after the project is completed

Ongoing project: An impact assessment should be conducted after the project is completed

Upscaled or renewed programs: An impact assessment should be conducted every year.

COMPETENCY BASED ASSESSMENT CENTRE

COMPETENCY BASED ASSESSMENT CENTRE for identifying executives with high potential. For this purpose, behavioral and emotional intelligence competency assessment in association with HR departments of the organization may to be done. After competency identification is done, a table showing available competencies with the executives is to be prepared (in the manner exhibited subsequently) and those displaying above a benchmark score have to be identified.

The identified individuals would be then trained through case studies, management games and in basket exercises. Adventure based exercises for team building may be done. We propose the following value-additions from our side: INTELLECTUS team would help you streamlining your identified competencies as per the Harvard model of Daniel Katz and then deciding on the Behavioral Indicators (BI) of each competency to enable more accurate measurement during assessment center activities. Firstly, the competencies may be classified as according to the model mentioned above in the following order: The competencies identified during your COMPETENCY ASSESSMENT PHASE need to be differentiated as CRITICALCOMPETENCIES and SUPPORTING COMPETENCIES AND THEN CLASSIFIED AS PER SENIORITY REQUIREMENT.

a. Further breaking down of competencies into Behavioral Indicators (BI)For example, you have identified ‘Decision making ability’ as key competencies which may be further analytically broken down as follows:

DEFINITION: DECISION MAKING (INDICATIVE LIST): Competency of DECISION MAKING is defined as the set of Human Attributes required to deice the course of action under any given situation.

Psychometric Assessment for selection

INTELLECTUS provide unparaled expertise in the area of psychometric mapping through involvement of psychoanalytic tools that study people’s unconscious drives to predict their behavioural patterns. The psychoanalytic theoretical approach to the study of personality emphasizes unconscious motivation as the main cause of behavior that lies buried in the unconscious mind.