Human Capital & Outsourced Services

  • Onboarding
  • Competency-based Psychometric Assessments
  • Assessment Centers
  • Headhunting
  • Back-office Facilitation
  • Off-shore Help Desk
  • Back-office Off-shoring
  • Data Processing
  • Investment Advisory
  • Innovation Audits
  • HR Audits
  • Policy Audits
  • Market Sizing & Consumer Insights
  • Information Research & Database Maintenance
  • Market Research & Surveys
  • Desk Research
  • Financial Research, Financial Analysis & Modeling
  • Business Intelligence & Research
  • Legal Research

Corporate SEALS Model 

HBI uses its purpose designed coaching model to its clientele to provide and end-to-end skill enhancement program for their employees ranging from front-line executives to senior managers.  The coaching does not begin without a formal situational audit to determine the GAP and training needs.  These are addressed with coaching interventions which are either team based or one on one individual executive coaching style sessions.

The Deployment Model 

Situational Audit

The situational audit simply involves gathering background information. This feat is achieved by the following three means ensuring validity and focus.

  • Mercer-Mettl Competency-based Psychometric Assessment
  • 360 Degree Appraisal
  • Performance Appraisal and/or Skills Audit
GAP Analysis

Key Performance indicators (KPIs)/ Manager Competency are compared with the findings of the stage I (Situational  Audit). The ‘GAP’ between these is then analyzed to draft a step by step coaching plan.


Agreement with targeted outcome of the coaching program


This stage is where deployment of the coaching sessions as per the agreed plan occurs.

  • ‘Performance Matrix’/’Dashboard’
  • ‘Post Coaching Review’.

Closure of the ‘Middle Management Coaching Program’ is with the delivery of the Post Coaching Review Report to the client.