Naman Integrated Management Services Pvt Ltd

Name: Naman Integrated Management Services Pvt Ltd
Address: Naman House, 1/2/B, Haribhakti Colony, Opposite Race Course Post Office, Race Course Road, Vadodara, 390007, IN
Telephone: +91-265-3006700

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Naman Integrated Management Services Pvt Ltd

Empowering organizations through people-first solutions in HR, OD, and leadership development. Partnering for impact, growth & transformation. Ltd.

Naman Integrated Management Services Pvt. (NIMSPL) is a high energy consulting firm, dedicated to offering strategic HR solutions using tools, methodologies and best-practices developed over years of experience acquired from working with premier companies across all major industries. Today we work with most of the large companies of the country - and have helped several of them become global entit

ies. Our multi-skilled and multi-disciplined teams offer a full spectrum of industry-focused business services and solutions - including L & D Initiatives, Compensation Surveys, HR & OD Solutions, Coaching, Leadership Development - BOLT™, Talent Assessment, SME HR Planet - SHRP™, as well as RPO Solutions. We take pride in our ability to provide top class quality services to our diverse customers - be it an owner-managed business or a large multinational corporation. NIMSPL’s slogan - “Your Growth Catalyst” reaffirms the belief that our consulting solutions & services indeed act as a catalyst to spur growth for businesses and also help manage their growth.

27/05/2026

𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐚𝐥𝐢𝐠𝐧𝐦𝐞𝐧𝐭 𝐢𝐬 𝐰𝐡𝐚𝐭 𝐭𝐮𝐫𝐧𝐬 𝐠𝐫𝐨𝐰𝐭𝐡 𝐚𝐦𝐛𝐢𝐭𝐢𝐨𝐧𝐬 𝐢𝐧𝐭𝐨 𝐜𝐨𝐥𝐥𝐞𝐜𝐭𝐢𝐯𝐞 𝐚𝐜𝐭𝐢𝐨𝐧.

A powerful reflection from Alok Gupta, Group EVP & Global Business Head, Jaquar Group, on the intent behind “𝐎𝐧𝐞 𝐉𝐚𝐪𝐮𝐚𝐫” - 𝐚 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐚𝐥𝐢𝐠𝐧𝐦𝐞𝐧𝐭 𝐣𝐨𝐮𝐫𝐧𝐞𝐲 𝐟𝐨𝐜𝐮𝐬𝐞𝐝 𝐨𝐧 𝐭𝐡𝐞 𝐨𝐫𝐠𝐚𝐧𝐢𝐬𝐚𝐭𝐢𝐨𝐧’𝐬 𝐧𝐞𝐱𝐭 𝐩𝐡𝐚𝐬𝐞 𝐨𝐟 𝐠𝐫𝐨𝐰𝐭𝐡.

Bringing together 𝟑𝟐 𝐬𝐞𝐧𝐢𝐨𝐫 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐚𝐜𝐫𝐨𝐬𝐬 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬𝐞𝐬 𝐚𝐧𝐝 𝐟𝐮𝐧𝐜𝐭𝐢𝐨𝐧𝐬, the intervention created space for honest dialogue, alignment, and conversations on 𝐰𝐡𝐚𝐭 𝐢𝐭 𝐰𝐢𝐥𝐥 𝐭𝐚𝐤𝐞 𝐭𝐨 𝐬𝐜𝐚𝐥𝐞 𝐚𝐬 𝐨𝐧𝐞 𝐞𝐧𝐭𝐞𝐫𝐩𝐫𝐢𝐬𝐞.

Thank you Utsav Khandelwal, Vasundhara Katyal, and the Jaquar India leadership team for creating space for such open and future-focused conversations.

Facilitated by Samir Parikh and Adish Deshpande, with the journey closely partnered by Zil Pandya.

As organisations scale, 𝐣𝐨𝐮𝐫𝐧𝐞𝐲𝐬 𝐥𝐢𝐤𝐞 𝐭𝐡𝐞𝐬𝐞 𝐛𝐞𝐜𝐨𝐦𝐞 𝐜𝐫𝐢𝐭𝐢𝐜𝐚𝐥 𝐢𝐧 𝐬𝐡𝐚𝐩𝐢𝐧𝐠 𝐡𝐨𝐰 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐚𝐥𝐢𝐠𝐧, 𝐜𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐞, 𝐚𝐧𝐝 𝐛𝐮𝐢𝐥𝐝 𝐭𝐡𝐞 𝐟𝐮𝐭𝐮𝐫𝐞 𝐭𝐨𝐠𝐞𝐭𝐡𝐞𝐫.

25/05/2026

One of the biggest talent risks today? 𝐏𝐫𝐨𝐦𝐨𝐭𝐢𝐧𝐠 𝐡𝐢𝐠𝐡 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐞𝐫𝐬 𝐢𝐧𝐭𝐨 𝐫𝐨𝐥𝐞𝐬 𝐭𝐡𝐞𝐲 𝐰𝐞𝐫𝐞 𝐧𝐞𝐯𝐞𝐫 𝐭𝐫𝐮𝐥𝐲 𝐚𝐬𝐬𝐞𝐬𝐬𝐞𝐝 𝐟𝐨𝐫.

Rohan’s story is one many organisations will recognise. Swipe through.

Performance often explains success in the current role. 𝐁𝐮𝐭 𝐫𝐞𝐚𝐝𝐢𝐧𝐞𝐬𝐬 𝐝𝐞𝐭𝐞𝐫𝐦𝐢𝐧𝐞𝐬 𝐬𝐮𝐜𝐜𝐞𝐬𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐧𝐞𝐱𝐭 𝐨𝐧𝐞.

If you’re navigating promotion or succession decisions, explore how organisations are assessing readiness differently → https://bit.ly/4dBpDC3

20/05/2026

The next phase of growth does not begin with strategy alone. It begins when 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐚𝐥𝐢𝐠𝐧 𝐨𝐧 𝐡𝐨𝐰 𝐭𝐡𝐞𝐲 𝐭𝐡𝐢𝐧𝐤, 𝐜𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐞, 𝐚𝐧𝐝 𝐦𝐨𝐯𝐞 𝐟𝐨𝐫𝐰𝐚𝐫𝐝 𝐭𝐨𝐠𝐞𝐭𝐡𝐞𝐫.

At Jaquar India's “𝑂𝑛𝑒 𝐽𝑎𝑞𝑢𝑎𝑟” 𝑖𝑛𝑡𝑒𝑟𝑣𝑒𝑛𝑡𝑖𝑜𝑛, 32 𝑠𝑒𝑛𝑖𝑜𝑟 𝑙𝑒𝑎𝑑𝑒𝑟𝑠 came together for 𝐭𝐰𝐨 𝐢𝐦𝐦𝐞𝐫𝐬𝐢𝐯𝐞 𝐝𝐚𝐲𝐬 𝐨𝐟 𝐫𝐞𝐟𝐥𝐞𝐜𝐭𝐢𝐨𝐧, 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐝𝐢𝐚𝐥𝐨𝐠𝐮𝐞, 𝐬𝐢𝐦𝐮𝐥𝐚𝐭𝐢𝐨𝐧𝐬, 𝐚𝐧𝐝 𝐜𝐮𝐥𝐭𝐮𝐫𝐞-𝐚𝐥𝐢𝐠𝐧𝐦𝐞𝐧𝐭 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧𝐬 focused on the organisation’s future.

The focus was not just on discussing culture, but on 𝐝𝐞𝐟𝐢𝐧𝐢𝐧𝐠 𝐭𝐡𝐞 𝐛𝐞𝐡𝐚𝐯𝐢𝐨𝐮𝐫𝐬, 𝐚𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲, 𝐚𝐧𝐝 𝐜𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐨𝐧 needed to scale together.

The intervention was facilitated by Samir Parikh and Adish Deshpande, with the journey closely partnered by Zil Pandya.

Featuring reflections from Gaurav Malhotra, Group Advisor, Jaquar Group.

As organisations scale, 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐚𝐥𝐢𝐠𝐧𝐦𝐞𝐧𝐭 𝐛𝐞𝐜𝐨𝐦𝐞𝐬 𝐚 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐢𝐦𝐩𝐞𝐫𝐚𝐭𝐢𝐯𝐞, 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐚 𝐜𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐚𝐬𝐩𝐢𝐫𝐚𝐭𝐢𝐨𝐧.

Connect with NamanHR to design leadership journeys that enable collective growth and enterprise thinking.

18/05/2026

Many talent decisions feel correct in the moment they’re made. 𝐓𝐡𝐞 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐢𝐬 𝐯𝐢𝐬𝐢𝐛𝐥𝐞. 𝐓𝐡𝐞 𝐭𝐫𝐚𝐜𝐤 𝐫𝐞𝐜𝐨𝐫𝐝 𝐢𝐬 𝐬𝐭𝐫𝐨𝐧𝐠. 𝐓𝐡𝐞 𝐩𝐞𝐫𝐬𝐨𝐧 𝐢𝐬 𝐭𝐫𝐮𝐬𝐭𝐞𝐝.

And yet, some of the costliest gaps only become visible later, once the role becomes more complex.

That’s because 𝐨𝐫𝐠𝐚𝐧𝐢𝐬𝐚𝐭𝐢𝐨𝐧𝐬 𝐨𝐟𝐭𝐞𝐧 𝐞𝐯𝐚𝐥𝐮𝐚𝐭𝐞 𝐩𝐞𝐨𝐩𝐥𝐞 𝐛𝐚𝐬𝐞𝐝 𝐨𝐧 𝐰𝐡𝐚𝐭 𝐦𝐚𝐝𝐞 𝐭𝐡𝐞𝐦 𝐬𝐮𝐜𝐜𝐞𝐬𝐬𝐟𝐮𝐥 𝐢𝐧 𝐭𝐡𝐞 𝐜𝐮𝐫𝐫𝐞𝐧𝐭 𝐫𝐨𝐥𝐞, while the next role may demand something entirely different.

The challenge isn’t lack of talent. It’s visibility into 𝐫𝐞𝐚𝐝𝐢𝐧𝐞𝐬𝐬 𝐛𝐞𝐲𝐨𝐧𝐝 𝐜𝐮𝐫𝐫𝐞𝐧𝐭 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞.

And that’s becoming far more critical as succession and promotion decisions accelerate this year.

Explore more → https://www.namanhr.com/services/assessment-development-centre/

08/05/2026

𝐌𝐨𝐬𝐭 𝐭𝐚𝐥𝐞𝐧𝐭 𝐫𝐞𝐯𝐢𝐞𝐰𝐬 𝐝𝐨𝐧’𝐭 𝐟𝐚𝐢𝐥 𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐥𝐚𝐜𝐤 𝐢𝐧𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧. They fail because some of the 𝐦𝐨𝐬𝐭 𝐢𝐦𝐩𝐨𝐫𝐭𝐚𝐧𝐭 𝐜𝐨𝐧𝐜𝐞𝐫𝐧𝐬 𝐬𝐭𝐚𝐲 𝐮𝐧𝐬𝐩𝐨𝐤𝐞𝐧.

Not intentionally. But because 𝐜𝐨𝐧𝐟𝐢𝐝𝐞𝐧𝐜𝐞, 𝐟𝐚𝐦𝐢𝐥𝐢𝐚𝐫𝐢𝐭𝐲, 𝐚𝐧𝐝 𝐩𝐚𝐬𝐭 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐚𝐫𝐞 𝐞𝐚𝐬𝐢𝐞𝐫 𝐭𝐨 𝐝𝐢𝐬𝐜𝐮𝐬𝐬 than uncertainty, judgement, or adaptability.

The challenge today isn’t collecting more talent data. It’s 𝐜𝐫𝐞𝐚𝐭𝐢𝐧𝐠 𝐞𝐧𝐨𝐮𝐠𝐡 𝐯𝐢𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐭𝐨 𝐚𝐬𝐤 𝐛𝐞𝐭𝐭𝐞𝐫 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬 𝐚𝐫𝐨𝐮𝐧𝐝 𝐢𝐭.
Explore more → https://www.namanhr.com/services/assessment-development-centre/

04/05/2026

Most organisations don’t lack data on talent. 𝐓𝐡𝐞𝐲 𝐬𝐭𝐫𝐮𝐠𝐠𝐥𝐞 𝐰𝐢𝐭𝐡 𝐡𝐨𝐰 𝐢𝐭’𝐬 𝐢𝐧𝐭𝐞𝐫𝐩𝐫𝐞𝐭𝐞𝐝.

That’s why leaders who look ready on paper don’t always translate into effectiveness in role.

As promotion and succession decisions pick up this quarter, it may be worth asking: 𝐖𝐡𝐚𝐭 𝐬𝐢𝐠𝐧𝐚𝐥𝐬 𝐚𝐫𝐞 𝐰𝐞 𝐫𝐞𝐚𝐥𝐥𝐲 𝐫𝐞𝐥𝐲𝐢𝐧𝐠 𝐨𝐧?

And if this is something you’re navigating, it might be worth taking a closer look at how talent decisions are being made → https://www.namanhr.com/services/assessment-development-centre/

01/05/2026

Last week, during a leadership assessment debrief, a pattern became hard to ignore. 𝐍𝐨𝐭 𝐢𝐧 𝐨𝐧𝐞 𝐥𝐞𝐚𝐝𝐞𝐫. 𝐁𝐮𝐭 𝐚𝐜𝐫𝐨𝐬𝐬 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧𝐬.

These 𝐭𝐡𝐫𝐞𝐞 𝐬𝐡𝐢𝐟𝐭𝐬 𝐰𝐞’𝐫𝐞 𝐬𝐞𝐞𝐢𝐧𝐠 𝐦𝐨𝐫𝐞 𝐨𝐟𝐭𝐞𝐧 𝐚𝐧𝐝 𝐧𝐨𝐧𝐞 𝐨𝐟 𝐭𝐡𝐞𝐬𝐞 𝐚𝐫𝐞 𝐧𝐞𝐰 𝐩𝐫𝐨𝐛𝐥𝐞𝐦𝐬. But they’re showing up more consistently and more subtly.

As organisations step into a new financial year, it raises a deeper question: 𝐖𝐡𝐞𝐫𝐞 𝐦𝐢𝐠𝐡𝐭 𝐨𝐮𝐫 𝐜𝐮𝐫𝐫𝐞𝐧𝐭 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠 𝐨𝐟 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐛𝐞 𝐥𝐢𝐦𝐢𝐭𝐢𝐧𝐠 𝐮𝐬?

Shruti Nayak, our CSM head explores this further in our latest Culture Wire, Read the full issue here: https://www.namanhr.com/newsletter/

27/04/2026

Most organisations today are 𝐧𝐨𝐭 𝐬𝐡𝐨𝐫𝐭 𝐨𝐧 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐢𝐧𝐢𝐭𝐢𝐚𝐭𝐢𝐯𝐞𝐬.

Because what’s changing now is not 𝐰𝐡𝐞𝐭𝐡𝐞𝐫 𝐨𝐫𝐠𝐚𝐧𝐢𝐬𝐚𝐭𝐢𝐨𝐧𝐬 𝐢𝐧𝐯𝐞𝐬𝐭 𝐢𝐧 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 - 𝐈𝐭’𝐬 𝐡𝐨𝐰 𝐭𝐡𝐞𝐲 𝐚𝐫𝐞 𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐢𝐭.

And that shift is already visible across organizations that are starting to see real impact.

If leadership development is on your agenda this year, it might be worth looking at what needs to change in the approach.

Explore more → www.namanhr.com/leadership/

24/04/2026

A small gap we’re seeing more often: 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 𝐰𝐚𝐧𝐭 𝐭𝐞𝐚𝐦𝐬 𝐭𝐨 𝐭𝐚𝐤𝐞 𝐨𝐰𝐧𝐞𝐫𝐬𝐡𝐢𝐩. 𝐁𝐮𝐭 𝐬𝐭𝐢𝐥𝐥 𝐬𝐭𝐚𝐲 𝐜𝐥𝐨𝐬𝐞𝐥𝐲 𝐥𝐨𝐨𝐩𝐞𝐝 𝐢𝐧.

Not because intent is unclear but because letting go is harder than it sounds.

Over time, teams pick up on this. And 𝐢𝐧𝐬𝐭𝐞𝐚𝐝 𝐨𝐟 𝐚𝐜𝐭𝐢𝐧𝐠 𝐢𝐧𝐝𝐞𝐩𝐞𝐧𝐝𝐞𝐧𝐭𝐥𝐲, 𝐭𝐡𝐞𝐲 𝐬𝐭𝐚𝐫𝐭 𝐜𝐡𝐞𝐜𝐤𝐢𝐧𝐠 𝐢𝐧… 𝐣𝐮𝐬𝐭 𝐭𝐨 𝐛𝐞 𝐬𝐚𝐟𝐞.

If this feels familiar, it might be worth looking at how ownership is actually being built → www.namanhr.com/leadership/

20/04/2026

The 𝐝𝐢𝐟𝐟𝐞𝐫𝐞𝐧𝐜𝐞 𝐛𝐞𝐭𝐰𝐞𝐞𝐧 𝐚𝐧 𝐚𝐯𝐞𝐫𝐚𝐠𝐞 𝐥𝐞𝐚𝐝𝐞𝐫 𝐚𝐧𝐝 𝐚𝐧 𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐨𝐧𝐞 rarely shows up in big decisions.

𝐈𝐭 𝐬𝐡𝐨𝐰𝐬 𝐮𝐩 𝐢𝐧 𝐞𝐯𝐞𝐫𝐲𝐝𝐚𝐲 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧𝐬.
• In how feedback is given.
• In when leaders step in or step back.
• In what gets reinforced, quietly.

That’s where 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐜𝐚𝐩𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐭𝐚𝐤𝐞 𝐬𝐡𝐚𝐩𝐞.

If you’re exploring what this means for your organisation, take a closer look here → www.namanhr.com/leadership/

Address

Naman House, 1/2/B, Haribhakti Colony, Opposite Race Course Post Office, Race Course Road
Vadodara
390007

Telephone

+91-265-3006700

Website

http://namanhr.com/

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