The pace of change is faster than ever. It can be challenging to keep up. The pace of change is accelerating exponentially and is increasingly presenting companies with a multitude of formidable challenges. The key to sustained value growth today is an insuperable growth cycle. You must identify how to play smartly, how to win there, and how to future-proof your business model. We help you maximize profit with a practical road map. Our concepts are based on proven methodologies that have benefited thousands of organizations around the world. We help companies achieve tangible results by deploying fool-proof methodologies based on a variety of excellence frameworks including EFQM, ,Baldridge, Scandia Navigator, and Shingen.   Our solutions are designed to scale up and sustain consistent growth. There are no gimmicks, but only tangible results.  

You can check out yourself how these frameworks function and which organizations have adopted them globally.


Beat the odds smartly. Equip yourself with clear, future-proof direction.

Strategy may be described as solving a design problem, with trade-offs among various elements that must be arranged, adjusted and coordinated; rather than a plan or choice.

Strategic Planning is an organizations’ process of defining direction and making resource allocation decisions to execute its vision.

A strategic plan should help an organization to :

  • Understand the enterprise-wide implications of achieving new business targets
  • Identify key capability requirements
  • Define clear and practical strategies that can be operationalized and executed
  • Respond to changing conditions in the marketplace

Beyond your visual range, there could be a new a new competitor, new technology, or a new trend ready to emerge. Are you ready to take on the challenge ?

Components of strategy

Prof. Richard P. Rumelt described strategy as a type of problem solving. He emphasized that good strategy has an underlying structure he called a kernel. The kernel has three parts:

1) A diagnosis that defines or explains the nature of the challenge;

2) A guiding policy for dealing with the challenge; and

3) Coherent actions designed to carry out the guiding policy.

According to Rumelt, three important aspects of strategy include "premeditation, the anticipation of others' behavior, and the purposeful design of co-ordinated actions."


BET’s strategy consultants help clients understand and evaluate where they are, and where they ought to be. We guide clients through the changing landscape and show them how to adapt; because without a well-informed strategy, you can only hope to survive. At BET, wehelp our clients thrive.

We closely work with your entire team to develop, deploy, or optimize your business strategy. Our practical solutions are designed to provide your business with a sustainable strategic advantage over your competitors. We partner with client teams to define, review, and embed business strategy; aligning operations to strategic plans.


Governance is aimed at achieving organizational goals and objectives. It is the set of responsibilities, practices, polices, and procedures used to provide strategic direction, ensure objectives are achieved, manage risks, and use resources responsibly and with accountability. Effective governance creates an honest, open environment that promotes structure in planning, and agility in execution.

 Why is Corporate Governance Important?

A corporation without governance is like a train without a track. No matter how much potential the business has, it will never undergo the business transformation needed to get to where it wants because it has nothing directing its progress.

Today, proper governance is not simply about investor security; it is necessary for corporations to succeed. Without good governance, project management and corporate improvement strategies have higher failure rates that will make potential investors wary.


Implementation and maintenance of good governance facilitates robust decision making and improves Strategy, Performance, Compliance and Accountability, and is characterized by ongoing monitoring and evaluation. Effective corporate governance helps an organization to achieve its objectives and desired outcomes and fulfill its obligations through sound:

  • Strategic and business planning;
  • Risk management;
  • Financial management and reporting;
  • Human resource planning and control; and
  • Compliance and accountability systems.
Our consultants are Certified Corporate Directors who possess solid knowledge in governance who can guide you to implement a world-class governance system.


Key performance results should be related to the organization’s basic role as determined in its policy&strategy and to the objectives set for it. Performance indicators are selected on the basis of each organization’s own strategic objectives. These indicators describe results that are essential in terms of the organization’s long- and short-term success. The results are used to evaluate the organization’s performance, operational development, efficiency and effectiveness. The results should cover relevant areas in terms of operations; and they should be clearly linked to operations. In addition to achievement of basic tasks and strategic objectives, the organization should measure its internal performance - i.e. the efficiency and effectiveness of its key processes. Performance results are divided into non-financial (those relating to key objectives) and financial results. Financial measures are used to assess financial results and economical and efficient use of resources.

We look at your current KPRs from every angle to detect   every improvement area. Our result maximization program is based on   meticulous analysis to ensure fool-proof outcome.  


In today’s competitive business environment, attracting and retaining top performers is critical to success.We help companies to architect compelling career paths for their employees that foster talent development, enhance retention efforts, and cost-effectively cultivate a workforce that improves business performance.

Our approach to developing performance and career management solutions are aimed at creating long-lasting success. Given today’s globally connected world, it is not just executives who need a global mindset; employees at all levels must develop the unique skillset necessary to achieve real success.

We apply our DNA-deep understanding of the relationship between an organization’s culture and its business outcomes to grow strong employee engagement from the ground up. Propelled by employee interests and integrated at every point along the employee lifecycle, we develop solutions that are embraced, effective, and enduring.

BET caters to each client’s specific people needs. We focus on supporting and advising clients, driving and embedding change. We have ample expertise in organizational design, change management and communications, that allows us to effectively support major transformation programs.

HR transformation is a journey. Together, let’s journey towards creative and innovative outcomes that deliver the strategic talent and culture framework that drives employee inspiration; and ultimately, superior KPRs for your company.


International growth is no longer limited to large companies today; companies of all sizes and in almost all industries are expanding beyond the shores of their countries. The reasons are many - greater opportunities for expansion, change in public policy, growing global economic convergence, improved means of managing internationally, and growing competitive imperatives. International growth is no longer an option, it's a necessity. Today's challenges cannot be faced with yesterday's capabilities.

An IMD study shows that in order to enjoy successful international growth, companies have to learn to do five things very well:

  1. Think strategically on a global basis
  2. Manage partnerships effectively
  3. Staff effectively through expatriation and localization
  4. Manage the learning process
  5. Adapt the organization structure to shifting needs
  6. Learn how your global team can succeed in these turbulent times.
We help clients achieve sustainable growth. Our simple, yet effective scaling up program is based on proven tools and techniques.

PROCESS- Improvement from the inside out

We deploy process improvement strategies across resources to deliver the most creative solutions to your business. At BET, we don’t believe in a packaged, one-size-fits-all process. Our approach is collaborative and always tailored to your needs. We take process improvement seriously, and we know from experience that change is best managed by anticipating and preparing for impacts across your business.

What we do

  • Business process improvement and implementation
  • Workflow analysis
  • Business process reengineering
  • Policy development
  • New process development
  • Best practice assessment
  • Cost reduction analysis
  • Methodology development


Organizational Transformation Consulting- Transformation that results in enduring success.

We help build solutions that help leaders and their companies realize their ambitions to transform.

You want to see your organization change. You want high productivity, consistent growth, creativity, commitment, and superior results. This can be achieved basically by transforming your leadership as well as the entire organization through dedicated, result-oriented training and consulting. We deliver practical knowledge to effect the kind of behavioral change that drives real–world results. We do it at affordable cost.

Many senior managers today are aggressively trying to transform their companies, seeking radically to improve performance by changing behavior and capabilities throughout the organization. Unfortunately, most leadership groups lack a proven way of thinking about the challenge.

To achieve effectiveness, there are the key axes of change to focus on :

  • Top-down direction setting
  • Broad-based, bottom-up performance improvement
  • Cross-functional core process redesign

Together, these three axes make up what we think of as a "transformation triangle"—a balanced, integrated framework for combining separate initiatives into a coherent overall program.



  1. 1.Major, sustained performance improvement
  2. 2.Durable cultural / behavioral change


  1. 1.Top-Down directional setting
  2. 2.Bottom-up performance improvement problem solving
  3. 3.Process re-engineering


Multiple functions with varying performance objectives






Delivering HR Excellence; Inspiring People; Dramatizing Results

Human resource (HR) transformation is the process of fundamentally rethinking and re-chartering the HR function/department in the organization. HR departments often face conflicting expectations from the different groups they serve ‐ senior executives, middle managers, union representatives, customers, suppliers, distributors, investors, and workers. Many companies are in the middle of a massive transformation process, due to a changed market, competitive environment, or other external factors such as demographic development and the scarcity of qualified staff. Although there is no “one right choice” for HR transformation, what you choose is most critical to your HR success. This is why BET offers proven, fool-proof HR transformation aimed at ensuring your long-lasting HR effectiveness.

HR transformation is not a one-time event — it’s a journey.

HR Transformation is about unravelling the mysteries of HR execution. The process gives insight to the myriad of components included in HR strategy and transformation discussions.

The next generation of HR Transformation is more tightly linked to corporate strategy and creating business value through HR services that address a company’s daunting strategic challenges.

What is driving change in Human Resources ?

The HR “wake up call” is being driven by a number of key factors – all of which are directed towards building or strengthening the strategic partnership role.

  • Business landscape is transforming globally
  • HR is a catalyst of organizational growth
  • Many organizations are faced with questionable HR service delivery
  • HCROI (Human Capital Return on Investment) is a key to success.

In order for HR to fulfil its new mandate, there are a number of areas that need focus and development, such as :

  • Business strategy
  • Data analysis and reporting
  • Organizational assessment
  • Organizational design
  • Core competencies
  • Job design
  • workforce planning and succession planning
  • Cost analysis
  • Measurement
  • Cross functional skills
  • Financial acumen
  • Technology awareness
  • Social network impacts

 If HR is going to transform,then it needs to address the many critical hurdles it faces, such as : 

  • Capability of line management
  • Skills within HR departments
  • Business perception of HR’s “value”
  • Attitude & culture of the workforce
  • HR structures and reporting lines
  • Organizational leadership
  • Leadership’desire for HR strategic activity
  • Effectiveness in the use of technology

BET can help you look beyond the traditional HR operational function to consider total workforce strategy.We can help you assess your current organization, map out and implement a future-proof organizational design, integrate the workforce into the new model, and monitor and address arising issues in real time.

What we do

We help you to design your HR organization to be agile, effective and smart to take on the future challenges. Here are a few elated key aspects :

  • Systematic analysis of your requirements and definition of the HR value drivers: what are the future demands on HR?
  • Development of the entire HR strategy derived from the company strategy and the relevant business environment factors: how can HR best fulfil these requirements?
  • Derivation of the appropriate future-orientated HR service portfolio: which HR services are required for this?
  • Examination of the service prerequisites and derivation of the areas of action: how can we optimally design the HR services of the future?
  • Design of the agile HR organization aligned with the strategic requirements: how do we need to align the HR organization with these?
  • Training / Coaching of HR managers and employees: which competencies need to be augmented ?
  • Accompanying the implementation of the HR strategy and the design of the agile HR organization, including change management: how can the new HR organization be most effective?
  • Development and establishment of additional HR strategy topics such as strategic personnel planning and job architecture: what bases need to be created for this?

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