𝐏𝐚𝐫𝐭𝐧𝐞𝐫𝐬𝐡𝐢𝐩 𝐀𝐧𝐧𝐨𝐮𝐧𝐜𝐞𝐦𝐞𝐧𝐭

In the process of offering Integrated services under one roof, 𝗖𝗮𝘁𝗮𝗹𝘆𝗱𝗱 is very happy and proud to announce, the signing of the MOU with 𝗛𝗖𝗦 𝗡𝗲𝘁𝗵𝗲𝗿𝗹𝗮𝗻𝗱𝘀 through its Indian subsidiary, to market homologation and related technical/consulting services in India.

We will be helping Indian automotive companies to get 𝗘𝘂𝗿𝗼𝗽𝗲𝗮𝗻 𝗮𝗻𝗱 𝗖𝗵𝗶𝗻𝗲𝘀𝗲 𝗛𝗼𝗺𝗼𝗹𝗼𝗴𝗮𝘁𝗶𝗼𝗻𝘀 for their vehicles, systems, and components. At the same time, we will be providing technical coordination and consulting services for 𝗜𝗻𝗱𝗶𝗮𝗻 𝗵𝗼𝗺𝗼𝗹𝗼𝗴𝗮𝘁𝗶𝗼𝗻 through ARAI. Both the management of 𝗖𝗮𝘁𝗮𝗹𝘆𝗱𝗱 𝗮𝗻𝗱 𝗛𝗖𝗦 India has recently signed MOU for launching these services.
With deep penetration in the Indian market, along with quality project management capabilities, 𝗖𝗮𝘁𝗮𝗹𝘆𝗱𝗱 will definitely synergize with, homologation Technical skills and authority representation from 𝗛𝗖𝗦, to make this partnership immensely successful.
In upcoming partnership projects, we would like to support customers with the most cost-effective and practical solutions. Customers can get appealing offerings from us when using our services. More than that, we promise to continue delivering consistent support for Homologation services or any homologation-related technical problem whenever customers need it.

Catalydd Management


Process capability is the performance level of the process after it has
been brought under statistical control. In other words, process capability is the

range over which the natural variation of the process occurs as determined by the

system of common causes.

It is used to predict the extent to which the process will be able to comply with specifications.
We must do it to set realistic cost-effective part specifications based on the customer’s needs and the costs associated with the supplier meeting those needs.
From the capability study, we may know the hidden costs. This could mean that unnecessary costs could occur such as sorting to actually meet customer needs.

𝙒𝙚 𝙖𝙩 𝘾𝙖𝙩𝙖𝙡𝙮𝙙𝙙 𝙀𝙣𝙜𝙞𝙣𝙚𝙚𝙧𝙞𝙣𝙜 𝙘𝙖𝙣 𝙝𝙚𝙡𝙥 𝙮𝙤𝙪 𝙩𝙤 𝙖𝙘𝙝𝙞𝙚𝙫𝙚 𝙙𝙚𝙨𝙞𝙧𝙚𝙙 𝙖𝙘𝙘𝙚𝙥𝙩𝙖𝙣𝙘𝙚 𝙡𝙚𝙫𝙚𝙡 𝙩𝙝𝙧𝙤𝙪𝙜𝙝 𝙎𝙞𝙭 𝙎𝙞𝙜𝙢𝙖 𝘼𝙥𝙥𝙧𝙤𝙖𝙘𝙝.

reach us at sales1@catalydd.com

Softskill Training

Before the Pandemic, there was already a less focus on soft skill training by organizations, and post-pandemic it has gone to the bottom, under “cost-saving”.

But historically it’s proven that without, soft-skills the domain skills do not flourish.

Some of the clear benefits of soft skills

1)Increased productivity
2)Stronger teamwork
3)More effective leaders
4)Improved retention of top talent
5)Reduced turnover
6)Improved employee morale
7)Stronger, more effective interdepartmental communication
8)Improved consistency in output, productivity

Our soft skills training division head Vidisha has recently conducted a brief session on soft skills, which is a kick-start of a series of sessions coming up for the next 2 years, for one of our esteem clients and the response is visible

Initially, there was hesitance and then there was overcrowding to discuss /debate/understand…improve.

Reach us at sales@catalydd.com to have such effective sessions in your organization too.



Scalable Approach in developing system in quality Management service

Being into the business of #qualitymanagment, we always come across many customers, who complain that, though their suppliers possess certain mandatory Quality Certifications, still they are not able to meet quality requirements ….why..why?

The answer to this is not very complicated or a rocket science.

We come across many situations, where everything seems to be ok on the documents, but in reality there are system lapses.
Being in to  #auditing domain we analyzed the major reasons behind it as,
1) #qualitymanagmentsystems are implemented but a sustenance mechanism is not developed.
2) #qualitymanagmentsystems works perfect at particular scale, but it fails as business starts scaling up ..so scalability factor is not considered while designing. Sales takes over quality.
3) #qualitymanagmentsystems are designed but the Structure required for maintaining the system is not dynamically designed.
4)#qualitymanagmentsystems are designed ,implementation is done but Continuous training approach is missing.
5)#qualitymanagmentsystems are designed focusing on Quality aspect, but human aspect is missing, so practical difficulties are not addressed …deviations starts.

𝐓𝐡𝐢𝐬 𝐢𝐬 𝐰𝐡𝐞𝐫𝐞 𝐂𝐚𝐭𝐚𝐥𝐲𝐝𝐝 𝐜𝐨𝐦𝐞𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐩𝐢𝐜𝐭𝐮𝐫𝐞 ,𝐧𝐨𝐭 𝐨𝐧𝐥𝐲 𝐚𝐬 𝐚𝐧 𝐭𝐡𝐢𝐫𝐝 𝐩𝐚𝐫𝐭𝐲 𝐚𝐮𝐝𝐢𝐭𝐨𝐫 , 𝐛𝐮𝐭 𝐭𝐡𝐞 𝐨𝐧𝐞 𝐰𝐡𝐨 𝐡𝐚𝐬 𝐬𝐭𝐮𝐝𝐢𝐞𝐝 𝐦𝐮𝐥𝐭𝐢𝐩𝐥𝐞 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐬 𝐢𝐧 𝐝𝐢𝐟𝐟𝐞𝐫𝐞𝐧𝐭 𝐬𝐜𝐞𝐧𝐚𝐫𝐢𝐨𝐬 𝐚𝐧𝐝 𝐜𝐚𝐧 𝐡𝐞𝐥𝐩 𝐲𝐨𝐮 𝐢𝐧 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐢𝐧𝐠 𝐬𝐲𝐬𝐭𝐞𝐦𝐬 𝐢𝐧 𝐚 𝐰𝐚𝐲 𝐭𝐡𝐚𝐭 𝐭𝐡𝐨𝐬𝐞 𝐰𝐨𝐫𝐤 𝐞𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐭𝐥𝐲 𝐢𝐧 𝐚𝐧𝐲 𝐬𝐜𝐞𝐧𝐚𝐫𝐢𝐨.
Write us back on 𝒔𝒂𝒍𝒆𝒔@𝒄𝒂𝒕𝒂𝒍𝒚𝒅𝒅.𝒄𝒐𝒎 for any support you need. Our objective is to make every business shine, on the global platform.

Catalydd is always one step ahead in its business offerings. Now we are going digital in our services. As a first step we have digitized our data management of inspection services.

The problems it solves

  • Having Data Centralized at one location
  • Data Modification/Changes once entered no possible In Forwards
  • Dependency For Data Availability eliminated, data available in ne log in.
  • Accountability Of “Efficiency” In the Inspection Process
  • Complete visibility of “Consolidated Inspection Data” For Satellite Locations
  •  “Process Mapping to The Defects “Through the Inspection Data
  • Drastic reduction in Time and Human Effort for Analyzing Data on Different Parameters
  • “Inspected OK part’s Data available on tips.


𝐊𝐞𝐲 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐬

  • Data entry through Mobile app/web browsing
  • Offline data entry on the mobile app or through templates (scan and upload)
  • Online PPAP documents / deviation / SOP / WI / 8D report submission and approval
  • Capture defective part images
  • First Time Right and reworked parts data can be seen separately
  • Customization of reports
  • You can also install at the supplier end to have better control on quality & quantity

Why Having and Following Organization Structure is Essential

Don’t get surprised to know that, out of total industrial units in India, 90% are SMEs, with the whooping employment they are generating of around 100 million, which clearly indicates their contribution to the Indian economy.

In our engineering & consulting divisions, we come across many SMEs and yes some large organizations also, as customers. Specifically in consulting we have a few customers, whom we are guiding for business transformation. Through this experience and my past 27 years of experience, where we use to deal with the SME sector as a customer, one problem I have observed that

  • Organization structure” either does not exist, or
  • it exists but it’s not followed or it’s not working.

When I try to discuss with the owners/senior management, they either do not believe or do not know the benefits of having a structured organization, let it be of 20-30 employees or 100—200 employees.

The negative impact of this is

  • Owners or Senior managers are overloaded, so not able to work for development or the future.
  • Owners or senior managers become constrained and most of the things get delayed at their end.
  • High attrition rate and attracting talent is a big challenge for them.
  • Middle or junior level team is always confused and demotivated and they always look for opportunities in MNCs or large organizations

We can completely understand the challenges of the SME sector, where cost pressures are huge, as comparative competition is enormous, but this same sector has issues on manpower retention, attracting talent, unclear working environment. To curb all these issues, the most important step is to establish a structured organization.

Many of the entrepreneurs feel that establishing a structured organization will lead to working in Silos and then they lose flexibility, which is essential in the SME sector. But, this is quite the wrong impression. Having a structured organization is nothing but to have an SOP for “Quality management”, “Write what we do and do what we write”.

One can have multiple responsibilities, and those can be defined in the organization structure. For example, a “Commercial officer”, can handle, admin, purchase,  finance, and can have MULTIPLE responsibilities clearly defined/delegated, but cannot have INFINITE  responsibilities undefined.

You can start with the Flat organization structure, where you can finish the structure in min 1 or max 3 levels, and as the business grows, the levels can be increased, the matrix can be implemented.

Another problem we see is, though the structure is defined, it’s not followed, either by senior management or by owners themselves. I interact with many mid/junior employees, who leave such organizations because, they do not know who is their boss and every SO-CALLED boss, expects them to perform in a different way (this is the scenario even in large businesses ).

So once we define the structure, it is essential that there has to be clarity, of who is whose Manager and this needs to be followed, especially when it comes to giving instructions.

One more problem, we see generally, that structure is in place, team members know their responsibility, but they are not EMPOWERED  to make decisions. We should not forget that, RESPONSIBILITY comes with the AUTHORITY, somebody TRUSTED US and gave AUTHORITY and that’s why we could GROW, we need to follow the same for our TEAM.

Author: Dr.Sagar Kulkarni

PS: This Article is written based on his real-life experiences while leading various organizations and now while consulting for SME sector



Quality Assurance Outsourcing: The new Mantra for Being Quality Leader in The Industry

The existence of Quality Management Systems has traces since the early years of the 19th century. Over the period of time Quality control has evolved dramatically and now at a broader level, we see it has two aspects, Quality control, and Quality assurance.

We strongly believe that Quality control is not “somebody else’s ” function, but the one who produces must ensure Quality control. This ultimately means the production department must take care of the Quality of the product they are producing.

Quality Control is not an impulsive process and it follows a lot of rules, procedures, standards, methods and the basket of all this constitutes “Quality Management Systems”, the function which keeps doing “Process Audit” of the Quality Control function and keeps mapping the adherence of procedures to the standards, under the umbrella of “Quality Assurance”.

 But Quality assurance is an “Audit” function and we know that the process owner, cannot be the Process Auditor, and hence the development of the separate Quality function, Quality Assurance, evolved, in the process of the Industrial revolution.

 By now most of the industries have separated Quality control and Quality assurance function, but the effectiveness is still missing, as both are controlled by the Same “Business operations”. Many businesses have kept reporting of the Quality Assurance function to the senior management, most of the time to the plant heads and in some cases to the CEOs. But these big positions are many times busy with strategic issues and then Quality assurance gets ignored or compromised.

Nobody in the organization deviates Quality Control process or for that matter any standard processes intentionally, but most of the time due to the business environment, customer pressures, missing resources, the Quality Control function is compromised, even with the presence of Quality Assurance function.

 This is where Catalydd Engineering, comes into the picture, where we take over the Quality Assurance function in your business and the function reports to our “project manager “and our “project manager” reports to the senior functions in your business.

What do we do?

1)we constantly conduct a “Process Audit” of your processes to ensure that, in the event of production pressure or missing resources, the Quality Control function is not compromised

 2)we periodically audit your procedures, formats and keep them updated with the latest version of the standard and latest processes changes.

 3)We track layered process audits and create a platform, where all deviations/abnormalities are discussed and closed with permanent actions.

 4)We also audit your Feasibility studies, PPAPs, APQP, FMEAs to ensure that all procedures are followed with the intentions for which those are designed and actions are in process.

 5)We also “Audit “the “Training” process, where either the existing or the new team members are constantly “Trained” to deliver “Quality Controlled” products 

 6)We also “Audit” the “Process” of recording, monitoring, and managing the Cost of Poor Quality.

Catalydd is very strong in managing Quality Assurance function and our experience with our customers tells us that, outsourcing of Quality Assurance function is giving, huge benefits to the Industry. In the elusive environment of Cost-saving, this may initially look like a little extra cost, but the return on the invested extra cost is very quick, and long-term benefits are incomparable.

 For Small and medium-sized businesses, we take over the entire “Quality” department, to ensure that the knowledge, performance, and resources gaps are taken care effectively.

Your business is to Develop and Sale the products in the most efficient way, our business is to help you to focus on that, without worrying about the “Quality” part of it.

Article Written By- Dr. Sagar Kulkarni

Linkedin: https://www.linkedin.com/in/sagarkulkarni1972


How to Win the Job Interview

There might be various categories in which interviews are conducted, but I basically see two types Formal & informal. Formal interviews are those where everything is structured, such interviews generally happen for big corporations or for highly technical positions and informal are the ones in which the structure is not fixed and generally the method of the interview depends on the person who is conducting it.

Irrespective of the type, the preparation has to be the same. I would like to share a few tips here, which might help the candidates and the industry.

1) Confidence: This is the one thing that every candidate must carry with them, irrespective of anything. Be confident, you are on a sales call, selling your those skills, about which if you are not confident, then how you can expect others to be?

2) Dressing & related: No matter what you are and in what situation you are attending the interview, your attire has to be very professional /formal. Different seasons bring different challenges to reaching the interview place, but we need to be prepared for facing any abnormalities and still reaching well dressed. If you are carrying some season protectives (raincoat, winter jacket, umbrella), make sure you do not carry them inside the interview office or conference room. If you have an office bag that is not very organized, just carry interview-related documents inside and leave the rest outside. If you are on a digital interview, make sure you are well dressed, in the proper environment, with good internet connectivity, headphones, and proper positioning of the phone or laptop.

3) Interview preparation: Every candidate carries some experience either from education (for fresher) or from a job if you are already working. Map your experience to the interview beforehand and make a script of what you would like to present and what relevant questions you may face. For experienced candidates, it is a must that at least about your current job, you must know almost everything about your company. Basic info like where the company is headquartered, what are product lines, customer base .at least whatever is available on the website. For a technical interview, you must thoroughly prepare the subject in which you are supposed to be an expert.

4) Info about the job and the company: It is very essential that you should know the company where you are being interviewed, so study the website beforehand. You must know the JD /profile for which you are being interviewed and map your skills to those requirements, as the interviewer will continuously map you against the profile for which you are being interviewed.

5) Info about self: This is quite surprising that 90% of the candidates do not know about themselves …yes, it’s shocking. Self-information is not information about your family, but it is about you. Your strengths, weaknesses, hobbies, why you selected your last job, your current profile or particular organization to work, or education of which you have a degree or sports you play. This is not only important for the interview, but otherwise, also this is very essential for any individual to introspect “why they exist the way they are”.

6) Finding the info about the interviewer: Most candidates do not care about who is going to interview them, but if you know it in advance and if you get a chance to study the linked in profile of the person it helps you to prepare yourself. If HR is going to interview, the questions will be more on the person and personal traits, if the functional head is going to interview the questions will be more technical

7) Facing the interview itself:

a) Be very patient and careful in listening to the questions and understanding those, do not listen to what you want, but listen to what is being said. If you do not understand, Ask, but do not answer assumed questions.

b) Try to read the person quickly who is interviewing you, as that is going to set the tone of the interview. Many interviewers like detailed answers or explanations, they are talkative, and they do interviews in an informal way. Here you need to be a little relaxed and pour the information as much you can. Some interviewers, like to be “to the point” and “objective”, here you need to be very specific and short. You need to learn the body language/facial expressions of the interviewer very quickly and based on that, change the way you are explaining each question. For some questions, you need to be quick for some elaborative.

c) DO NOT give examples unless you are asked to give them.

d) Be honest in accepting, if you do not know the answer, instead of camouflaging the wrong answer

e) Do not compromise on self-respect, and politely give it back, if some questions are offensive ..it could be a test to check your self-worth or otherwise a wrong guy conducting the interview.

f) Do not share the information of your current organization, which is not available in the public domain to impress the interviewer ..this could be a trick to check your integrity or you are being interviewed by a competitor just to get the information ..a professional interviewer will never expect confidential information about your current organization, though he may ask for same.

g) Very few interviewers give chance to ask questions to the candidate, so if you get this opportunity or otherwise also, keep your set of logical questions ready. It shows your interest in the interview/organization and also it helps to know your prospective employer better.

h) Even if you are giving an interview, not for getting the job but just to check your market value, do not show a casual approach ..the word of mouth spreads very fast.

Finally, be honest, sincere, and smart while facing an interview, you never know which interview will change your life. I am not the final expert in the field, but these tips are based on thousands of interviews I have conducted and few I have faced and I feel these tips will surely help the young generation who is trying to build their career, and eventually it will help the industry also.



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