HRNEXT - people are profits
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HRNEXT - people are profits



Supporting HR Directors and CEOs to take their function to the next level. Contact anurag

Supporting HR Directors and CEOs to take their function to the next level. Contact anurag



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HRNEXT - people are profits HRNEXT - people are profits Presentation Transcript

  • People drive profits March 2012 HRNEXT Private and confidential
  • Introduction Anurag Shrivastava  Over 15 years as HR and functional Heads in various organizations of repute - UB Group, Digital Equipment, Aditi Technologies , Talisma and Prudential ICICI  Experience in handing complex projects in  Compensation and rewards  OD interventions  Job description and competencies  Employee satisfaction surveys  Hiring experience – entry level to CEO  Building HR function and teams HRNEXT Private and confidential
  • Credentials Education  1985-90 – IIT Kharagpur, 1992 XLRI Jamshedpur UB Group 1992-1995  Factory industrial relations head ;North Bihar and UP; successfully negotiated union agreements  Corporate HR as Head HR for sales Digital Equipment 1996-1998  Developed and implemented C&B and rewards strategy  Employee Satisfaction survey  Recruitment of high end engineers for engineering centre HRNEXT Private and confidential
  • Credentials Aditi Technologies 1998-2000  Crafted the employee hiring strategy to enable company to become a key vendor to Microsoft  Ensured growth from 180 people to 1000 people within 2 years  Ensured company becomes a top 10% brand in IITs Talisma Corporation 2000-2004  Part of start up management; enabled smooth transition as independent company; set up HR function  Built recruitment brand from scratch in campuses and for experienced hires ensured Talisma had the highest quality of engineers and professional services staff in the industry  Ensured continued high level of employee engagement along with two layoffs  Devised and implemented HR practices which served as model for industry  Several OD initiatives to manage change  One of the Best Employers as per Hewitt Survey of 2001 HRNEXT Private and confidential
  • Credentials Prudential ICICI AMC Dec 2004 – August 2006  Anchored the first comprehensive competency evaluation and JD exercise in AMC industry  Employee satisfaction survey and action items  Actions resulted in reduction of attrition rate from 15% to 4.8% in less than one year  Improvement in engagement level on all parameters  Developed the rewards and bonus strategy  Streamlined of recruitment process HRNEXT August 2006 onwards  Executive search for top MNCs  Coach and mentor for HR professionals HRNEXT Private and confidential
  • Our value proposition Fill the gaps in execution of HR plans and activities  HR staff more involved in routine activities  Understaffed HR staff  High cost of experienced HR professionals on full time basis High quality and sustainable practices Network to draw upon best resources from market on need basis Pick and chose initiatives that will have maximum impact HRNEXT Private and confidential
  • Specialized Services  Compensation restructuring  Leadership development  Employee Satisfaction survey  Job description and competency  Staffing and employer branding  Develop competency based HR practices HRNEXT Private and confidential
  • Staffing management  Conducting senior and middle management hiring interviews  Develop campus hiring strategy and relationships  Employer branding  Internal – job postings process, employee referrals  External – website content , advertising  Streamline recruitment process  Job description  Hiring process  Exit interviews  Conducting the same and summarizing for management actions HRNEXT Private and confidential
  • Executive Hiring Focused on high potential leaders Deep functional expertise and research Enduring client relationships Strong pre-existing network at senior levels Unique & creative search methodologies Non-negotiable ethics & trust Contingency payment ( except for retainer initially to begin process ) , competitive terms HRNEXT Private and confidential
  • Rewards management  Structuring compensation  Ongoing  Performance management process ;  Merit pay strategy;  compensation survey data analysis and recommendations  Incentive and bonus plans  Retention bonus  Long term retention plans  Fitment of new employees  Relocation HRNEXT Private and confidential
  • Employee engagement  Temperature check/ Employee Satisfaction Surveys  Organizational diagnostics  Action planning  Morale programs  Workplace design  Coaching select managers  Help managers transition through different passages of leadership HRNEXT Private and confidential
  • HR and Org Development HR Function  Advise on HR Structure ; processes  Evaluate HR team competencies and suggest possible structure / staff  Move Organizational development  Job description and competencies  Leadership ; succession planning  Team building and bonding programs  Career growth paths and ladders HRNEXT Private and confidential
  • Engagement model Two distinct or hybrid  Retention model  Typically accountable for a function or set of functions such as compensation , PMS , recruitment which have measureable outcomes based on time spent  Guiding and managing internal staff to deliver on above  Contingency  Outcome based ; completion of project milestones HRNEXT Private and confidential
  • Typical engagement Offsite and Onsite support ; 50% each ; total engagement time min 6 to max 10 staggered working days monthly for any single client Rates depend on market cost for similar experienced professional with minor mark up Engagement will be as deep as that of an inhouse senior management ; without attendant downsides. Overview with company HR Head; finalization of commercials Understanding the business and organisation  Interviews with key individuals  Promotional and internal materials Understand HR priorities from management team  Policies  Practices HRNEXT Private and confidential