0
People Management:

Need for a Paradigm Shift


Tathagat	
  Varma,	
  VP,	
  Strategic	
  Process	
  Innova2ons	
  and	
  ...
Are	
  you	
  pu)ng	
  a	
  man	
  on	
  moon?	
  
How many employees
are engaged at
work?

Gallup	
  State	
  of	
  the	
  Global	
  Workforce	
  2013	
  
What is Engagement?

h=p://www.halogensoCware.com/blog/the-­‐dollars-­‐and-­‐sense-­‐of-­‐employee-­‐engagement	
  	
  
Engagement Cycle

h=p://www.bpanz.com/page/Services/Employee_Engagement_Model/	
  	
  
Disengagement Cycle

h=p://www.bpanz.com/page/Services/Employee_Engagement_Model/	
  	
  
Key Drivers of
Employee Engagement
Rela%onship	
  
with	
  immediate	
  
supervisor	
  

Pride	
  in	
  
working	
  for	
 ...
h=p://www.tobiasdahlberg.com/2013/04/08/the-­‐human-­‐side-­‐of-­‐engagement-­‐version-­‐2-­‐0/	
  	
  
What can you do?

h=p://businessjournal.gallup.com/content/26755/strengths-­‐next-­‐generaSon.aspx	
  	
  
Working remotely is
good for business!
How does Hierarchy
Impact?
Tall vs. Flat
The	
  Corporate	
  La)ce	
  –	
  Cathleen	
  Benko	
  and	
  Molly	
  Anderson	
  
How about Career
Path?
Horizontal Career
Path

h=p://us.whirlpoolcareers.com/CAREER-­‐DEVELOPMENT/mapping-­‐out-­‐your-­‐career.aspx	
  	
  
Cross-functional
Career Path

h=p://us.whirlpoolcareers.com/CAREER-­‐DEVELOPMENT/mapping-­‐out-­‐your-­‐career.aspx	
  	
 ...
Ladder vs. Lattice

h=p://www.deloi=e.com/view/en_US/us/Insights/Browse-­‐by-­‐Content-­‐Type/deloi=e-­‐review/e207a920f71...
The	
  Corporate	
  La)ce	
  –	
  Cathleen	
  Benko	
  and	
  Molly	
  Anderson	
  
Career Lattice

h=p://hrweb.berkeley.edu/learning/career-­‐development/self-­‐assessment/career-­‐direcSon	
  	
  
From ‘employees’ to…
Why do people volunteer?
Achievement	
  

RecogniSon	
  and	
  
feedback	
  

Personal	
  growth	
  

Giving	
  something	...
7 Traits of Amazing Volunteers
Results-­‐driven	
  
Passionate	
  professionalism	
  
CollaboraSve	
  tribal	
  mindset	
 ...
Conclusions
Engagement is perhaps the single-most
important x-factor	
  
Reduce hierarchy so that people can get stuff
don...
References	
  
• 
• 
• 
• 
• 
• 
• 
• 
• 
• 
• 
• 

h=p://www.kernsanalysis.com/sjsu/ise250/history.htm	
  	
  
h=p://www....
People Management: Need for Paradigm Shift
People Management: Need for Paradigm Shift
People Management: Need for Paradigm Shift
People Management: Need for Paradigm Shift
People Management: Need for Paradigm Shift
People Management: Need for Paradigm Shift
People Management: Need for Paradigm Shift
People Management: Need for Paradigm Shift
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People Management: Need for Paradigm Shift

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My talk on how volunteers could be used as model for people management in today's time and age at PMI Pune-Deccan India Chapter's Annual Project Management Conference "OnTarget 2014 - Leadership for Effective Project Management"

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  • i will requestworld computor software experts to come up develop a fantastic softwarefor world telemedicine remote health care mission now going to operate on ppp mode in india plz collect doctors who can contribute for the mission in begining.plz ask medicine companies toenlist their medicines for specific symptoms and must insure all medicines and patientsas well as willing to contributeforthe mission to run smoothly ,,without explotatation any time,world patients or general citizens to contribute to run the mission.each plz deposit rupees 5000 to the mission except the blood donor registeredgroupwise before or after mission start working ,mediclaiminsurance willbe covered and extra charges willbe colected from all enlistedpatiens and partners plz be helpful for the mission it experytts worldwide plzcome forward for a medisoft for tele healthremote health care
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  • tathagatji go on guiding this country
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  • thanks tathagat ji,even if presentation prepared stillthen initial seminar and address to imortant intelectuals is necessary.i am worried how one tele health medisoft can be develoloped and iso recognisation be achieved.contact me plz in8594956443
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Transcript of "People Management: Need for Paradigm Shift"

  1. 1. People Management: Need for a Paradigm Shift Tathagat  Varma,  VP,  Strategic  Process  Innova2ons  and  HR,  [24]7  Innova2on  Labs  
  2. 2. Are  you  pu)ng  a  man  on  moon?  
  3. 3. How many employees are engaged at work? Gallup  State  of  the  Global  Workforce  2013  
  4. 4. What is Engagement? h=p://www.halogensoCware.com/blog/the-­‐dollars-­‐and-­‐sense-­‐of-­‐employee-­‐engagement    
  5. 5. Engagement Cycle h=p://www.bpanz.com/page/Services/Employee_Engagement_Model/    
  6. 6. Disengagement Cycle h=p://www.bpanz.com/page/Services/Employee_Engagement_Model/    
  7. 7. Key Drivers of Employee Engagement Rela%onship   with  immediate   supervisor   Pride  in   working  for   the  company   h=p://www.dalecarnegie.com/assets/1/7/driveengagement_101612_wp.pdf     Belief  in   senior   leadership  
  8. 8. h=p://www.tobiasdahlberg.com/2013/04/08/the-­‐human-­‐side-­‐of-­‐engagement-­‐version-­‐2-­‐0/    
  9. 9. What can you do? h=p://businessjournal.gallup.com/content/26755/strengths-­‐next-­‐generaSon.aspx    
  10. 10. Working remotely is good for business!
  11. 11. How does Hierarchy Impact?
  12. 12. Tall vs. Flat
  13. 13. The  Corporate  La)ce  –  Cathleen  Benko  and  Molly  Anderson  
  14. 14. How about Career Path?
  15. 15. Horizontal Career Path h=p://us.whirlpoolcareers.com/CAREER-­‐DEVELOPMENT/mapping-­‐out-­‐your-­‐career.aspx    
  16. 16. Cross-functional Career Path h=p://us.whirlpoolcareers.com/CAREER-­‐DEVELOPMENT/mapping-­‐out-­‐your-­‐career.aspx    
  17. 17. Ladder vs. Lattice h=p://www.deloi=e.com/view/en_US/us/Insights/Browse-­‐by-­‐Content-­‐Type/deloi=e-­‐review/e207a920f718d210VgnVCM2000001b56f00aRCRD.htm    
  18. 18. The  Corporate  La)ce  –  Cathleen  Benko  and  Molly  Anderson  
  19. 19. Career Lattice h=p://hrweb.berkeley.edu/learning/career-­‐development/self-­‐assessment/career-­‐direcSon    
  20. 20. From ‘employees’ to…
  21. 21. Why do people volunteer? Achievement   RecogniSon  and   feedback   Personal  growth   Giving  something   back   Bringing  about   social  change   Family  Ses   Friendship  &   support   Feeling  of  belonging   Help  others   Make  a  difference   Find  purpose   Enjoy  a  meaningful   conversaSon   Connect  with  your   community   Feel  involved   Contribute  to  a   cause  you  care   about   Use  your  skills  in  a   producSve  way   Develop  new  skills   Meet  new  people   Explore  new  areas   of  interest   Impress  your  mom   (my  personal   favorite!)   Expand  your   horizons   Get  out  of  the   house   Make  new  friends   Strengthen  your   resume   Feel  be=er  about   yourself   Feel  needed   Share  a  skill   Get  to  know  a   community   Demonstrate   commitment  to  a   cause/belief   Gain  leadership   skills   Act  out  a  fantasy   Do  your  civic  duty   Pressure  from  a   friend  or  relaSve   SaSsfacSon  from   accomplishment   Keep  busy   Repay  a  debt   Donate  your   professional  skills   Because  there  is  no   one  else  to  do  it   To  have  an  impact   Learn  something   new   Freedom  of   schedule   Help  a  friend  or   relaSve   For  escape   To  become  an   “insider”   Guilt   Be  challenged   Be  a  watchdog   Feel  proud   Make  new  friends   Explore  a  career   Help  someone   Therapy   Do  something   different  from  your   job   For  fun!   For  religious   reasons   Earn  academic   credit   Keep  skills  alive   Because  an  agency   is  geographically   close   An  excuse  to  do   what  you  love   Be  able  to  criScize   Assure  Progress   Feel  good   Be  part  of  a  team   Gain  status   Test  yourself   Build  your  resume   To  be  an  agent  of   change   Personal  experience   with  problem,   illness,  or  cause   To  stand  up  and  be   counted   Because  you  were   asked!   h=p://volunteermaine.org/blog/why-­‐do-­‐people-­‐volunteer    
  22. 22. 7 Traits of Amazing Volunteers Results-­‐driven   Passionate  professionalism   CollaboraSve  tribal  mindset   Make  no  excuses   Constant  champions   Energizers   It’s  a  match   h=p://www.forbes.com/sites/michaellindenmayer/2013/06/03/7-­‐traits-­‐of-­‐amazing-­‐volunteers/    
  23. 23. Conclusions Engagement is perhaps the single-most important x-factor   Reduce hierarchy so that people can get stuff done! Let people build their careers on their own… with your support If we can help employees become ‘volunteers’, work will become a vocation!
  24. 24. References   •  •  •  •  •  •  •  •  •  •  •  •  h=p://www.kernsanalysis.com/sjsu/ise250/history.htm     h=p://www.accel-­‐team.com/moSvaSon/hawthorne_03.html   h=ps://en.wikipedia.org/wiki/Maslow's_hierarchy_of_needs   h=p://en.wikipedia.org/wiki/Hawthorne_effect   h=p://en.wikipedia.org/wiki/George_Elton_Mayo   h=p://en.wikipedia.org/wiki/Fordism   h=p://www.aon.com/apac/human-­‐resources/thought-­‐leadership/talent-­‐ organizaSon/APAC%20Trend%20Employee%20Engagement/2013-­‐ APAC_Trend_Engagement.jsp   h=p://www.forbes.com/sites/alanhall/2013/03/11/im-­‐ou=a-­‐here-­‐why-­‐2-­‐million-­‐ americans-­‐quit-­‐every-­‐month-­‐and-­‐5-­‐steps-­‐to-­‐turn-­‐the-­‐epidemic-­‐around/   h=p://blogs.hbr.org/2013/07/disengaged-­‐employees-­‐do-­‐someth/   h=p://www.justrabbits.com/rabbit-­‐hierarchy.html   h=p://holacracy.org/blog/whats-­‐wrong-­‐with-­‐your-­‐organizaSonal-­‐structure   h=p://www.inc.com/peter-­‐economy/7-­‐steps-­‐engaged-­‐employees.html    
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