Scoops strategy

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Scoops strategy

  1. 1. HR STRATEGY - SCOOPS Presented by; Radhika Deshpande Laxmi Mitra - 36 Prasad Punalkar - 44 Jimita Shah - 53
  2. 2. NAME – SCOOPS PRODUCT – ICE-CREAMS, MILKSHAKES, ICE-CREAM SODAS, SMOOTHIES STRENGTH S – UNIQUE FLAVOURS WEAKNESS – LOW REACH MODE - EXPANSION COMPANY PROFILE
  3. 3. VISION : To make SCOOP synonymous with frozen dessert. MISSION : To provide best quality dessert and service to our customers & ensure customer satisfaction. HR MISSION : To provide quality service and support in employment, training, benefits. Employee relations, compensation enabling them to serve better to our external customers
  4. 4. <ul><li>Ensuring maximum employee & customer satisfaction </li></ul><ul><li>Valuing creativity of all employees </li></ul><ul><li>Developing talent </li></ul>CORE VALUES
  5. 5. <ul><li>Formulating & communicating sound policies, rules & practices. </li></ul><ul><li>Treating employees with dignity & equality </li></ul><ul><li>To provide an environment for work which motivates the employees. </li></ul><ul><li>Accept responsibilities for promoting ethical & legal practices </li></ul>HR VALUES
  6. 6. 5 CITIES- Delhi, Mumbai, Kolkata, Bangalore, Chennai <ul><li>HR STRATEGY FOR MUMBAI </li></ul><ul><li>10 EXISTING OUTLETS </li></ul><ul><li>10 NEW OUTLETS </li></ul>OUR PRESENCE
  7. 7. Reduction in manpower <ul><li>Internal mobility </li></ul><ul><li>Reduction in percentage of recruitment </li></ul>
  8. 8. Reduction in cost <ul><li>Reduction in percentage of recruitment through employee referrals, portals </li></ul><ul><li>Automation </li></ul>
  9. 9. Increase in productivity Delivering great customer service <ul><li>Motivation – Rewards & Recognition </li></ul><ul><li>Compensation </li></ul><ul><li>Encourage employee participation </li></ul><ul><li>Performance based incentives </li></ul><ul><li>Build Skills – Training on communication & customer service </li></ul><ul><li>PMS – Training, Promotion, Hikes & Rewards </li></ul>
  10. 10. Automation of the performance management system <ul><li>Installation of appraisal management software designed according to company requirements. </li></ul><ul><li>Implementation of HRIS </li></ul>
  11. 11. Reduction in attrition of key talent <ul><li>Promoting innovative ideas </li></ul><ul><li>Performance based incentives </li></ul><ul><li>Motivation through rewards, recognition, hikes </li></ul><ul><li>Career Planning </li></ul><ul><li>Non monetary perks </li></ul><ul><li>Communicating any changes effectively </li></ul><ul><li>Benefits & programs to reduce stress </li></ul><ul><li>Attractive & competitive compensation packages </li></ul><ul><li>Addressing employee grievances </li></ul>
  12. 12. Make the company most desirable place to work <ul><li>Company’s culture </li></ul><ul><li>Personal growth – Career planning </li></ul><ul><li>Work appreciation </li></ul><ul><li>Encouraging employee participation </li></ul><ul><li>Competitive compensation packages </li></ul><ul><li>Performance based incentives </li></ul><ul><li>Work life balance initiatives (flexible working hours) </li></ul>
  13. 13. Weaving core values <ul><li>Informal meetings & interactions of management & employee </li></ul><ul><li>Encouraging innovativeness </li></ul><ul><li>Developing talent </li></ul><ul><li>Involving employees in important decisions </li></ul><ul><li>Cultural events </li></ul><ul><li>Mission review programs </li></ul>
  14. 14. COMPENSATION PHILOSOPHY <ul><li>Internal Equity </li></ul><ul><li>Lead the market </li></ul><ul><li>Attract new talent (40%) + Retain existing talent (60%) </li></ul>COMPENSATION EVALUATION <ul><li>Job (70%) + Person (30%) </li></ul><ul><li>Result oriented </li></ul><ul><li>Performance oriented </li></ul><ul><li>Experience preferred </li></ul>
  15. 15. <ul><li>Fixed + Variable </li></ul><ul><li>Individual pay </li></ul><ul><li>Financial Rewards </li></ul>COMPENSATION STRUCTURE COMPENSATION RANGE/BAND <ul><li>Narrow band </li></ul><ul><li>Non-overlapping </li></ul>COMPENSATION DESIGN <ul><li>Non-participative </li></ul><ul><li>Static design </li></ul><ul><li>Centralized </li></ul><ul><li>Lead the market </li></ul>
  16. 16. ASSOCIATE - SALARY COMPONENTS MONTHLY (in Rs.) ANNUAL (in Rs.) Basic Pay 3750 45000 HRA 600 7200 Conveyance 500 6000 Special Allowance 1000 12000 Gross Salary 5850 70200 Deductions PF 450 5400 PT 200 2400 Net Salary 5100 61200
  17. 17. <ul><li>Festival Bonus – Rs. 3748 </li></ul><ul><li>Referral Bonus – Rs. 800 </li></ul><ul><li>Entertainment Allowance – Rs. 300 – once in 3 months </li></ul><ul><li>Employee of the month award </li></ul><ul><li>Annual picnic </li></ul><ul><li>‘ Stay fit & healthy’ session once a month </li></ul><ul><li>Flexible work timings </li></ul>OTHER DIRECT & INDIRECT COMPENSATION
  18. 18. MANAGER – SALARY COMPONENTS MONTHLY (in Rs.) ANNUAL (in Rs.) Basic Pay 5000 60000 HRA 2000 24000 Conveyance 800 9600 Special Allowance 3500 42000 Medical Reimbursements 2000 24000 Gross Salary 13300 159600 Deductions PF 600 7200 PT 200 2400 Net Salary 12500 150000
  19. 19. <ul><li>Festival bonus – Rs. 4998 </li></ul><ul><li>Sodexo coupons – Rs. 250 – Every month </li></ul><ul><li>Discounts on all SCOOPS products </li></ul><ul><li>Annual picnic </li></ul><ul><li>‘ Stay fit & healthy’ session once a month </li></ul><ul><li>External training program </li></ul>OTHER DIRECT & INDIRECT COMPENSATION
  20. 20. ASSOCIATES (60) MANAGERS (20) ANNUAL SALARY 3672000 3000000 ANNUAL BONUS 224880 99960
  21. 21. THANK YOU !

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