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HR Transformation at RKFL
 

HR Transformation at RKFL

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    HR Transformation at RKFL HR Transformation at RKFL Presentation Transcript

    • HR Transformation at RKFL (Unit III & IV) Presentation by Mahendra K. SHUKLA Sr. Manager & HOD : HRD & Admin RAMKRISHNA FORGINGS LTD. (Unit 3 & 4)
    • HR Transformation at RKFL (Unit III & IV)…
      • HR STRATEGY
      • “ T he pattern of planned Human Resource deployment and activities intended to enable the organization to achieve its goal”
      • FOCUS
      • T o provide the organization with sustained competitive advantage through recruitment, induction, development and alingment of people, skills, HR policies etc.
      • Competative advantage might arise from having best people , but also from being best of managing what do you have
    • HR Transformation at RKFL (Unit III & IV)…
      • HUMAN CAPITAL CHALLENGES
      • Growing Labour Costs
      • Pervasive Attraction & Retention Challenges
      • Lack of Leadership Bench Strength
      • Rapidly Growing Benefit Costs
      • CHALLENGES TO HR FUNCTION
      • 1. Heavy Competition for Skilled Workforce
      • 2. Overly Focused on Administration
      • 3. Under – equipped to meet the Challenges of the Business
      • 4. Regulatory & Legislative Compliances
    • HR Transformation at RKFL (Unit III & IV)…
      • For HRD, this meant we had a long road ahead….
      • Needed to frame an HR Transformation Process that could get full support from Top Management
      • Quantify the People – related Issues in Financial Terms
      • Build Support ( and Proof) that HRD could ADD Business Value
      • Design and Execute a Process that would address these challenges
    • HR Transformation at RKFL (Unit III & IV)…
      • Business Design for HRD
      BUSINESS STRATEGY HUMAN CAPITAL STRATEGY How will we Secure, Manage, and Motivate a workforce that can execute the Business strategy ? HR FUNCTION STRATEGY How will we Deliver expected Value and Contribution to the Organization ?
      • HR OPERATING
      • MODEL
      • SOURCING
      • What activities will
      • We do ourselves / have
      • Others do?
      • 2. INFRASTRUCTURE
      • What capabilities are
      • needed to fulfill HRDs
      • Strategy ?
      • 3. GOVERNANCE
      • How will we lead the
      • Function and manage
      • Related Investments?
      Performance Monitoring & Renewal
    • HR Transformation at RKFL (Unit III & IV)…
      • HR FUNCTION
      • STRATEGY
      • Services
      • Programs
      • 2. SERVICE DELIVERY
      • Attracting Talent
      • Training & Grooming
      • Rewarding Contribution
      • Developing Managerial Culture
      • Improving Employer – Employee
      • Relationship
      • Partnering Performance
      Supports & Enables Mission Imperatives Operating Performance Employee Needs & Interests 1. Identify current HR Function & Process Costs and Resource Allocation , 2 Determine the Human Capital requirements needed to achieve RKFLs Operational, Financial and Strategic Objectives; 3. Engage Thought Leaders to shape the FUTURE of HRD
    • HR Transformation at RKFL (Unit III & IV)… Using the Potential of People A Plant – wide Initiative to Design & Deploy excellent HRD Strategies & Services which will : Recruit, Retain & Develop Achieve Operational Excellence Fulfill Mission Recruit, Retain & Develop the right Talent Help us achieve Operational Excellence Assure our Success in Fulfilling our Mission
    • HR Transformation at RKFL (Unit III & IV)…
      • Areas of Strategic Emphasis
      • Talent Management :
      • Our competencies, performance management, career development, succession planning, talent mapping
      • 2. Recruitment / Retention :
      • Getting the best people with the best fit for RKFL, and keeping them engaged and productive
      • Total Rewards :
      • Our compensation (pay), benefit and recognition programs
      • 4. Service Excellence :
      • Using Technology (ERP), Improved HR Processes and a focus on service to meet needs across the plant
    • HR Transformation at RKFL (Unit III & IV)…
      • Future Operating Model of HRD
      HOD Plant Administration Industrial Relations/ Staff Welfare/ Liaisoning Recruitment, Training, Program Development, System Implementation Time Office Payroll & Benefits Section / ERP E/H/S, Asset Mgt
    • HR Transformation at RKFL (Unit III & IV)…
      • Benefits of Future Model of HRD
      • HR Strategy aligned with Business Strategy
      • Improved Operating Performance & Quality of Service
      • Consistent, Efficient Development of Core HR Programs,
      • Processes and Policies
      • Right HR Talent at Right Place
      • Role Clarity/ Reduced Job Overlap & Fragmentation
      • Collaborative, Team Driven Model
      • Standard of HR Excellence consistent across
      • all sections
      • Leveraging of Learnings and Best Practices Knowledge
    • HR Transformation at RKFL (Unit III & IV)… Thank you for your valuable time Thank you for your valuable time Thank you for your valuable time