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Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
Competency Based Hr Systems Developed By Chandramowly For An It Company
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Competency Based Hr Systems Developed By Chandramowly For An It Company

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  • 1. M R Chandramowly HR Systems and Processes Developed for Quasar
  • 2. Quasar HR Mr M R Chandramowly, Ex- Corporate HR –VP Ex- of Praxair India, Joined Quasar Innovations During Feb 2005 and helping Quasar to build and manage HR systems He facilitated in-house workshops to build our in- Mission, Vision, Values, Competencies and other HR processes such as Performance Appraisal System, 360 DFB, HR manual and Employee Hand book
  • 3. Recruiting the right Winning Attitude ones Continuous Competency Improvement Based 360 Adding Value New Competencies to Business C-Based Appraisal Retaining role C – Based models Dept/Succn Plng Technical Converting Vision Competencies Into reality
  • 4. Developing Quasar Mission Vision and Values
  • 5. Quasar Innovations Pvt. Ltd Our Sense of MISSION
  • 6. Our Mission To be the best energy source of innovation and technology to design and build unique devices of high functional use for effective living of mankind
  • 7. Our Vision Be a World Class Customer Driven design house for mobile phones, unleashing our Core Competencies and People Excellence
  • 8. Our Values What we always stand for, in whatever we do…. Customer delight Responsibility and Commitment to objectives Integrity and walk the talk Sensitivity to people and their inputs Winning and achieving effective results
  • 9. Our Core Competencies Passion to innovate Dare to dream Putting things together to create a whole Capacity to drive to be the first in acquiring technology
  • 10. Strategic Differentiators How we are different from others in the Industry… We would operate in competitive arenas differentiating others by … Feature utility, Product purpose, Time to market, Cost efficiency, Quality solutions, Innovation and high functional use Deep sensitivity to customer needs.
  • 11. Quasar HR Manual
  • 12. Page No Preface 2 Introduction 3 1 Our Mission, Vision, Values… 4 2 Quality Policy 6 3 HR Mission 6 4 Objectives of HR function 7 MANUAL 5 Quasar Focus 8 6 Definitions 9 OF 7 Manpower Planning 9 8 Competency Model 9 9 Career Banding 10 HUMAN 10 Recruitment 11 11 Employee Referral Scheme 13 RESOURCE 12 Induction 13 13 Probation 14 14 Confirmation 16 15 Performance Management Process 15 16 Retention Program 18 17 Performance Rewards 19 18 Career Progression 20 19 Training and Development 20 20 Compensation and Benefits 23 21 Travel Rules - International 24 22 Travel Rules - Domestic 26 23 Leave Rules 26 24 Other facilities – guidelines 30 25 Insurance Benefits* 32 26 Leave Travel Allowance* 32 27 Business Cards 33 28 Transfers 33 29 Special Recognition Awards Program 34 30 General Information 35 31 Quasar Business Integrity 37 32 Discipline 41 33 General Condition of Employment 44 34 Grievance Redressal 45 35 Separation 46 36 Retirement 46 37 Service Certificate 46
  • 13. Quasar Employee Hand Book
  • 14. Quasar Competency Model
  • 15. Project Lead Depth of system knowledge and application Global awareness of technology Review /validation of project deliverables Interpret and manage technical processes Delivering High Value product /technology for customer delight Technical Module Lead / Test Lead Multi Domain Knowledge and Applicatioin System Architecture Knolwdge and Application Effectively evaluate third party soutions Provide technical guidance to team members Technical intereface with customers/vendors Review / Validation of assigned tasks Sr Engineer - SW / HW / Test Depth of Domain Knowledge and Application Provide Technical solutions Design Concepts Provide Technical Training Product integration Engineer -SW / HW Design / programming skills Process compliance Testing and Bug fixing Quality output Technical Learning
  • 16. HR Templates Developed • Appointment Letters • Contract Appoint Letters • Training Engagement Letters • Non-Disclosure Agreement • Employee Band Profile • Job Description • Probationer’s Performance Feedback • Consultation Contract Agreement
  • 17. HR Policies • Mission, Vision and Values • Employee Induction • Technical Competency Mapping • Employee Referral Scheme • Leave Rules • Travel Rules – Domestic – International • Employee Hand Book • HR Manual • Exit Interview Management • PMS • Preparing HR Budget • Employee Stock Option • Training Calendar and Training Budget
  • 18. M R Chandramowly Focus areas of HR
  • 19. Competency Gap Developing Training on Analysis through Customised Critical Assessment Competency Competencies Centers Models Revalidating PCMM Emotional Performance Level Three Intelligence Management System HR Setting up …………… Consultation B E I Process
  • 20. • Concept paper for National Conference, National HRD Network, Mumbai, India Title: Building HR Competencies for success; • Asia Conference Paper for Asia HRD Network, Thailand, Title: Value Based Competencies; • Human Values – the DNA of Leadership – NIPM, Karnataka • Write-ups and Articles on HR published in Indian Newspapers. Currently a serial on Leadership competencies is being published in Deccan Herald— ‘Avenues’’ from 2002
  • 21. Competency Modeling, Mapping, Development and Assessment Projects facilitated by Chandramowly
  • 22. Competency Models Developed GMR Group SEPL Quasar Innovations ACE Group of Companies TUV
  • 23. Building Mission, Vision, Values Competency Based Interviewing Execution – Converting Vision in to Reality Managing Results C – Based Performance Management Competency Modeling Projects Multi Point Feedback System Emotional Intelligence Competency Gap Assessment Business Process Re-engineering Learning and Living 7 Habits ‘Self Development’ Team Leadership Coaching & Consultation
  • 24. M R Chandramowly Focused on serving to build organization Mission, Vision, Values and assist to channelise resources to achieve strategic business goals developing and building world class HR processes. Specialised in Leadership Competency modeling, mapping and assessment for PCMM Level 3. Education Post Graduate in Literature & Anthropology , Graduate in Science Course Graduation / Training from Covey Leadership, USA Competency Management Accreditation - SMR, Singapore Multipoint Feed Back – ‘VOICES’ certification from Lominger Inc, USA License to administer Thomas Profiling- Thomas International UK HR and OD Training Experience Silva Mind Control - Nigiel Taylor Quasar Innovations – 2 Years Team Leadership - Leadtrain Corporate Vice-President HR Basic Human Process Laboratory - ISABS. Praxair India – 7 Years Human Value Foundation – IIM Calcutta General Manger HR Career Architect - Competency Model – USA PSI Bull – 7 Years Coaching Pilot - Singapore Human Organisation - Praxair Asia
  • 25. Sample HR Tool Developed
  • 26. Performance assessments made easy. It take less time to complete and document total assessment of direct reports Organisational Individual Organisational Values Competencies Goals We develop a customised tool for managers to assess total employee performance with a bell- bell- curve indexing Features…..
  • 27. Enter Sl No. 3 Name: Tarun Designation: Stu Department: Kensri Job Band: 5 Date: 25 12 2006 Evaluated by: Priya Displayed Level in Performance Score Critical Goals Weight 1 2 3 4 5 1 ……………………………………… 15 69 2 ………………………………………. 15 3 …………………………………….. 10 4 ……………………………………… 5 5 ……………………………………… 5 Press if you 6 ………………………………….. 10 have done 7 ………………………………… 10 8 …………………………………. 10 9 ……………………………….. 10 10 ………………………………. 10 You can change the weightage of Individual Critical Goals. Please ensure retaining total score of 100. 5 Excellent Consistently exceeds expectations, exceptional performance 4 Good Frequently exceeds expectations, above average performance 3 Fair Meets expectations, average performance 2 Poor Needs improvement in meeting expectations, below average performance 1 Unable to rate No knowledge of this ability
  • 28. Designation: Manager Name: Tarun Job Band: 5 Date: 25 12 2006 Department: HR Evaluated by: Priya Displayed Level of Performance Total Score SEPL Values Weight 1 2 3 4 5 1 ………………. 15 52 2 Integrity and Ethics 15 3 Customer focus 10 4 0 5 Press if you 5 Continuous Improvement 5 have done Leadership Competencies 1 10 2 10 3 …………………………………. 10 Technical Competencies 1 ……………………………….. 10 2 ………………………………. 10 5 Excellent Consistently exceeds expectations, exceptional performance 4 Good Frequently exceeds expectations, above average performance 3 Fair Meets expectations, average performance 2 Poor Needs improvement in meeting expectations, below average performance 1 Unable to rate No knowledge of this ability
  • 29. Name: Tarun Department: Kensri Evaluated by: Priya Name: Tarun Designation: Manager Department: HR Job Band: 5 Date: 25 12 2006 Evaluated by: Priya High Results – Low Behaviour High Results – Av.Behaviour High Results–High Behaviour Max Points Critical Goal Performance Score 100 Scored 69 TC Av. Results – Low Behaviour Av. Results – Av Behaviour Av.Results – High Behaviour SEPL Values and Competencies 100 52 Final Score 200 121 60.5 Low Results – Low Behaviour Low Results – Av. Behaviour Low Results–High behaviour HC - HIGHLY COMPETENTC - COMPETENT TC - THRESHOLD COMPETENCE Tarun Goal VCES Final Name Dept Manager Designation Band Date Month Year Score core Score BC Index Dev 1 Dev 2 Development Plan : Critical Goals for Next Financial year …….. Indicate the competencies (behavioural and technical) mutually agreed for development Tarun Kensri Priya Stu 5 25 12 2006 56 59 58 C Analytical; Listening Tarun Kensri Priya Stu 5 25 12 2006 47 50 48 TC FD FDD FD Critical Goal Tarun Kensri Priya Stu 5 25 12 2006 69 52 60 C 0 0 FDD Critical Goal Name of Ram HR Thripti Associate 5 23 12 2006 59 54 0 Achieve selected Name of FDDD Critical Goal Saday Kensri Priya Stu 5 25 12 2006 74 60 0 Achieve selected Tarun Kensri Priya Stu 5 25 12 2006 56 0 0 0 0 Critical Goal 0 0 0 0 0 0 0 0 0 0 0 0 0 Press if you Critical Goal Type the name of Type name of the Type employees have done Type the name the Dept evaluater designation 2 23 12 2006 51 0 0 Achieve uii Critical Goal Tarun Kensri Priya Stu 5 25 12 2006 61 57 59 C 0 0 Type the name of Type name of the Type employees Type the name the Dept evaluater designation 2 23 12 2006 100 0 0 0 0

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