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Trg   formatting and animations only Trg formatting and animations only Presentation Transcript

  • CAUTION!Don’t Modify this slide – Sensitive Animation Behind
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    TECHNOLOGY
    Click to Start
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    The Resource Group
    Presenter Team
    KhawajaHarisAlam
    HasanKamalSyed
    TRG iSKY
    TECHNOLOGY
    CAPITAL
    OUTSOURCING
    UsmanHanif
    UmairShahid
    D e p t . O f M a n a g e m e n t S c i e n c e s
    N a t i o n a l U n i v e r s i t y , L a h o r e
    Next Slide
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    Introduction
    Background
    trg tech
    Current situation
    Current brand strategy
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    Challenges
    HRM
    Human capital
    Attrition
    Retention
    Brain drain
    Branding
    Parent brand (secondary associations)
    Corporate policies
    Awareness of trg tech
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    Environmental factors
    Local corporate culture
    SME sniping
    Freelancing
    Mobility of career tracks
    Foreign attraction
    trg organizational culture
    Corporate advantage
    Appraisal techniques
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    Objectives
    HRM
    Increase workforce
    Control attrition
    Intensify retention
    Brand
    Reposition from parent brand
    Amplify awareness
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    Recommendations
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    HRM: BRAND
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    HRM Strategies
    Lessen online job postings to third party websites (Neelam, Beyrozgar, CareerJet, etc)
    Allow freelancing to encourage business development
    Talent management techniques
    Assess ROI on recruitment initiatives
    Examine appraisal processes
    Emphasize EBBE
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    Brand Strategies
    Reposition from the parent brand (trg)
    Align HRM practices, and corporate strategy with brand strategy
    Maintain a stronger IMC and linkage with employees
    Emphasize the internal brand of trg tech
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    HRM Plan
    Lessen online job postings to third party websites (Neelam, Bayrozgar, CareerJet, etc)
    Create a sense of exclusivity to the company
    Available only to the best
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    Allow freelancing to encourage business development
    SMEs attract with the ability to take a cut from earnings
    Environment is conducive to personal growth
    Google policy: 20% personal, 80% company
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    Talent management techniques
    Emphasize top management to spend time with new employees
    Intrinsically motivate employees
    Highlight “stakeholders” aspect and teamwork
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    Assess ROI on recruitment initiatives
    Mentorships, internships, seminars, events
    Revamp the recruiting
    Get new employees to find new recruits
    Maintain a link through IMC and brand image
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    Examine appraisal processes
    360o degree process
    Transparency guaranteed
    Self-rating system
    Potentiality of politicized or biased system
    Utilize as a means of getting input about company happenings
    Grapevine
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    Emphasize EBBE
    Employee Based Brand Equity
    Exit interviews for leaving employees
    Assess motivations and intentions
    Rebuild the ideas of organizational culture and corporate citizenship
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    Align HRM practices, and corporate strategy with brand strategy
    HRM role needs to be more focused
    Not a “traditional” technology company
    Uniquely talented individuals, special care and focus
    Products need to reemphasized as being unparalleled and one-of-a-kind
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    Brand Plan
    Reposition from the parent brand (trg)
    Aim to create hype as a new division of trg
    Distance from “call center” image
    Launch as a new product of trg rather than extension
    Example: Nestle-MilkPak packaging, IBM-Lexmark packaging
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    Maintain a stronger IMC and linkage with employees
    Maintain existing channels (except online postings on various websites)
    Provide the linkage to the potential employee
    ROI on recruitment processes
    Example: LUMS, Nauras
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    Emphasize the internal brand of trg tech
    Employees need to passionate about the brand
    EBBE techniques
    Organizational citizenship
    Build brand as personal equity for employees
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    Financial Impact
    Almost all activities can be adjusted within the existing budget
    Restructure rather than add costs
    Process re-engineering and modification
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    Conclusion
    Companies are made of systems, processes and people. It is difficult to exist without processes helping build systems while people evaluating and modifying the system.
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    Thank you
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