HR ForStartups_SuperSeva

2,499 views

Published on

HR ForStartups from Ms.Kumud Sharma CEO of SuperSeva

Published in: Business, Technology
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
2,499
On SlideShare
0
From Embeds
0
Number of Embeds
1,818
Actions
Shares
0
Downloads
36
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

HR ForStartups_SuperSeva

  1. 1. HR-4-Startups3/22/2012 www.superseva.com
  2. 2. Growth Statistics Employees No. of employees 450 400 350 300 250 200 No. of employees 150 100 50 0 2006 2007 2008 2009 2010 2011 till now3/22/2012 www.superseva.com
  3. 3. Human Resource Distribution3/22/2012 www.superseva.com
  4. 4. Growth Statistics Cities Operating cities 25 20 15 Operating cities 10 5 0 2006 2007 2008 2009 2010 2011 till now3/22/2012 www.superseva.com
  5. 5. HR Challenges  Choosing right people for the right job  Keeping them engaged with the vision and target  Build trust and empower remote management  Managing remote groups (growing from 1 to 21 cities)  Attrition at customer touch points and training  Creating second line of leadership  Empowering middle management and creating ownership3/22/2012 www.superseva.com
  6. 6. Our Journey: Initial stages Initial- less people- less cities and less services and less service types • High Personal attention and supervision • High visibility, • No role separation, everyone do everything • Sell the vision both internally and externally • Personal commitment as a badge • Entrepreneurial employees3/22/2012 www.superseva.com
  7. 7. Growth years • With growth, people addition with less formalized process some confusion prevails • Balancing the organizational visibility, culture amidst new comers and old performers • Freshers skeptical of the high complex offering (their previous organizational experience impediments) • Educating older employees for newer goals and galvanizing new comers • New comers could sell only standardized products and services on the strengths of collaterals and referrals that ended up creating new functions like marketing, branding etc.3/22/2012 www.superseva.com
  8. 8. Market Leadership Process, people and system were able to catch up with the growth • Stable top management, active 2nd level leadership in place • Continuous reviews and feedback • Objective assessment of performance creates a culture of performance driven organization • Quantum and distribution of services necessitates push for technology and IT adoption3/22/2012 www.superseva.com
  9. 9. What worked for us??? • Designing a career growth path for entry level people • Reference checking at the time of joining • Giving more responsibilities to them • Incentive planning • Creating ownership by allowing them to make their own plans. • If required restructuring their roles and change their functions based on strength and giving them choice3/22/2012 . www.superseva.com
  10. 10. What worked for us??? Cont…. • Hiring competent women who had left job because of family needs. • Providing these work force environment to be productive by giving some flexibilities • Setting up matrices for performance and processes for remote monitoring. • Ensuring remote coordinators put adequate attention and dig data for any deviation early • Setting up alert and notification mechanism for deviations and appropriate follow on actions3/22/2012 www.superseva.com
  11. 11. kumud@superseva.com Cell :- 99452393513/22/2012 www.superseva.com

×