The "HR Double Helix": a model for ensuring employee engagement and talent retention

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A practical model for ensuring employee engagement and talent retention.

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The "HR Double Helix": a model for ensuring employee engagement and talent retention

  1. 1. The “HR Double Helix”: a model for ensuring employee engagement and talent retention © Achal Raghavan Strategy and Business Excellence Consultant Bangalore, INDIA [email_address] www.achalraghavan.com
  2. 2. The DNA Double Helix <ul><li>Watson-Crick model of nucleic-acid structure </li></ul><ul><li>Two “backbones” winding up in a spiral </li></ul><ul><li>A blueprint of genetic information </li></ul><ul><li>Held together by hydrogen bonds </li></ul>DNA
  3. 3. The “HR Double Helix” <ul><li>The two backbones are the company and the employee </li></ul><ul><li>Each backbone a blueprint of plans and aspirations </li></ul><ul><li>Held together by bonds of trust and communication </li></ul>DNA
  4. 4. The “HR Double Helix” <ul><li>Bonds are strong </li></ul><ul><ul><li>Company and employee grow with mutual support </li></ul></ul><ul><li>Bonds are weak </li></ul><ul><ul><li>The double helix unravels </li></ul></ul><ul><ul><li>Company and employee part company </li></ul></ul>DNA
  5. 5. The “HR Double Helix” <ul><li>A strategic direction for the long term </li></ul><ul><li>A holistic approach </li></ul><ul><li>Distinct from short-term / random initiatives such as </li></ul><ul><ul><li>Salary revision </li></ul></ul><ul><ul><li>Awards </li></ul></ul><ul><ul><li>Recognition </li></ul></ul><ul><ul><li>Bonus </li></ul></ul><ul><ul><li>Etc. </li></ul></ul>
  6. 6. 3-step blueprint for talent retention <ul><li>String together the elements that form the organizational helix </li></ul><ul><li>Form the employee helix </li></ul><ul><li>Twine the two together </li></ul>
  7. 7. Organizational helix <ul><li>Clear management vision & blueprint </li></ul><ul><ul><li>Where do we want to take the company in 5 years? </li></ul></ul><ul><ul><ul><li>Markets </li></ul></ul></ul><ul><ul><ul><li>Businesses </li></ul></ul></ul><ul><ul><ul><li>Customers </li></ul></ul></ul><ul><ul><ul><li>Financials </li></ul></ul></ul><ul><ul><li>What is our growth strategy? </li></ul></ul><ul><ul><li>What is the “talent pool” and organization required to drive this strategy? </li></ul></ul>
  8. 8. Organizational analysis What is the talent pool required? (The wish list) What is the talent pool that we have? (The reality) THE GAP HR strategies to close this gap
  9. 9. Employee helix <ul><li>Employee’s own blueprint for the future </li></ul><ul><ul><li>Where do I want to go in 5 years? </li></ul></ul><ul><ul><ul><li>Position </li></ul></ul></ul><ul><ul><ul><li>Role </li></ul></ul></ul><ul><ul><ul><li>Function(s) </li></ul></ul></ul><ul><ul><ul><li>Learning </li></ul></ul></ul><ul><ul><ul><li>Skills </li></ul></ul></ul><ul><ul><ul><li>Money </li></ul></ul></ul><ul><ul><ul><li>Etc. </li></ul></ul></ul>
  10. 10. The problem <ul><li>The company is busy formulating plans </li></ul><ul><li>Current operations get priority (naturally) </li></ul><ul><li>The company underestimates </li></ul><ul><ul><li>Need to communicate its plans to employee </li></ul></ul><ul><ul><li>Need to find out employee’s plans and aspirations (his/her “helix”) </li></ul></ul><ul><li>Sporadic communications are ineffective </li></ul><ul><ul><li>Appraisal sessions </li></ul></ul><ul><ul><li>Town Halls </li></ul></ul><ul><ul><li>Etc. </li></ul></ul>
  11. 11. The problem (contd.) <ul><li>The employee is busy with current role </li></ul><ul><li>Feels disconnected from Co.’s plans </li></ul><ul><li>Lacks the trust to reveal his/her plans </li></ul><ul><li>Required: Communication and mutual trust </li></ul>
  12. 12. The solution – The “HR Double Helix” <ul><li>The HR “techniques” are known </li></ul><ul><ul><li>LRPs </li></ul></ul><ul><ul><li>Career dialogs </li></ul></ul><ul><ul><li>Hi-pot identification </li></ul></ul><ul><ul><li>Succession planning </li></ul></ul><ul><ul><li>Appraisals </li></ul></ul><ul><ul><li>Customized training </li></ul></ul><ul><li>Establish credibility and trust </li></ul><ul><ul><li>Through consistent and fair policies & actions </li></ul></ul><ul><ul><li>Through elimination of nasty surprises </li></ul></ul>
  13. 13. Key philosophy <ul><li>Shared vision for the future </li></ul><ul><li>Company and employee achieve their growth goals through </li></ul><ul><ul><li>Continuous and transparent communication </li></ul></ul><ul><ul><li>Trust-building </li></ul></ul>
  14. 14. Thank you!

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