1. VIBGYOR HIGH - Mumbai (July 09, 2014 – till date)
Senior Manager –Talent Management and Organization Development
VIBGYOR HIGH Group is a pioneer in the Education Services domain that aims at consistently evolving in its
practices acrossits operational domains. With a head count of 4000 employees the organization is evolved in
its Human Resources practices. My role entails inducing Talent Management and OD practices PAN India.
Interventions undertaken
(Strategy, Design, Change
Implementation,
Sustenance)
Critical
Mass
Salient features
HRMS implementation
4000
employees
1. Project planning, executing system requirement study, system testing and
implementation, create internal marketing strategies, and provide user group
training support, ensuring change stability. 2. Have got in operational
stability.3. Payroll and data efficiency moved to 98%.
Policy and processes
framework
4000
employees
POSH, Corrective Action, Employee referral, Employee Separation, Interview
Matrix, Employee Niche Skill etc. (in total around 16 policies)
Employee Goal setting
process
1600
employees
There was a pressing need for a mechanism focused and clearly delineated
responsibilities for employees. With the introduction of Goal setting process,
the efficiency of Appraisal session increased exponentially as employees have
clarity on what they are being evaluated on.
Annual Performance Review
4000
employees
The organization was at a nascent stage of running performance
management. The education sector runs on pre-defined compensation slabs,
thus performance was never questioned and rather evaluated. We devised a
new philosophy of Performance Management introducinga robust process of
performance feedback session/s, devising a behaviorally anchored rating
scale to reduce subjectivity and slowly moving into constructive career
enhancement.
Incentive Plans for Head of
Departments
25
employees
Identification of the behaviors that the organization wants to encourage. At
the same time, these behaviors should be viable and enticing for the
department heads to approach. Distilled them down to 5 important incentive
components attached targets and associated percentile achievements.
Job descriptions and Job
families for all uniqueroles
4000
employees
Identification of uniqueroles (138), breakingthem down to Job families (23)
and devisingthe job descriptions for each position by adopting
methodologies of job designing –responsibilities and specifications.
Employee Orientation
Framework
New hires
Devised a process around engaging the prospectiveemployee rightfrom the
stage of being a candidateuntil a smooth on boarding,assigninga buddy and
frequent HR connect sessions.Aimto achieve a 100% new hire satisfaction
feedback score.
HR operational Helpdesk
(WIP)
4000
employees
Internal employee concern helpdesk for all HRconcerns, devisinginto
categories and sub categories assigninga TAT, escalation matrix and tracking
through dashboards.
Employee Rewards &
Recognition Framework
4000
employees
Devisingthe objective, penetration level, behavior to be encouraged, design
framework, HR governance model, execution, marketing process and
analyticsto capture the impact.
HR functional Manual
HR dept (44
members)
Designed and documented all processesof operational HRinterventions
across thebusiness units to bringin homogeneity (700 pager document) thus
reducingthe error rate and operational effectiveness.
HR process reengineering
Partnered
with TCS
Lead HR –SPOC partnered with Tata Consultancy Services (TCS) on HR process
reengineering to revamp and create HR processes compatibleto the ERP
system
http://www.vibgyorhigh.com/
My social presence, blogs and write-ups:
https://www.linkedin.com/today/post/author/posts#published?trk=mp-reader-h (631 followers), 132 recommendations
https://medium.com/@beotra.nehaa