Opportunities  performances I Am the  Change ! Companies Hr Manager Outcome need sign Hiring go Increments goals dreams Fi...
From No where to Now-here What Next?
I don’t get good people I can’t retain people Exam leave is painful Every employee wants more money It was different in ou...
 
 
 
 
We have to move  From payroll to HR. It is not a month end  Salary sheet activity  Any more
<ul><li>First generation  systems </li></ul><ul><li>Second generation  people </li></ul><ul><li>Third generation  concepts...
<ul><li>Emotional </li></ul><ul><li>Person </li></ul><ul><li>Different Partners – Different Thoughts </li></ul><ul><li>Cat...
More money Better Designation
Walk Fast - speed Overall  Strategic Plan Human Resources Strategic Plan HR Activities
<ul><li>Earring </li></ul><ul><li>Ganesha Pooja </li></ul><ul><li>Phone Technology </li></ul><ul><li>Useless or USED LESS ...
Mumbai Accounts Consult Corporate law 2 Managers 1 Manager 1 Manager 1 Manager 1 Manager 3 Managers 12 Manager 15 Exec 4 E...
Long Term Pamper or Create Opportunist Loyal Transactional Organization Thinker  Doer
<ul><li>1 st  break all the rules of a CA Firm </li></ul><ul><li>Value of Value </li></ul><ul><li>Specific responsibility ...
<ul><li>Organizational Goals & Objectives –  GJ Vision, Mission & Values. </li></ul><ul><li>Strategies & Activities linked...
<ul><li>Culture fit </li></ul><ul><li>Organization values of simplicity, speed and respect </li></ul><ul><li>Hand writing ...
<ul><li>Induction and history of the organization will building bonding </li></ul><ul><li>Follow me program </li></ul><ul>...
<ul><li>Pay for performance Policy – do it with a  “vada pav”  conference </li></ul><ul><li>Value Based PMS forms </li></u...
 
<ul><li>Is it truly a family </li></ul><ul><li>Creating a team for the employees </li></ul><ul><li>Pampering v/s creating ...
<ul><li>We have been largely successful in retaining senior talent—turnover is in the single digits—as a result of sheer i...
Knowing when to apply  pressure  & when to provide  support  is leadership
<ul><li>Successful HR Strategy Aims at Imbibing the Firm’s Strategy towards Firm’s Vision in every Individual forming his ...
<ul><li>Guru & Jana  </li></ul><ul><li>Chartered Accountants & </li></ul><ul><li>Batgach India </li></ul><ul><li>A Tribute...
Upcoming SlideShare
Loading in …5
×

HR Strategies for Ahmedabad

528 views

Published on

HR Strategies for Ahmedabad

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
528
On SlideShare
0
From Embeds
0
Number of Embeds
106
Actions
Shares
0
Downloads
0
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

HR Strategies for Ahmedabad

  1. 1. Opportunities performances I Am the Change ! Companies Hr Manager Outcome need sign Hiring go Increments goals dreams Firing assignments Process gather plans implementation SUCCESS need urgencies failure Promotions groups targets mistakes achievements business temptations idea actions facts Career ego mission Companies learning Key post
  2. 2. From No where to Now-here What Next?
  3. 3. I don’t get good people I can’t retain people Exam leave is painful Every employee wants more money It was different in our times Whatever our boss told was final word.. CPT students are too young to come to a office Only Big 4 take all the employees We cannot get C.A’s It is better I do the work than to train others. DO ALL COUNTRIES HAVE THE SAME PROBLEMS
  4. 8. We have to move From payroll to HR. It is not a month end Salary sheet activity Any more
  5. 9. <ul><li>First generation systems </li></ul><ul><li>Second generation people </li></ul><ul><li>Third generation concepts </li></ul><ul><li>Fourth generation computers </li></ul><ul><li>Fifth generation aspirations </li></ul>
  6. 10. <ul><li>Emotional </li></ul><ul><li>Person </li></ul><ul><li>Different Partners – Different Thoughts </li></ul><ul><li>Catch them doing wrong </li></ul><ul><li>Error </li></ul><ul><li>Pamper Employees </li></ul><ul><li>Mom and Dad Play </li></ul><ul><li>Salary is everything </li></ul><ul><li>Informational </li></ul><ul><li>Systems </li></ul><ul><li>Vision leads the organization </li></ul><ul><li>Catch them doing right </li></ul><ul><li>System Error </li></ul><ul><li>Creation of Employee </li></ul><ul><li>360  Evaluation </li></ul><ul><li>Salary is mere transaction </li></ul>Earlier Now
  7. 11. More money Better Designation
  8. 12. Walk Fast - speed Overall Strategic Plan Human Resources Strategic Plan HR Activities
  9. 13. <ul><li>Earring </li></ul><ul><li>Ganesha Pooja </li></ul><ul><li>Phone Technology </li></ul><ul><li>Useless or USED LESS </li></ul><ul><li>Boss accepts mediocrity </li></ul><ul><li>Office History Calendar </li></ul><ul><li>LONG TERM </li></ul><ul><li>Organizational Vision backed by Values </li></ul><ul><li>Link this to HR </li></ul><ul><li>Office Anthem </li></ul><ul><li>Is this the leader I am following? </li></ul>TIT BITS
  10. 14. Mumbai Accounts Consult Corporate law 2 Managers 1 Manager 1 Manager 1 Manager 1 Manager 3 Managers 12 Manager 15 Exec 4 Executives 3 Executives 1 Executive 14 Exec 4 Executives 35 Exec Partner Taxation Partner Partner Audit Partner Liaison Chartered Accountants
  11. 15. Long Term Pamper or Create Opportunist Loyal Transactional Organization Thinker Doer
  12. 16. <ul><li>1 st break all the rules of a CA Firm </li></ul><ul><li>Value of Value </li></ul><ul><li>Specific responsibility to a partner for Organizational Culture </li></ul><ul><li>Should I get the best chair? </li></ul><ul><li>Can we create a HR Department? </li></ul><ul><li>Is creating a HR Manual difficult for a CA? </li></ul>
  13. 17. <ul><li>Organizational Goals & Objectives – GJ Vision, Mission & Values. </li></ul><ul><li>Strategies & Activities linked to Vision, Mission & values. </li></ul><ul><li>1. Selective hiring to choose the culture </li></ul><ul><li>2. Extensive training & Sharing information. </li></ul><ul><li>3. Team working / Compensation and Performance Measurement </li></ul><ul><li>4. Employment security and Employee Retention </li></ul><ul><li>5. Today we are competing against Outsourced operators sending people abroad for training </li></ul>
  14. 18. <ul><li>Culture fit </li></ul><ul><li>Organization values of simplicity, speed and respect </li></ul><ul><li>Hand writing analysis </li></ul><ul><li>75% on the attitude and 25% on the knowledge </li></ul><ul><li>He has already formed an opinion on the organisation </li></ul>
  15. 19. <ul><li>Induction and history of the organization will building bonding </li></ul><ul><li>Follow me program </li></ul><ul><li>What I preach I do, seminars and study circle – is it followed continuously –HOT DOGS- SELLING IS EASY </li></ul><ul><li>Cycle stand meetings and BOARD meetings </li></ul><ul><li>Expose staff to client </li></ul><ul><li>Satellite breaks down – Satish dawan takes the press conference </li></ul><ul><li>Remember PPP is not everything. </li></ul><ul><li>Picnic, Pizza, Paise </li></ul>
  16. 20. <ul><li>Pay for performance Policy – do it with a “vada pav” conference </li></ul><ul><li>Value Based PMS forms </li></ul><ul><li>Constantly reinforce benchmarks and standards. </li></ul><ul><li>Freedom with boundaries - Define SMART goals clearly and let them go get it – control comes when results are assessed. </li></ul><ul><li>Align individual aspirations with those of the firm. </li></ul><ul><li>Can we have an employee wise P & L Account </li></ul>
  17. 22. <ul><li>Is it truly a family </li></ul><ul><li>Creating a team for the employees </li></ul><ul><li>Pampering v/s creating – I am worried about your career </li></ul><ul><li>Offer challenging Assignments – dummy merger assignments </li></ul><ul><li>Recognition – a true and fair view – transparent methods like polling, announcing the basis, self declaration awards and all the way to Malaysia. </li></ul><ul><li>If a CA employee can take away my client – do I in first place deserve to have the client at all </li></ul><ul><li>There are duds in every organization </li></ul><ul><li>And every organization needs duds. </li></ul>
  18. 23. <ul><li>We have been largely successful in retaining senior talent—turnover is in the single digits—as a result of sheer intellectual stimulation, recognition, and their growing roster of achievements. </li></ul><ul><li>Make a Partner Program. </li></ul><ul><li>A secretary can be a Chartered Accountant – is it a mere transaction of salary or life. </li></ul><ul><li>Variable Pay Policy. </li></ul><ul><li>PLEASE LEAVE YOU NEED EXPOSURE, LOST AND FOUND. </li></ul>
  19. 24. Knowing when to apply pressure & when to provide support is leadership
  20. 25. <ul><li>Successful HR Strategy Aims at Imbibing the Firm’s Strategy towards Firm’s Vision in every Individual forming his own strategy to achieve Firm’s Vision. </li></ul>
  21. 26. <ul><li>Guru & Jana </li></ul><ul><li>Chartered Accountants & </li></ul><ul><li>Batgach India </li></ul><ul><li>A Tribute to the Spirit in you </li></ul>

×