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Make My Trip - Rohit Hasteer


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Make My Trip - Rohit Hasteer

  1. 1. MakeMyTrip The most exciting internet company in India
  2. 2. Did you know….. <ul><li>… .the size of the Indian Online Travel Industry in 2010? </li></ul><ul><ul><li>USD 5700 mn </li></ul></ul><ul><li>… .the % share of online travel in India? </li></ul><ul><ul><li>22% </li></ul></ul><ul><li>… .every nth passenger on a domestic flight is a MakemyTrip customer? </li></ul><ul><ul><li>10 </li></ul></ul>
  3. 3. Company Profile <ul><li>Successful business model </li></ul><ul><li>Largest OTA and among top 3 travel cos, with over 1M customers </li></ul><ul><li>On track to record $450M in Sales with profitability </li></ul><ul><li>Leading travel company for NRI market in USA </li></ul><ul><li>Comprehensive Portfolio of products </li></ul><ul><li>Largest seller of domestic air tickets </li></ul><ul><li>Largest online seller of hotels </li></ul><ul><li>Successful ‘Hybrid OTA’ model </li></ul><ul><li>Extensive Channel Footprint </li></ul><ul><li>Online sales </li></ul><ul><li>Offline – tele-sales, SMS booking, CoD </li></ul><ul><li>Retail channel </li></ul><ul><li>B2B & Affiliate </li></ul><ul><li>Winner of several industry awards </li></ul><ul><li>Best OTA 06 – 07, Galileo Express TravelWorld </li></ul><ul><li>Top Seller awards of several airlines </li></ul><ul><li>Rated #1 travel site - ahead of IRCTC & Air Deccan (according to ComScore) </li></ul><ul><li>Great Places to Work – Ranked 2 nd Best companies to work for. </li></ul>Red Herring 100 hottest start-ups ‘ Emerging India award' from ICICI-CNBC
  4. 4. Balancing Expectations…
  5. 5. MMT Human Resources - our approach
  6. 6. Strategic context - key imperatives <ul><li>Building the basic HR structure – Operational executor </li></ul><ul><li>Design an ‘innovative’ business aligned HR initiatives </li></ul><ul><li>Employee first in all decision making </li></ul><ul><li>Build deep people competencies / building capability to have an edge over others </li></ul><ul><li>Build/ strengthen the ‘MMT’ employer brand </li></ul>
  7. 7. Key Deliverables… Year KRA Deliverable Processes 2007 Setting up HR processes Operational Expertise Polices, procedures, standardization, building HR credibility 2008 Management of Company’s resources Efficient resources Re-visiting people processes & policies to bring in efficiencies and institutionalizing processes 2009 Management of Employee contribution and aligning HR to business strategy Increasing employee commitment and capability Performance management, potential assessment, competency enhancement, career planning, building organizational capability 2010 Creating a strong employer brand Creating a renewed organization Employee First, participating in employer branding surveys
  8. 8. Building culture Fairness Equity - balanced treatment for all in terms of rewards Impartiality - absence of favoritism in hiring and promotions
  9. 9. Fairness and transparency <ul><li>Profit Sharing/Bonus Plans    </li></ul><ul><li>ESOPs    </li></ul><ul><li>Employees can calculate their bonus and increment amounts  </li></ul>
  10. 10. Welcoming <ul><li>Pre-joining : </li></ul><ul><li>Constant interaction of HR department through emails, telephone or meetings. </li></ul><ul><li>Inform admin about the new joinee to organize employee lunch, transport, visiting cards, desktops etc. </li></ul><ul><li>Orientation Program : </li></ul><ul><li>Welcome Pack </li></ul><ul><li>New Joiner Email </li></ul><ul><li>Induction Programme </li></ul><ul><li>Functional orientation </li></ul><ul><li>Personalized Induction checklist </li></ul><ul><li>Post Induction Feedback </li></ul><ul><li>New starter Lunch with HR member </li></ul><ul><li>Buddy system </li></ul><ul><li>Post Joining follow ups : </li></ul><ul><li>First 15 day feedback </li></ul><ul><li>‘ fasten your seat belt’ - email informing about various processes. </li></ul>
  11. 11. Building culture Camaraderie Socially friendly and welcoming atmosphere Sense of “family” or “team”
  12. 12. Fun@ Work <ul><li>Individual celebrations : </li></ul><ul><li>Birthday cake, email, gift etc. Marriage greetings New born wishes    </li></ul><ul><li>Offsites - Goa, Malaysia, Singapore, Lakshwadeep, involve lot of fun activities.    </li></ul><ul><li>Celebration of festivals - Diwali, Holi, I’day, Christmas with theme parties, competitions, prizes etc.    </li></ul><ul><li>New employees are asked to dressed according to a theme for the town hall meets – Back to School, MJ in the House, Hawaiian shack, Superheroes etc. </li></ul><ul><li>“ WE” committee : </li></ul><ul><li>It is series of activities that is driven ‘for the people’ and ‘by the people’, organized under 5 heads : </li></ul><ul><li>Community Tripper </li></ul><ul><li>Career Tripper </li></ul><ul><li>Fit Tripper </li></ul><ul><li>Social Tripper </li></ul><ul><li>Talking Tripper </li></ul>
  13. 13. THM - 2010
  14. 16. Building culture Credibility Communications are open and accessible Integrity in carrying out vision with consistency
  15. 17. Communication & Collaboration <ul><li>Employee Engagement Survey </li></ul><ul><li>Ideas Portal </li></ul><ul><li>Gold mine </li></ul><ul><li>Feedback mechanism – on all HR initiatives </li></ul><ul><li>Value based 360 feedback system for all managers and above </li></ul><ul><li>Senate </li></ul><ul><li>Town Hall Meeting </li></ul>
  16. 18. <ul><li>Health related : </li></ul><ul><li>Annual Health check up - for all employees who are 35 and above </li></ul><ul><li>Eye Tests </li></ul><ul><li>Health Insurance </li></ul><ul><li>Yoga Centre </li></ul><ul><li>Homeopathy Facilities </li></ul><ul><li>Work related : </li></ul><ul><li>Flexible Working Arrangements </li></ul><ul><li>Extended office - at Noida </li></ul><ul><li>People managers to ensure that their team members avail atleast 60% leaves </li></ul><ul><li>Comp. off. policy  </li></ul><ul><li>Concierge Services    </li></ul><ul><li>Employee Discounts - on holidays for friends and family </li></ul>Caring
  17. 19. <ul><li>Capability Building </li></ul>
  18. 20. 70:20:10
  19. 21. <ul><li>Honest Dialogue process (HDP) - to identify, build and manage strong performers as well as provide the necessary impetus/avenues for growth to employees demonstrating ‘high-potential’. </li></ul><ul><li>Building Talent (phase II of HDP) - Leadership Development Strategy for: 1. LOB Heads 2. Critical People Managers 3. All People Manager 4. High Performing Individual Contributors </li></ul><ul><li>Campus to corporate - a two-day programme for new joiners to help them make a smooth transition from the college campus to the corporate office. </li></ul><ul><li>Other Development opportunities – </li></ul><ul><li>Open calendar of personal development courses </li></ul><ul><li>Study tours </li></ul><ul><li>Online library services provided by Kwench Library </li></ul><ul><li>Enhancing Education Policy </li></ul><ul><li>Teach to learn </li></ul><ul><li>‘ Leadership Connect’ - consisting of sessions from the Industry experts. </li></ul>Capability Building @ MMT
  20. 22. <ul><li>Challenges </li></ul><ul><li>Building HR credibility </li></ul><ul><li>Linking HR to business strategy </li></ul><ul><li>Defining metrics for all HR processes which define the success </li></ul><ul><li>Standardised & Scalable HR Processes </li></ul><ul><li>Knowing your customer </li></ul><ul><li>Best Practices </li></ul><ul><li>Involving all in this journey of building a ‘Great Place to Work’ </li></ul>
  21. 23. Ranked 2 nd – India’s Best Companies To Work For