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HR Plan
 2012 – 16

 Deepak Malhotra
Rules of the Game


 Play to Win : Develop a High Performance Culture

 Offer Employee Value Proposition

 Drive World Class Performance

 Robust Process to Drive Product and Service Leadership
How Does in Fit in Into the New Scheme
                                  Play to Win : Develop a High Performance Culture
                                  Offer Employee Value Proposition
                                  Drive World Class Performance
                                  Robust Process to Drive Product and Service Leadership




            Retain   Develop




  Attract                                   Excite




             Exit    Perform
How Does in Fit in Into the Scheme?
                                  Play to Win : Develop a High Performance Culture
                                  Offer Employee Value Proposition
                                  Drive World Class Performance
                                  Robust Process to Drive Product and Service Leadership




            Retain   Develop




  Attract                                   Excite




             Exit    Perform
Plan vs Delivery
                                                             Play to Win : Develop a High Performance Culture
                                                             Offer Employee Value Proposition
                                                             Drive World Class Performance
                                                             Robust Process to Drive Product and Service Leadership




                Retain                          Develop


                                       Play to Win :
                      Drive World
                                      Develop a High
                         Class
                                       Performance
                      Performance
                                          Culture
     Attract                                                    Excite
                 Robust Process to
                   Drive Product       Offer Employee
                        and           Value Proposition
                 Service Leadership




               Exit                            Perform
How do we Prioritize

      Identify low hanging fruits ………….

          High Impact




                        Ease of Implementation
Prioritizing ………
                 Hi                      Basics of HR               Reward              Recruitment
                                          Operations                   &
                           Work                                    Recognition
                           Life
                          Balance
                                                        Career            Physical
                                                        Pathing           Working
                                                                         Conditions
                                  Learning
                                     &
                                Development                                            Feedback
   High Impact




                                         Leadership
                                         Development
                       Compensation                               Adequate
                           &                                      Manpower
                         Benefits


                                                                                  Superiors’
                                      Autonomy
                                                                                 Expectations




                  Lo                                                                            Hi
                                         Ease of Implementation
System Building
  Sr. No.                                  Key Actionable


    1       Process, Manual/s


    2       PMS: Online (SAP/HRIS/People Soft: depending on the system used)

            Monthly PMS for top & front line and Quarterly PMS for Support team/s;
    3
            Weekly PMS with 360 degrees (training tool) for Leadership Team/s @ BU

    4       E-Learning


    5       Resourcing: Taking a step forward from recruitment with a bench


    6       OM: Right fit and right number/s


    7       Enabling ESS and MSS (if still not in place)

                                                                                     8
Competency Building
  Sr. No.                                  Key Actionable
            Individual 3-year career pathing for Top 50 Employees (or 10% app
    1
            employees)

            Manthan (Development Centres): Right Fit (Internal/External): Business Unit
    2
            and Corp Functional Levels

            Experiential Learning: Cross Functional Exercise, Knowledge Sharing Circles,
    3
            Professional Circles, Think Tank

    4       Coaching & Mentoring Sessions (Internal & External)

            360 degrees for Top Ex, Hi Potential Employees, Key Roles, etc: Identify
    5
            Individual Training Needs and Development Plan

    6       Top 50 Roles Identified and Succession Planning

            Talent Management: L&D Team and Also for L&D Team: Train the Trainer,
    7       boot camps (capability building of L&D Team), HR Conclave for Best Practice
            Sharing
            Trainee Career Paths & Competency Mapping, Selection & Fitment Based on
    8
            the same

            Excellence Academy: Employees & Leadership Academy, Tie-up for MDP             9
    9
            Program/s for ensuring right education opportunity & reduce attrition
Commitment Building
  Sr. No.                               Key Actionable

            Vision & Value Actualisation: Current Survey-Status Co, Data Collection,
            Analysis, Corporate Communication’s help for Coordination &
    1       Communication, Handbook for Employees, Vision Champions,
            Alignment of Competency Model and R&R & Driving Values of Culture-
            Monthly

    2       Career Development Schemes (CDS)

            Engagement Calendar: Creating Fun @ Work for ex: Celebration of
    3
            Birthdays, Work Anniversary, Tournaments, etc

            Rewards & Recognition Roll Out (Innovative: Use of Credit Card Selling
    4
            Skills – Point System to retain & reward consistent performance)

    5       Compensation Benchmarking: External Survey


    6       Creating HR and L&D Ambassadors

            Identifying OD Interventions for Team Leader/s and Above (Managing
    7
            Other & Managing Manager-Category Employees)
                                                                                       10
Culture Building
  Sr. No.                                   Key Actionable


    1       Open House, Skip Levels, etc


    2       CSR: Involvement of Top Management, Communication Matrix


    3       Vision Workshop: Vision, Mission, Culture and Values-Pan Suzlon


    4       More religion: On-Boarding


    5       Employee Credo and Promise


    6       Web Site (HR/Career Section), News Letter, HRIS: ESS, etc

            Taking HR to shop floor: Training Operation/s and Support Leader/s on team
            handling, briefing/short training program (1-3 min long ref trg) on shop floor,
    7
            etc (innovative), Help desk/s etc for employees and 1 hour weekly with HR
            head (open forum, including video conferences, etc)
                                                                                              11
    8       Suggestion Scheme, Referral Schemes, etc
What is Employee Engagement ?
The Employee
                                            Engagement
                                            Model
Opportunities to learn and grow
Progress in last six months
                                                    How        Growth
                                                   can we
I have a best friend at work                       grow?
Coworkers committed to quality
                                                                  Teamwork
Mission/Purpose of company
                                                Do IDo I
                                                     belong?
At work, my opinions seem to count
                                                  belong?

                                                                        Individual
Someone at work encourages my development                                 Contribution
Supervisor/Someone at work cares               What do I give?
Recognition last seven days
Do what I do best every day                                                   Basic
                                                                               Needs


I have materials and equipment I               What do I get?
need to do my work right
I know what is expected of me
at work
The Road Ahead …..

                                 2015-16



                                Top 3 Slots
                                Best Places
                                 To work

                    2014

                Participation
                  in Best                        2012-13
                 Employer
                  Contest
                                                  Drive
                                              Engagement
                                                 Issues

    2013-14

    Process
     Check
    Dip Tests




                                              2012-13
                                                A-D
                                               Year
                                               220
                                                of
                                                2Y
                                              Change
We are ready to go ……. !!




We bet on our People

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Deepak malhotra plan_of_hr

  • 1. HR Plan 2012 – 16 Deepak Malhotra
  • 2. Rules of the Game  Play to Win : Develop a High Performance Culture  Offer Employee Value Proposition  Drive World Class Performance  Robust Process to Drive Product and Service Leadership
  • 3. How Does in Fit in Into the New Scheme  Play to Win : Develop a High Performance Culture  Offer Employee Value Proposition  Drive World Class Performance  Robust Process to Drive Product and Service Leadership Retain Develop Attract Excite Exit Perform
  • 4. How Does in Fit in Into the Scheme?  Play to Win : Develop a High Performance Culture  Offer Employee Value Proposition  Drive World Class Performance  Robust Process to Drive Product and Service Leadership Retain Develop Attract Excite Exit Perform
  • 5. Plan vs Delivery  Play to Win : Develop a High Performance Culture  Offer Employee Value Proposition  Drive World Class Performance  Robust Process to Drive Product and Service Leadership Retain Develop Play to Win : Drive World Develop a High Class Performance Performance Culture Attract Excite Robust Process to Drive Product Offer Employee and Value Proposition Service Leadership Exit Perform
  • 6. How do we Prioritize Identify low hanging fruits …………. High Impact Ease of Implementation
  • 7. Prioritizing ……… Hi Basics of HR Reward Recruitment Operations & Work Recognition Life Balance Career Physical Pathing Working Conditions Learning & Development Feedback High Impact Leadership Development Compensation Adequate & Manpower Benefits Superiors’ Autonomy Expectations Lo Hi Ease of Implementation
  • 8. System Building Sr. No. Key Actionable 1 Process, Manual/s 2 PMS: Online (SAP/HRIS/People Soft: depending on the system used) Monthly PMS for top & front line and Quarterly PMS for Support team/s; 3 Weekly PMS with 360 degrees (training tool) for Leadership Team/s @ BU 4 E-Learning 5 Resourcing: Taking a step forward from recruitment with a bench 6 OM: Right fit and right number/s 7 Enabling ESS and MSS (if still not in place) 8
  • 9. Competency Building Sr. No. Key Actionable Individual 3-year career pathing for Top 50 Employees (or 10% app 1 employees) Manthan (Development Centres): Right Fit (Internal/External): Business Unit 2 and Corp Functional Levels Experiential Learning: Cross Functional Exercise, Knowledge Sharing Circles, 3 Professional Circles, Think Tank 4 Coaching & Mentoring Sessions (Internal & External) 360 degrees for Top Ex, Hi Potential Employees, Key Roles, etc: Identify 5 Individual Training Needs and Development Plan 6 Top 50 Roles Identified and Succession Planning Talent Management: L&D Team and Also for L&D Team: Train the Trainer, 7 boot camps (capability building of L&D Team), HR Conclave for Best Practice Sharing Trainee Career Paths & Competency Mapping, Selection & Fitment Based on 8 the same Excellence Academy: Employees & Leadership Academy, Tie-up for MDP 9 9 Program/s for ensuring right education opportunity & reduce attrition
  • 10. Commitment Building Sr. No. Key Actionable Vision & Value Actualisation: Current Survey-Status Co, Data Collection, Analysis, Corporate Communication’s help for Coordination & 1 Communication, Handbook for Employees, Vision Champions, Alignment of Competency Model and R&R & Driving Values of Culture- Monthly 2 Career Development Schemes (CDS) Engagement Calendar: Creating Fun @ Work for ex: Celebration of 3 Birthdays, Work Anniversary, Tournaments, etc Rewards & Recognition Roll Out (Innovative: Use of Credit Card Selling 4 Skills – Point System to retain & reward consistent performance) 5 Compensation Benchmarking: External Survey 6 Creating HR and L&D Ambassadors Identifying OD Interventions for Team Leader/s and Above (Managing 7 Other & Managing Manager-Category Employees) 10
  • 11. Culture Building Sr. No. Key Actionable 1 Open House, Skip Levels, etc 2 CSR: Involvement of Top Management, Communication Matrix 3 Vision Workshop: Vision, Mission, Culture and Values-Pan Suzlon 4 More religion: On-Boarding 5 Employee Credo and Promise 6 Web Site (HR/Career Section), News Letter, HRIS: ESS, etc Taking HR to shop floor: Training Operation/s and Support Leader/s on team handling, briefing/short training program (1-3 min long ref trg) on shop floor, 7 etc (innovative), Help desk/s etc for employees and 1 hour weekly with HR head (open forum, including video conferences, etc) 11 8 Suggestion Scheme, Referral Schemes, etc
  • 12. What is Employee Engagement ?
  • 13. The Employee Engagement Model Opportunities to learn and grow Progress in last six months How Growth can we I have a best friend at work grow? Coworkers committed to quality Teamwork Mission/Purpose of company Do IDo I belong? At work, my opinions seem to count belong? Individual Someone at work encourages my development Contribution Supervisor/Someone at work cares What do I give? Recognition last seven days Do what I do best every day Basic Needs I have materials and equipment I What do I get? need to do my work right I know what is expected of me at work
  • 14. The Road Ahead ….. 2015-16 Top 3 Slots Best Places To work 2014 Participation in Best 2012-13 Employer Contest Drive Engagement Issues 2013-14 Process Check Dip Tests 2012-13 A-D Year 220 of 2Y Change
  • 15. We are ready to go ……. !! We bet on our People