In toady's competitive and technology driven era, every organization thrives for success. For this preparedness is essential to operate both locally as well as globally. This presentation is an attempt to chalk out the guideline in brief.

1. HR PREPAREDNESS
for a company
TO OPERATE GLOBALLY
Presented by
Shanjidul Bari

2. Strategy
 Refreshing what is strategy:
 Setting a vision,
 Planning the path
 Reaching the goals accordingly
 It’s about moving from point A to point B that is not
reachable with a normal growth rate.

3. Business Strategy
• Growth across geography – Globally
• Warrant for larger team
• Will need to have appropriate people who can deal with
foreign customers
• Knowledge level will need to be upgraded
• Getting into implementation services
• Evolve to a JIT hiring model
• Create a resource pool for different solutions
• Mitigate resource turnover risks
• Retention of resources to be focused
• Effective succession plan needs to be implemented

4. “To be one of the global names in related
business & services”
Mitigate Resource Turnover
Risks
Getting into
Implementation Services
Growth Across Geography
Evolve to a JIT hiring model
Training & Development
Recruitment
- JIT Hiring Model
- Creating Resource Pool
Will need to have appropriate
people who can deal with
foreign customers
Retention of resources to be
focused
Warrant for larger team
Create resource pool for
different servicesKnowledge level will need to be
upgraded
Effective succession plan needs
to be implemented
Motivational Tool
HRStrategiesBusinessStrategies
Succession Planning
Change Management
Performance Management

5. HR Strategy
 Recruitment
 JIT hiring model
 Creating Resource pool
 Training & Development
 Succession Planning
 Motivational Tool
 Performance Management
 Change Management

6. Recruitment
• Graduate Program
• Build strategic partnership with top local university
• Offer summer internship or part time job for future potential
recruit
• Recruit Directly from University placement office based on
Graduate Program
• Lateral Recruitment
• Job search in top online job portal
– Cost effective
– Future CV Pool
• Employee Referral Program
– Internal employee will generate reference CV from market
– If anyone is recruited, the referee will be awarded a special prize
(Dinner for 2/Gift Hamper/Gift Coupon etc.)
– Background check will be easier

7. Training & Development
• Leadership Training (important to ensure right attitude
towards customers, team and the company)
• On a regular interval through partnering with good
consultants/vendors
• Embed practices and relate to performance management for
ensuring improvement
• Functional Training (important for catching up with all the
latest technologies, trends, ideas and standards)
• Regular TNA on the event of annual appraisal, recruitment,
promotions
• One to one discussion with line managers

8. E-Learning
 E-Learning
 Learning portal / resources registration (e.g.
skillsoft, codingdojo, etc.)
 Development and implementation of internal
E-Learning library with assessments

9. Succession Planning
• Internal:
• Identifying the roles that requires succession planning
• Identifying possible more than one potential successors
• Develop the successor
• External
• Identifying the roles that does not have internal
successors
• Identifying possible potential successors in the industry
• Maintain relationship

10. Motivational Tool
• Reward & Recognition (non-financial)
• Employee Benefit plan
• HR Issues or Grievance Management
• Quarterly/Half Yearly Town Hall
• Annual Dinner or Picnic
• Monthly newsletter
• Flexible office hour
• Corporate Intranet with Private Social Media

11. Performance Management
• Setting up Annual Objective
• Employee should be aware of his annual objective with in the first
month of the year
• Objective should be set with consultation with employee
• Mid Year Performance Management
• Half Yearly review should provide employee with his performance
• Employee can correct his approach to increase his performance
efficiency
• Annual Performance Management
• Employee should be consulted and directly interviewed by supervisor
at the time of Annual Performance Management Review
• Lacking or failure to achieve given objectives should be clearly
articulate to him
• Employee should be given clear guideline on how to improve

12. Change Management
 Identify and articulate the change
 Analyze the impact on people and organization
 Complete action plan before change implementation
 Change Management activities

13. THANK YOU