The document discusses HR transformation at RKFL (Unit III & IV). It outlines challenges like rising labor costs, retention issues, and a lack of leadership. It proposes transforming the HR function to better support the business strategy through initiatives like talent management, improved recruitment and retention, total rewards programs, and service excellence. The transformation would create an HR operating model with specialized roles to standardize HR processes and excellence across sections.

1. HR Transformation at RKFL (Unit III & IV) Presentation by Mahendra K. SHUKLA Sr. Manager & HOD : HRD & Admin RAMKRISHNA FORGINGS LTD. (Unit 3 & 4)

2. HR Transformation at RKFL (Unit III & IV)… HR STRATEGY “ T he pattern of planned Human Resource deployment and activities intended to enable the organization to achieve its goal” FOCUS T o provide the organization with sustained competitive advantage through recruitment, induction, development and alingment of people, skills, HR policies etc. Competative advantage might arise from having best people , but also from being best of managing what do you have

3. HR Transformation at RKFL (Unit III & IV)… HUMAN CAPITAL CHALLENGES Growing Labour Costs Pervasive Attraction & Retention Challenges Lack of Leadership Bench Strength Rapidly Growing Benefit Costs CHALLENGES TO HR FUNCTION 1. Heavy Competition for Skilled Workforce 2. Overly Focused on Administration 3. Under – equipped to meet the Challenges of the Business 4. Regulatory & Legislative Compliances

4. HR Transformation at RKFL (Unit III & IV)… For HRD, this meant we had a long road ahead…. Needed to frame an HR Transformation Process that could get full support from Top Management Quantify the People – related Issues in Financial Terms Build Support ( and Proof) that HRD could ADD Business Value Design and Execute a Process that would address these challenges

5. HR Transformation at RKFL (Unit III & IV)… Business Design for HRD BUSINESS STRATEGY HUMAN CAPITAL STRATEGY How will we Secure, Manage, and Motivate a workforce that can execute the Business strategy ? HR FUNCTION STRATEGY How will we Deliver expected Value and Contribution to the Organization ? HR OPERATING MODEL SOURCING What activities will We do ourselves / have Others do? 2. INFRASTRUCTURE What capabilities are needed to fulfill HRDs Strategy ? 3. GOVERNANCE How will we lead the Function and manage Related Investments? Performance Monitoring & Renewal

6. HR Transformation at RKFL (Unit III & IV)… HR FUNCTION STRATEGY Services Programs 2. SERVICE DELIVERY Attracting Talent Training & Grooming Rewarding Contribution Developing Managerial Culture Improving Employer – Employee Relationship Partnering Performance Supports & Enables Mission Imperatives Operating Performance Employee Needs & Interests 1. Identify current HR Function & Process Costs and Resource Allocation , 2 Determine the Human Capital requirements needed to achieve RKFLs Operational, Financial and Strategic Objectives; 3. Engage Thought Leaders to shape the FUTURE of HRD

7. HR Transformation at RKFL (Unit III & IV)… Using the Potential of People A Plant – wide Initiative to Design & Deploy excellent HRD Strategies & Services which will : Recruit, Retain & Develop Achieve Operational Excellence Fulfill Mission Recruit, Retain & Develop the right Talent Help us achieve Operational Excellence Assure our Success in Fulfilling our Mission

8. HR Transformation at RKFL (Unit III & IV)… Areas of Strategic Emphasis Talent Management : Our competencies, performance management, career development, succession planning, talent mapping 2. Recruitment / Retention : Getting the best people with the best fit for RKFL, and keeping them engaged and productive Total Rewards : Our compensation (pay), benefit and recognition programs 4. Service Excellence : Using Technology (ERP), Improved HR Processes and a focus on service to meet needs across the plant

9. HR Transformation at RKFL (Unit III & IV)… Future Operating Model of HRD HOD Plant Administration Industrial Relations/ Staff Welfare/ Liaisoning Recruitment, Training, Program Development, System Implementation Time Office Payroll & Benefits Section / ERP E/H/S, Asset Mgt

10. HR Transformation at RKFL (Unit III & IV)… Benefits of Future Model of HRD HR Strategy aligned with Business Strategy Improved Operating Performance & Quality of Service Consistent, Efficient Development of Core HR Programs, Processes and Policies Right HR Talent at Right Place Role Clarity/ Reduced Job Overlap & Fragmentation Collaborative, Team Driven Model Standard of HR Excellence consistent across all sections Leveraging of Learnings and Best Practices Knowledge

11. HR Transformation at RKFL (Unit III & IV)… Thank you for your valuable time Thank you for your valuable time Thank you for your valuable time