1. CAUTION!Don’t Modify this slide – Sensitive Animation Behind trg . TECHNOLOGY Click to Start Loading… The Resource Group Presenter Team KhawajaHarisAlam HasanKamalSyed TRG iSKY TECHNOLOGY CAPITAL OUTSOURCING UsmanHanif UmairShahid D e p t . O f M a n a g e m e n t S c i e n c e s N a t i o n a l U n i v e r s i t y , L a h o r e Next Slide
2. trg . Introduction Background trg tech Current situation Current brand strategy
3. trg . Challenges HRM Human capital Attrition Retention Brain drain Branding Parent brand (secondary associations) Corporate policies Awareness of trg tech
4. trg . Environmental factors Local corporate culture SME sniping Freelancing Mobility of career tracks Foreign attraction trg organizational culture Corporate advantage Appraisal techniques
5. trg . Objectives HRM Increase workforce Control attrition Intensify retention Brand Reposition from parent brand Amplify awareness
7. trg . HRM Strategies Lessen online job postings to third party websites (Neelam, Beyrozgar, CareerJet, etc) Allow freelancing to encourage business development Talent management techniques Assess ROI on recruitment initiatives Examine appraisal processes Emphasize EBBE
8. trg . Brand Strategies Reposition from the parent brand (trg) Align HRM practices, and corporate strategy with brand strategy Maintain a stronger IMC and linkage with employees Emphasize the internal brand of trg tech
9. trg . HRM Plan Lessen online job postings to third party websites (Neelam, Bayrozgar, CareerJet, etc) Create a sense of exclusivity to the company Available only to the best
10. trg . Allow freelancing to encourage business development SMEs attract with the ability to take a cut from earnings Environment is conducive to personal growth Google policy: 20% personal, 80% company
11. trg . Talent management techniques Emphasize top management to spend time with new employees Intrinsically motivate employees Highlight “stakeholders” aspect and teamwork
12. trg . Assess ROI on recruitment initiatives Mentorships, internships, seminars, events Revamp the recruiting Get new employees to find new recruits Maintain a link through IMC and brand image
13. trg . Examine appraisal processes 360o degree process Transparency guaranteed Self-rating system Potentiality of politicized or biased system Utilize as a means of getting input about company happenings Grapevine
14. trg . Emphasize EBBE Employee Based Brand Equity Exit interviews for leaving employees Assess motivations and intentions Rebuild the ideas of organizational culture and corporate citizenship
15. trg . Align HRM practices, and corporate strategy with brand strategy HRM role needs to be more focused Not a “traditional” technology company Uniquely talented individuals, special care and focus Products need to reemphasized as being unparalleled and one-of-a-kind
16. trg . Brand Plan Reposition from the parent brand (trg) Aim to create hype as a new division of trg Distance from “call center” image Launch as a new product of trg rather than extension Example: Nestle-MilkPak packaging, IBM-Lexmark packaging
17. trg . Maintain a stronger IMC and linkage with employees Maintain existing channels (except online postings on various websites) Provide the linkage to the potential employee ROI on recruitment processes Example: LUMS, Nauras
18. trg . Emphasize the internal brand of trg tech Employees need to passionate about the brand EBBE techniques Organizational citizenship Build brand as personal equity for employees
19. trg . Financial Impact Almost all activities can be adjusted within the existing budget Restructure rather than add costs Process re-engineering and modification
20. trg . Conclusion Companies are made of systems, processes and people. It is difficult to exist without processes helping build systems while people evaluating and modifying the system.
