Unit of measure

HR PRACTICES

* Footnote
Source: Source 1
 HR PRACTICES
Unit of measure

Business Strategies

• Differentiation v/s Low Cost

• Global v/s Multi-domestic

• Innovation v/s Disruptive Innovation

• Customer Focussed

• Operational Excellence

* Footnote
Source: Source 2
 HR PRACTICES
Unit of measure

The Change …

• In a Global market, where the competition is intense and customers

demand continuous improvement, we must vigorously compete to get
“Top Talent”.

• Products and Processes could be copied rapidly and Technology is

everywhere, in such a scenario, competitive advantage is determined
by people with “Right Skills”.

• Demand for skilled employees now exceeds the supply.

• So, being there first with a Great Brand and Features is where the
margins are….

* Footnote
Source: Source 3
 HR PRACTICES
Unit of measure
The Change…

In Conclusion, Talent becomes a critical resource because…

• Innovation…..Comes from people.

• World Class Processes are developed by World Class people.

• World Class Brands are built by Top Marketing Talent.

• World Class HR Practices are required in order to win the

“War for Talent”.

* Footnote
Source: Source 4
 HR PRACTICES
Unit of measure

How has Human Resources Progressed

• Labour Management

• Policy Administration

• Service Provider

• Resourcing & Learning Management

• Strategic Partner

* Footnote
Source: Source 5
 HR PRACTICES
Unit of measure

What are the various Domains of Capability Required for HR in Alignment to the Business

* Footnote
Source: Source 6
 HR PRACTICES
Unit of measure
What are the various Capabilities Required for HR
in different Domains of Business Scenario

* Footnote
Source: Source 7
 HR PRACTICES
Unit of measure

Building the Strategy on Human Resources

Long Term Plan

BG / SBU Business Strategy

Human Resources Business Environmental

Internal scrutiny Scan

Human Resource Strategy

2 Year Action Programme
* Footnote
Source: Source 8
 HR PRACTICES
Unit of measure
Elements of HR Strategy
•Organization Structure & Head Count Modeling
• Capability Building
• Performance Management
• Employee Engagement
• Employer Branding
• HR Service Excellence
– Compensation & Benefits

– Shared Services Model

– Transactional Excellence

* Footnote
Source: Source 9
 HR PRACTICES
Unit of measure

• Organization Structuring & Head Count Models

– Key Challenge is to manage the current performance and facilitate

Innovation for future growth !
How does your Organization Structure facilitate both these aspects?

– How do you pay premium salaries and remain cost competitive at the
same time ?
Does your Head count Model address these issues ?

* Footnote
Source: Source 10
 HR PRACTICES
Unit of measure

• Capability Building

–What is the Process for early identification of Talent and Developing the
Leadership Pipeline ?
– How do you facilitate Learning in the Organization ?
– How do you develop Professional Skills ?

• Competency Based Approach…

* Footnote
Source: Source 11
 HR PRACTICES
Unit of measure
What are Competencies..
Competencies are a clear specification of individual knowledge, skill and attitude
requirements which will help an individual do well on a job leading to the attainment
of short term and long term business objectives for the organisation.

They define the “HOW” part of performing any task in the organisation

Knowledge
Identify and Train for
Visible
Skills %

Social Role
Invisible
Self image %
Traits
Motives Select For

* Footnote
Source: Source 12
 HR PRACTICES
Unit of measure

Capability Building - Thermax Leadership Development Process

I
Programs in
N Premier Mgmt
PMS
P Institutes tailored
Criteria for Selection to DC’s Provides
U to Company Need T
participate in DC Competency
TS Gaps
L
All Top Quadrnt
F get 1deg
change in Job D
O Gap Analysis &
Competency Framework R Futuristic P
Provides the Requirement Perspective
for present position
TL Coaching /
Mentoring
D
P
Development Training
Action Plans Calendar
OMR
Career Movement
Possibilities in Future Exposure to new
dimensions

* Footnote
Source: Source 13
 HR PRACTICES
Unit of measure

Performance Management System

V Performance
Performance Performance
M Planning/
i i Goal setting
Monitoring Review

s s Coaching & mentoring,

s Feed back & Developmental
i i actions
o o
n
n
Performance Outcomes

* Footnote
Source: Source 14
 HR PRACTICES
Unit of measure
9 Block Matrix

P High
E
R
F
O
R Medium
M
A
N
C
E Low

Low Medium High

POTENTIAL
* Footnote
Source: Source 15
 HR PRACTICES
Unit of measure
The Evolution of Employee Surveys

Engagement

How much I want

to and actually do
improve our
Commitmen business results
t
How much I
want to
improve our
Satisfaction business
results
How much I
like things
here.
* Footnote
Source: Source 16
 HR PRACTICES
Unit of measure
Concept of Engagement

Engagement is defined as the

‘State of emotional and intellectual involvement in a group or organization’
Three key behaviors that exemplify strong engagement are:

2
STRIVE
1
STAY
SAY

Exert extra effort and

Have an intense
Consistently speak positively about engage in work that
desire to be a
the organization to co–workers, contributes to business
member of the
potential employees and, most success
organization
critically, customers (current and
potential)

* Footnote
Source: Source 17
 HR PRACTICES
Unit of measure

* Footnote
Source: Source 18
 HR PRACTICES
Unit of measure
Employer Branding

Employment Branding is an “Image / Perception ” management program.

“The Organization is a highly desirable place to work”

Spreading this word proactively through employee word-of-mouth and

media.

Employment Branding - A Differentiator between your employment

offering from that of “Talent Competitors”.

…Contd

* Footnote
Source: Source 19
 HR PRACTICES
Unit of measure
Building an Employment Brand

Brand Pillars :

What do you want the Organization to be known for ?

Or
The Management practices your potential applicants would like to
know about.
• Growth & exciting careers.
• Open and Transparent Work Culture.
• Learning Organization.
• High Performance Organization with a Human face.
• Creativity & Innovation.
• Social Commitment.
• Cutting edge Technology.
* Footnote
Source: Source 20
 HR PRACTICES
Unit of measure
Employer Branding

Every company has an Employment Brand

…..Employees Talk….

It is a long term recruiting and retention strategy.

* Footnote
Source: Source 21
 HR PRACTICES
Unit of measure
HR Service Excellence - Compensation

Terminology

Base Salary (Basic Salary Plus Dearness Allowance if existing)

Guaranteed Cash

• Annual Base Salary plus Conveyance Allowance, House Rent Allowance, Leave
Travel Allowance, Medical and other Guaranteed Allowances

Total Cash

• Annual Guaranteed Cash plus the variable component of the salary ( STIP)

Total Cost To Company or CTC

• Annual Total Cash plus all perks & benefits, including superannuation, EPF &
Gratuity and LTIP

* Footnote
Source: Source 22
 HR PRACTICES
Unit of measure

* Footnote
Source: Source 23
 HR PRACTICES
Unit of measure

Compensation Implications for Different Business Strategies

* Footnote
Source: Source 24
 HR PRACTICES
Unit of measure

Compensation Implications for Different Business Strategies

* Footnote
Source: Source 25
 HR PRACTICES
Unit of measure

Compensation Implications for Different Business Strategies

* Footnote
Source: Source 26
 HR PRACTICES
Unit of measure
HR Service Excellence - Shared Services - Model

Shared
Services

Recruitment Transactional
Team Team

Line HR Mngr

* Footnote
Source: Source 27
 HR PRACTICES
Unit of measure
HR Service Excellence - Shared Services - Communication Flow

Divisional Head

HR Managers

Shared Services Team

Consultants /
Service Providers

* Footnote
Source: Source 28
 HR PRACTICES
Unit of measure
Human Resources - Model for the Future

Extent of
Return
Relational Experience

New Platform offering for

Future Business Strategy

Solutions for Creating Advantage

Current Needs

Basic

Avoiding
Disadvantage Services

Core Deliverables
* Footnote
Source: Source 29
 HR PRACTICES
Unit of measure

Thank You

* Footnote
Source: Source 30