HRNEXT - people are profits
description
Transcript of HRNEXT - people are profits
Private and confidentialHRNEXT
People drive profits March 2012
Introduction
Anurag Shrivastava Over 15 years as HR and functional Heads in various
organizations of repute - UB Group, Digital Equipment, Aditi Technologies , Talisma and Prudential ICICI
Experience in handing complex projects in Compensation and rewards OD interventions Job description and competencies Employee satisfaction surveys Hiring experience – entry level to CEO Building HR function and teams
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Credentials
Education 1985-90 – IIT Kharagpur, 1992 XLRI Jamshedpur
UB Group 1992-1995 Factory industrial relations head ;North Bihar and UP;
successfully negotiated union agreements Corporate HR as Head HR for sales
Digital Equipment 1996-1998 Developed and implemented C&B and rewards strategy Employee Satisfaction survey Recruitment of high end engineers for engineering
centre
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Credentials
Aditi Technologies 1998-2000 Crafted the employee hiring strategy to enable company to become a
key vendor to Microsoft Ensured growth from 180 people to 1000 people within 2 years Ensured company becomes a top 10% brand in IITs
Talisma Corporation 2000-2004 Part of start up management; enabled smooth transition as
independent company; set up HR function Built recruitment brand from scratch in campuses and for experienced
hires ensured Talisma had the highest quality of engineers and professional services staff in the industry
Ensured continued high level of employee engagement along with two layoffs
Devised and implemented HR practices which served as model for industry
Several OD initiatives to manage change One of the Best Employers as per Hewitt Survey of 2001
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Credentials
Prudential ICICI AMC Dec 2004 – August 2006 Anchored the first comprehensive competency
evaluation and JD exercise in AMC industry Employee satisfaction survey and action items
Actions resulted in reduction of attrition rate from 15% to 4.8% in less than one year
Improvement in engagement level on all parameters Developed the rewards and bonus strategy Streamlined of recruitment process
HRNEXT August 2006 onwards Executive search for top MNCs Coach and mentor for HR professionals
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Our value proposition
Fill the gaps in execution of HR plans and activities
HR staff more involved in routine activities Understaffed HR staff High cost of experienced HR professionals
on full time basis High quality and sustainable practices Network to draw upon best resources from
market on need basis Pick and chose initiatives that will have
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Specialized Services
Compensation restructuring Leadership development Employee Satisfaction survey Job description and competency Staffing and employer branding Develop competency based HR practices
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Staffing management
Conducting senior and middle management hiring interviews
Develop campus hiring strategy and relationships
Employer branding Internal – job postings process, employee referrals External – website content , advertising
Streamline recruitment process Job description Hiring process
Exit interviews Conducting the same and summarizing for
management actions
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Executive Hiring
Focused on high potential leaders Deep functional expertise and research Enduring client relationships Strong pre-existing network at senior
levels Unique & creative search methodologies Non-negotiable ethics & trust Contingency payment ( except for
retainer initially to begin process ) , competitive terms
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Rewards management
Structuring compensation Ongoing
Performance management process ; Merit pay strategy; compensation survey data analysis and
recommendations Incentive and bonus plans Retention bonus Long term retention plans Fitment of new employees Relocation
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Employee engagement
Temperature check/ Employee Satisfaction Surveys Organizational diagnostics Action planning
Morale programs Workplace design Coaching select managers
Help managers transition through different passages of leadership
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HR and Org Development
HR Function Advise on HR Structure ; processes Evaluate HR team competencies and
suggest possible structure / staff Move
Organizational development Job description and competencies Leadership ; succession planning Team building and bonding programs Career growth paths and ladders
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Engagement model
Two distinct or hybrid Retention model
Typically accountable for a function or set of functions such as compensation , PMS , recruitment which have measureable outcomes based on time spent
Guiding and managing internal staff to deliver on above
Contingency Outcome based ; completion of project
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Typical engagement
Offsite and Onsite support ; 50% each ; total engagement time min 6 to max 10 staggered working days monthly for any single client
Rates depend on market cost for similar experienced professional with minor mark up
Engagement will be as deep as that of an inhouse senior management ; without attendant downsides.
Overview with company HR Head; finalization of commercials
Understanding the business and organisation Interviews with key individuals Promotional and internal materials
Understand HR priorities from management team Policies Practices
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