HRD Scenario

8/8/2019 HRD Scenario

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HRD Scenario in IndianHRD Scenario in Indian

organizations.organizations.

India now becomes a player in the global stage.India now becomes a player in the global stage.

Everyone wants to do business with us, thisEveryone wants to do business with us, thischange has given lot of opportunities to our change has given lot of opportunities to our

country to grow further .country to grow further .

The candidates having good education andThe candidates having good education andcommunication skills getting more chance in thecommunication skills getting more chance in the

job market than other people lesser than them, job market than other people lesser than them,attrition levels are all time high in India for attrition levels are all time high in India for example business process outsourcing facingexample business process outsourcing facing problems with talent retention problems with talent retention..



FOUR CR ITICAL DIMENSIO NS OFFOUR CR ITICAL DIMENSIO NS OF

BEST PR ACTICESBEST PR ACTICES

Attract and Access:Attract and Access: Attracting and retaining talent isAttracting and retaining talent is

becoming a big problem for every organization, they are becoming a big problem for every organization, they are

following every trick and strategy to recruit and retain thefollowing every trick and strategy to recruit and retain the

employeesemployees..

Develop and Grow:Develop and Grow: Nowadays organizations try to Nowadays organizations try to

recognize the aspirations of employees and focus on their recognize the aspirations of employees and focus on their

growth and development. India provides job rotationgrowth and development. India provides job rotationopportunities to highopportunities to high ± ± performing employees from performing employees from

operations division. This gives them broader operations division. This gives them broader

understanding of the business.understanding of the business.



Engage and Align:Engage and Align: Employee engagement has retainedEmployee engagement has retainedthe focus of organizational leadership and manythe focus of organizational leadership and many

companies keep launching new practices to encouragecompanies keep launching new practices to encourageemployees. They are using innovative practices likeemployees. They are using innovative practices like³Loyalty Interview´³Loyalty Interview´-- to find out what is it that makes itsto find out what is it that makes itsemployees stay on, the feedback from loyal employeesemployees stay on, the feedback from loyal employeesoften reflects on the leadership style and is seen to work often reflects on the leadership style and is seen to work as a great motivation.as a great motivation.

Transition:Transition: Movement of talent within the organizationMovement of talent within the organizationand outside of the organization sends strong signals toand outside of the organization sends strong signals tothe employees about the organization¶s care andthe employees about the organization¶s care and

concern.R ight from the induction, which is often theconcern.R ight from the induction, which is often thefirst impression the employees carries, to the exitfirst impression the employees carries, to the exitinterview, the sensitivity displayed by the organizationinterview, the sensitivity displayed by the organizationhas a lasting impact on all employees.has a lasting impact on all employees.



INNOVATIVE PRACTICES IN HR AR EASINNOVATIVE PRACTICES IN HR AR EAS..

R ecruitment and selectionR ecruitment and selection

Learning and developmentLearning and development

R ewards and recognitionR ewards and recognition

Career planningCareer planning

Compensation and benefitsCompensation and benefits

Performance managementPerformance management

Leadership and developmentLeadership and development

Organization structureOrganization structure



1.R ECRUITMENT AND SELECTIO N: Diversity among1.R ECRUITMENT AND SELECTIO N: Diversity amongemployees: Exemployees: Ex ± ± army man to former school teacher inarmy man to former school teacher in

the workforce. For recruitment they expect the personthe workforce. For recruitment they expect the personhas to be comfortable with technology and be optimistichas to be comfortable with technology and be optimisticabout the future . The company¶s recruitment processabout the future . The company¶s recruitment processensures that it gets the people edge it needs.ensures that it gets the people edge it needs.

2.LEAR NING AND DEVEL

OPMENT : H

R team identifies2.LEA

R NING AND DEVEL

OPMENT : H

R team identifiesthe internal subject matter experts to give training to thethe internal subject matter experts to give training to the

employees .Sending employees for higher studies.employees .Sending employees for higher studies.

3. R EWAR DS AND R ECOGNITIO N:3. R EWAR DS AND R ECOGNITIO N:

MAD (Mutual Admiration).MAD (Mutual Admiration).

Smart Work and Smart R eward.Smart Work and Smart R eward.

Promotion within.Promotion within.



4. CAR EER PLANNING:4. CAR EER PLANNING:

i)i) Career Success Centre: An online portal and a oneCareer Success Centre: An online portal and a one ± ± stop shopstop shop

for all career related resources. The portal helps employeesfor all career related resources. The portal helps employees plan and develop their careers according to business needs. plan and develop their careers according to business needs.

5. COMPENSATIO N AND BENEFITS:5. COMPENSATIO N AND BENEFITS:

i) Maternity leave.i) Maternity leave.

ii) Extra three months maternity leave at half the salaryii) Extra three months maternity leave at half the salaryleaveleave

iii) No attendance monitoringiii) No attendance monitoring

iv) unlimited sick leave.iv) unlimited sick leave.

v) Equal privileges for employees across levels:v) Equal privileges for employees across levels:employees at all levels travel in the same class, stayemployees at all levels travel in the same class, stayin similar hotels, work out of standard cubicles, log inin similar hotels, work out of standard cubicles, log intheir own leave.their own leave.



6. PERFORMANCEMANAGEMENT :6. PERFORMANCEMANAGEMENT :

i)360 degree feedback systemi)360 degree feedback system

ii)³Performance Task Force´: A cross functional teamii)³Performance Task Force´: A cross functional teamconstitutes 20 members and this force keeps track of constitutes 20 members and this force keeps track of what needs to be plugged, and what seems to bewhat needs to be plugged, and what seems to beworking. It goes back to HR every six months toworking. It goes back to HR every six months todeliver feedback.deliver feedback.

7. LEADER SHIP AND DEVELOPMENT:7. LEADER SHIP AND DEVELOPMENT:

1. Food for thought:1. Food for thought:Inviting employees in groups to chat with ManagingInviting employees in groups to chat with Managingdirector over lunch in an informal environment ondirector over lunch in an informal environment on

various issues and topics.various issues and topics.2. Succession planning2. Succession planning3. Employee empowerment3. Employee empowerment4. R each out: An initiative to keep a direct link of 4. R each out: An initiative to keep a direct link of communication to its employees, the president of thecommunication to its employees, the president of the

company meets the employees.company meets the employees.



CONCLUSION: CONCLUSION:

In the present competitive world, the companies areIn the present competitive world, the companies are

facing lot of skill shortage, talent crunch and attritionfacing lot of skill shortage, talent crunch and attrition

those reached historically height ever, that made thethose reached historically height ever, that made the

companies feel the internal customer also morecompanies feel the internal customer also moreimportant equally with external customers, so everyimportant equally with external customers, so every

company try to devise innovative HR practices tocompany try to devise innovative HR practices to

attract best talent , giving them nice environment toattract best talent , giving them nice environment to

work with, that enables the company to retain talents,work with, that enables the company to retain talents,the above said practices are conceived andthe above said practices are conceived and

implemented and found successful by the leadingimplemented and found successful by the leading

companies in India.companies in India.

HRD Scenario

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