Balaji Hr Presentation -1

7/29/2019 Balaji Hr Presentation -1

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Student Capability Development

at

BIMM - HRD

An Approach by:

S Venkateshwaran

Jan 2013


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| Presentation by S Venkateshwaran | 8-Feb-138-Feb-132

Agenda

Changing face of HR.

What the industry expects

Setting the Context

Methods of Engagement & Key Deliverables

Review and Progress Methods


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Changing Face of Human Resources

HR Metrics & Measurement

Change Management

Leadership Development

Performance Monitoring

Talent Management

Productivity

Knowledge Enhancement

HR as a Manager

Diversity in Work Place

Cultural Integration

Integrity of Purpose

Social Issues in workplace


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| Presentation by S Venkateshwaran | 8-Feb-13

Top Workplace Trends According to HR Professionals

Work intensification as employers try to increase

productivity with fewer employees

Retirement of large numbers of baby boomers (those born

between 1945 and 1964) at around the same time.

New attitudes towards aging and retirement as babyboomers reach retirement age.

Increased use of outsourcing (offshoring) of jobs to other

countries

Increased demand for work/life balance

Work place diversity issues


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Top 10 Demographic Trends

Growth in the number of employees for whom English is

not their first language

Generational issues: Recognizing and catering to groups

such as Gen Y (born 1980-2000) and Gen X (born

1965-1980)

Increase in the migration leading to cultural diversity

issues.

Skill shortage leading to retention issues.

Changes in work style, cultural styles

Increased use of contract labour leading to IR issues.


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Top Employment Trends

Privacy concerns of employees

Establishment of a link between pay and performance

Greater demand for flextime

A continued change in negotiating strategies, tactics and

processes used by labor and management caused bybusiness pressure to remain competitive

Work intensification as employers try to increaseproductivity with fewer employees.

A greater emphasis on employers to develop retentionstrategies for current and future workforce

Greater emphasis on Multi Skill.


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Top HR Profession Trends

Increased focus on selective retention for keeping

mission-critical talent

Increased use of HR technology

Growing complexity of staffing function as it links to

the financial and operational performance of the

organization

Linking employee performance and its impact on

organizations business goals

Business units taking on more of HRs strategic

functions and tasks



Top HR Profession Trends

Need to develop retention strategies for current

and future workforce

Building people management or human capital

component into key business transactions (change

management, mergers and acquisitions)

Preparing for the next wave of retirement/labor

shortages

Growing complexity of legal compliance.

increased development with focus on individual

plans.

SOURCE: SHRM Workplace Forecast



The CEOs Top Seven People-Related HR Issues

1. Retaining Talent

2. Attracting Talent with Critical Skills

3. Improving Workplace Performance

4. Gaining Control of Health Care Costs

5. Using the Web Effectively for Information/Service Delivery

6. Creating People Measures for a Balanced Scorecard

7. Building New Workforce Skills for the Next Round of Growth

SOURCE: Towers Perrin



The CFOs Top Five Workforce Priorities

1. Developing Leadership Capabilities

2. Increased Productivity

3. Acquiring Key Talent

4. Retaining Key Talent

5. Measuring Human Capitals Contribution to Business

Performance

SOURCE: Mercer HR Consulting



The Top Five Challenges for HR Managers

1. Ensuring compliance with various employment laws

2. Retaining talent in an improving economy

3. Managing performance

4. Developing leadership

5. Dealing with rising health care costs

SOURCE: Business & Legal Reports 5/06



Competence in Five Key Domains

Strategic Contribution 43%

Personal Credibility 23%

HR Delivery 18%

Business Knowledge 11%

HR Technology 5%

Source: HR Competency Toolkit (% indicates HRs total impact on business performance)



Competencies in order to Succeed in the Future

Strategic thinking

Talent management

Business acumen

Technology/ technical

skills

International/ globalperspectives

Finance capability

Flexibility/ adaptability

Change management

Innovation and

creativity


14/52| Presentation by S Venkateshwaran | 8-Feb-138-Feb-1314

BASIC FRAMEWORK

HR AUDIT

LEADERSHIP

ASSESSMENT

TALENT ATTRACTIONPLANNING

COMPETENCY

MODELING

INDIVIDUAL

ASSESSMENT

TEAM ASSESSMENT

ORGANIZATIONAL

ASSESSMENT

COACHING

LEADERSHIP

DEVELOPMENT

TEAM

DEVELOPMENT

PROFESSIONAL SKILL

DEVELOPMENT

SUCCESSION

MANAGEMENT

TIME AND SPACE

ALIGN CULTURE

ORG STRUCTURING

OPERATIONAL

EXCELLENCE

EMP ENGAGEMENT &

COMMUNICATION

EMPLOYMENT

BRANDING

STRATEGY

IMPLEMENTATION &

CHANGE

MANAGEMENT

PERFORMANCE

MANAGEMENT

CAREER TRANSITION

OF PEOPLE AFFECTED

BY M&A OR

DOWNSIZING

CAREER

MANAGEMENT

ORGANIZATIONAL

TRANSITION

PLANNING

ORGANIZATIONALTRANSITION

IMPLEMENTATION

REDEPLOYMENT

ATTRACT &ASSESS DEVELOP

ENGAGE &ALIGN TRANSITION


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PILLARS OF ACTIVITY



Engagement Objectives

The overarching objective of the engagement is to partner with Balaji Society in

addressing the development of HR Student Group to be industry fit and ready for

the organization (s) they join. This would get translated into following specific

objectives:

To define the Leadership Competency Framework or the Leader Profile aligned to

the business and strategic needs of industry. This will be the basis of leadership

development

To design and facilitate a Talent Appreciation Process for the students and to

provide a leadership profile & an indicative development plan for each along with

one on one feedback

To design and conduct suitable interventions for the student team so that theycan leverage each others strengths and arrive at a overall direction to meet the

future growth needs of the organization

To provide structured and necessary skills and knowledge that support them in

their personal/professional growth and development



Approach for the Programme

Step III:DEVELOPING

Step II:

ASSESSING

Step I:DEFINING

What are the Leadership Behaviors important

for the organization and for my own

development as a Leader in this organization

What are my own strengths and opportunities

for development; Which are the areas in my

own leadership style that I need to be sensitive

about

How do I as a member of the Leadership Team

contribute towards defining a collective vision

and a way forward for the organization

How do I leverage my strengths and work on

my opportunities of development to become a

leader of consequence and to build an

organization of consequence



SELF DEVELOPMENT - COMPETENCY PROFILING

COMPETENCY PROFILING

DEFINITION

COMPETENCIES THAT ARE IMPORTANT TO HR HAS TO BE PROFILED SO

THAT THE PERSON POSSESSES THE REQUIRED KNOWLEDGE, SKILLS ANDATTITUDE

BROAD AREA OFCOVERAGE

THE LIST OF COMPETENCIES THAT WOULD BE USEFUL AND HAS TO BE

MEASURED IS GIVEN BELOW.

METHODOLOGY DETAILS OF THE METHODOLOGY IS GIVEN BELOW

METRICS COMPETENCY PROFILE COMPLETION

PLANNED

DURATION

ROUGHLY 3-4 HRS PER PERSON 4 PER DAY, 15 DAYS FOR ONE GROUP

AND 15 DAYS FOR SECOND GROUP


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Competency Level

Business, Commercial & Financial Acumen Lvl 2

Customer Focus Lvl 2

Team work and Alliance Building Lvl 2

Direction & Visioning Lvl 1

Innovation & Creativity Lvl 1

Decision Making Lvl 1Development & Coaching Lvl 1

Communication & Presentation Skills Lvl 2

Achievement Motivation Lvl 2

Project Management Planning & Scheduling Lvl 2

Change Management Lvl 1

Learning & Development Lvl 1

Analytical Ability Lvl 1

Level

LEVEL 1 IS

THE

MIN LEVEL

OF SKILL

REQUIRED

LEVEL 2 IS

THE

INTERMEDI

ATE LEVEL

LEVEL 3 IS

THE EXPERT

LEVEL,CAPABLE

TO TRAIN



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COMPETENCY CASE TESTS GROUP ROLE PLAY SIMULATION BEI

DISCUSSION EXCERCISESBUSINESS, FINANCIAL ORIENTATION

CUSTOMER ORIENTATION

TEAM WORK & ALLIANCE BUILDING

VISIONING & FOCUS

INNOVATION & CREATIVITY

DECISION MAKING

DEVELOPMENT & COACHINGCOMMUNICATION & PRESENTATION

ACHIEVEMENT MOTIVATION

PROJECT MANAGEMENT

CHANGE MANAGEMENT

LEARNING & DEVELOPMENT

ANALYTICAL ABILITY

DETERMINATION METHODS


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SELF DEVELOPMENT - PSYCHOMETRIC PROFILING

PSYCHOMETRIC PROFILING

DEFINITION

PROFILING THE INDIVIDUALS FOR THEIR BEHAVIOUR, SKILLS,; CAN BE

USED IN MANY SITUATIONS IN HR AND IN AREAS WHERE PSYCHOLOFICALTRANSACTIONS TAKES PLACE.


FOR THE PURPOSE OF THIS EXERCISE, COVERAGE WILL BE RESTRICTED TO

SOME SPECIFIC INSTRUMENTS DETAILS OF WHICH ARE GIVEN BELOW.

METHODOLOGYMANY OF THE INSTRUMENTS ARE PROPRIETY AND NEED TO BE

PURCHASED. THEY NEED TO ADMINISTERED BY CERTIFIED

PROFESSIONALS. THIS WILL HAVE TO DISCUSSED AND FINALSED.

METRICS PROFILE COMPLETION

PLANNED

DURATION




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TESTS TO BE ADMINISTERED Level

MBTI PROFILING ALL

DISC PROFIILNG ALLENNEGRAM (EXTERNAL CONSULTANT) ALL

THOMAS KILMAAN CONFLICT RESOLUTION ALL

LEADERSHIP STYLES INVENTORY ALL

EMOTIONAL INTELLIGENCE TESTS ALL

ASSERTIVENESS TEST ALL

BELBIN TEAM ROLES ALL

SELF DEVELOPMENT - PSYCHOMETRIC PROFILING


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SELF DEVELOPMENT - EMOTIONAL INTELLIGENCE

EMOTIONAL INTELLIGENCE

DEFINITIONEMOTIONAL INTELLIGENCE IS THE ABILITY TO IDENTIFY, ASSESS AND

CONTROL ONES AND GROUPS EMOTIONS.

BROAD AREA OF

COVERAGE

THE STUDENTS WILL BE MEASURED FOR THEIR EMOTIONAL STABILITY

AND THEIR ABILITY TO TAKE DECISIONS UNDER DIFFERENT STRESS

CONDITIONS. ABILITY EI AND TRAIT EI WILL BE MEASURED.


METRICS TEST COMPLETION AND FOLLOW UP

PLANNEDDURATION

ROUGHLY 3-4 HRS PER PERSON 4 PER DAY, 15 DAYS FOR ONE GROUPAND 15 DAYS FOR SECOND GROUP


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METHODOLOGY Level

EMOTIONAL INTELLIGENCE TESTS ALL

CASE STUDIES ALL

SIMULATION EXCERCISES ALL

NEURO LINGUISTIC PROGRAMS ALL

STRESS MANAGEMENT ALL

VIPAASANA PROGRAM ALLCELEBRATION THEMES ALL

TRANSACTIONAL ANALYSIS

SELF DEVELOPMENT - EMOTIONAL INTELLIGENCE


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SELF DEVELOPMENT -CREATIVE & INNOVATIVE THINKING

CREATIVITY AND INNOVATION

DEFINITIONCREATIVITY IS THE IDEA GENERATION, WHILE INNOVATION IS APPLYING

THE IDEAS GENERATED.

BROAD AREA OF

COVERAGE

THE STUDENTS WILL BE MEASURED FOR THEIR CURRENT LEVELS OF

THINKING AND IDEATION AND HOW THINKING CAN BE STRUCTURED.


METRICS TEST COMPLETION AND FOLLOW UP

PLANNEDDURATION



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METHODOLOGY Level

USE OF RIGHT & LEFT BRAIN ALL

USE OF MIND MAPS ALL



CASE STUDIES

KAIZEN AND 5S PRINCIPLECREATIVITY AT WORK PLACE SUGGESTION SCHEME

SELF DEVELOPMENT - CREATIVE & INNOVATIVE THINKING


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METHODOLOGY Level

CASE STUDIES ALL

SPORTS EXAMPLES ALL



MOVIES DISCUSSION ALL

MEETINGS WITH PHYSICALLY CHALLENGED ALL

SELF DEVELOPMENT - MENTAL TOUGHNESS


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WORK SKILLS - TALENT MANAGEMENT

TALENT MANAGEMENT

DEFINITION ANITICIPATING THE REQUIRED HUMAN CAPITAL BY SETTING A PLAN TOFULLFILL THOSE NEEDS. THIS ENCOMPASSES THE ENTIRE STEAM OFRECRUITMENT, RETENTION, REWARD AND PERFORMANCE.


THE STUDENTS WILL BE GIVEN INPUTS ON VARIOUS NEW TECHNIQUES

LIKE BEHAVIOURAL EVENT INTERVIEWS, NEW RECRUITMENT

TECHNIQUES, WHICH WILL BE USEFUL TO THEM IN THEIR ROLES.


METRICS FOLLOW UP

PLANNED

DURATION




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METHODOLOGY Level

RECENT TRENDS IN TALENT MANAGEMENT ALL

INTERVIEW TECHNIQUES ALL

BEHAVIOURAL EVENT INTERVIEWS ALL

CASE STUDIES ALL

SIMULATION GAMES ALL

ROLE PLAYS ALL

WORK RELATED SKILLS - TALENT MANAGEMENT


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DIVERSITY MANAGEMENT

DEFINITIONWORK PLACE DIVERSITY IS A PEOPLE ISSUE THAT FOCUSES ON THE

DIFFERENCES AND SIMILARITIES THAT PEOPLE BRING TO AN

ORGANISATION. IN THE GLOBAL SET UP, THIS IS IMPORTANT.


THE STUDENTS WILL BE GIVEN INPUTS ON WHAT IS WORK PLACE

DIVERSITY, WHAT ARE THE VARIOUS METHODS TO FACE THE WORK PLACE

DIVERSITY.


METRICS FOLLOW UP

PLANNEDDURATION


WORK RELATED SKILLS - DIVERSITY MANAGEMENT


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METHODOLOGY Level

RECENT TRENDS IN DIVERSITY MANAGEMENT ALL

ISSUES IN DIVERSITY MANAGEMENT ALL

FACTORS THAT ONE SHOULD DEVELOP ALL

CASE STUDIES ALL


ROLE PLAYS ALLRECRUITMENT OF DIFFERENT SKILL TYPES ALL

WORK RELATED SKILLS - DIVERSITY MANAGEMENT


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PERFORMANCE MANAGEMENT

DEFINITIONWORK PLACE DIVERSITY IS A PEOPLE ISSUE THAT FOCUSES ON THE

DIFFERENCES AND SIMILARITIES THAT PEOPLE BRING TO AN

ORGANISATION. IN THE GLOBAL SET UP, THIS IS IMPORTANT.


THE STUDENTS WILL BE GIVEN INPUTS ON WHAT IS WORK PLACE

DIVERSITY, WHAT ARE THE VARIOUS METHODS TO FACE THE WORK PLACE

DIVERSITY.


METRICS FOLLOW UP

PLANNEDDURATION



WORK RELATED SKILLS - PERFORMANCE MANAGEMENT


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METHODOLOGY Level

RECENT TRENDS IN PERFORMANCE MANAGEMENT ALL

SETTING KPAS / KRAS ALL

GOAL SETTING ALL

CASE STUDIES ALL


ROLE PLAYS ALLFEEDBACK AND COUNSELING ALL

180 DEG & 360 DEG ALL

WORK RELATED SKILLS - PERFOMANCE MANAGEMENT


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WORK RELATED SKILLS - EMPLOYEE ENGAGEMENT

EMPLOYEE ENGAGEMENT

DEFINITIONEMPLOYEE ENGAGMENT REFERS TO THE SITUATION WHERE THE

EMPLOYEES ARE FULLY ENGROSSED IN THEIR WORK AND ARE

EMOTIONALLY ATTACHED TO THEIR ORGANISATION.


THE STUDENTS WILL BE GIVEN INPUTS ON WHAT IS EMPLOYEE

ENGAGEMENT, CONCEPTS OF EMPLOYEE CONNECT, EMPLOYEE

INVOLVEMENT.


METRICS FOLLOW UP

PLANNED

DURATION




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METHODOLOGY Level

CONCEPT OF BODY HEART MIND & SOUL ALL

EMPLOYEE CONNECT, EMPLOYEE INVOLVEMENT ALL

EMPLOYEE MOTIVATION ALL

CASE STUDIES ALL

RESEARCH PAPERS ALL

VISITS TO WORK PLACE FOR STUDY ALLALL

ALL

WORK RELATED SKILLS - EMPLOYEE ENGAGEMENT

WORK RELATED SKILLS HR ADMIN


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WORK RELATED SKILLS - HR ADMIN

HR ADMINISTRATION

DEFINITIONEMPLOYEE ENGAGMENT REFERS TO THE SITUATION WHERE THE

EMPLOYEES ARE FULLY ENGROSSED IN THEIR WORK AND ARE

EMOTIONALLY ATTACHED TO THEIR ORGANISATION.


THE STUDENTS WILL BE GIVEN INPUTS ON WHAT IS EMPLOYEE

ENGAGEMENT, CONCEPTS OF EMPLOYEE CONNECT, EMPLOYEE

INVOLVEMENT.


METRICS FOLLOW UP

PLANNED

DURATION



WORK RELATED SKILLS HR ADMIN


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METHODOLOGY Level

TIME OFFICE FUNCTIONS ALL

LEGAL ASPECTS ALL

PAYROLL FUNCTIONS ALL

STANDING ORDERS ALL

DISCIPLINE & GRIEVANCE HANDLING ALL

INDUSTRIAL & EMPLOYEE RELATIONS ALLCASE STUDIES ALL

RESEARCH ALL

VISITS TO INDUSTRY & COURTS

WORK RELATED SKILLS - HR ADMIN


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RESEARCH SKILLS

RESEARCH SKILLS

DEFINITION RESEARCH IS THE COLLECTION OF DATA TO CONCLUDE A HYPOTHESISABOUT A PARTICULAR TOPIC.


THE STUDENTS WILL BE GIVEN INPUTS ON RESEARCH METHODOLOGIES

AND ASKED TO PREPARE SEVERAL PAPERS AND PRESENTATION.


METRICS FOLLOW UP

PLANNED

DURATION



RESEARCH SKILLS


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METHODOLOGY Level

RESEARCH METHODS ALL

7 QC TOOLS ALL

RESEARCH TOPICS TO BE FINALISED ALL

CASE STUDIES ALL

PRESENTATION SKILLS ALL

VISITS AND ACTUAL PARTICIPATION ALLRESEARCH TOOLS ALL

BALANCED SCORE CARD ALL

RESEARCH SKILLS

LEADERSHIP SKILLS LEADERSHIP STYLES


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LEADERSHIP SKILLS - LEADERSHIP STYLES

LEADERSHIP STYLES

DEFINITIONLEADERSHIP IS A PROCESS WHEREBY AN INDIVIDUAL INFLUENCES A

GROUP OF INDIVIDUALS TO ACHIEVE A COMMON GOAL.





METRICS FOLLOW UP

PLANNEDDURATION



LEADERSHIP SKILLS LEADERSHIP STYLES


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METHODOLOGY Level

THEORIES OF LEADERSHIP ALL

FOCUS ON SITUATIONAL LEADERSHIP ALL

ACTION CENTERED LEADERSHIP ALL

QUALITIES AND TRAITS OF LEADERSHIP ALL

7 HABITS ALL

CASE STUDIES & DISCUSSION ALLBOOK STUDIES & RESEARCH ALL

ALL

LEADERSHIP SKILLS - LEADERSHIP STYLES

LEADERSHIP SKILLS TEAM BUILDING


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LEADERSHIP SKILLS - TEAM BUILDING

TEAM BUILDING







METRICS FOLLOW UP

PLANNEDDURATION



LEADERSHIP SKILLS TEAM BUILDING & ORIENTATION


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METHODOLOGY Level

TEAM FORMATION AND TEAM DYNAMICS ALL

DIFFERENT TYPES OF TEAMS ALL

SMALL GROUPS AND SELF MANAGED TEAMS ALL

CASE STUDIES ALL

SIMULATION EXERCISES ALL

ROLE PLAYS ALLALL

ALL

LEADERSHIP SKILLS - TEAM BUILDING & ORIENTATION


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KNOWLEDGE MANAGEMENT - HR METRICS

HR METRICS







METRICS FOLLOW UP

PLANNEDDURATION



HR METRICS


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METHODOLOGY Level

VARIOUS HR METRICS ALL

USE OF METRICS ALL

RESEARCH DATA ALL

HR METRICS


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Deliverables from Step I

Deliverables:

A Competency Framework / Profile that:

Is embedded in the Student s vision for growth

Incorporates the perspective of the Industry leadership

competencies required to create the future HR Leaders

Benefits:

This Competency Framework / Profile:

Will be the basis of appreciation and development of leadership talent

Will bring clarity within the student about future leadership needs

D li bl f St II


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Deliverables from Step II

Deliverables:

Detailed Individual Talent Report for each student.

Indicative individual development plan (IDP) for each participant based onhis/ her unique talent profile and personal aspirations, that will help in his/her leadership development

One on one feedback with each person

Benefits:

Insight into the individual and groups leadership profile:

Strengths and opportunities of development


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Framework for Leadership Development

Reflecting and learning from

others, e.g., coaches, role

models, mentors & special

interest groups

Developing new skills,

knowledge, and new ways of

thinking through programs

Experiencing newaspects through stretch

assignments and special

projects

Action Learning Projects


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Action Learning Projects

Select projects of

high strategic

importance to the

organization

Leaders to take on

above projects

individually or in

teams

Leaders leverage

their strengths as

well as practice new

leadership behaviors

that they need to

develop in executing

the projects

Projects are:

High on

visibility

Measurable Time Bound

Periodically

reviewed

Aligned to

learning

goals

Creates the essential link

between Learning,

Transfer of Learning to

behavior and Business

Results

Areas of development as

identified from Individual

Talent Reports will be

linked to action learning

programs

Leaders also leverage and

build on their strengths

Inputs from these projects

will be used for coaching

Leadership Development Programs


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Leadership Development Programs

These programs will be

designed as learning

events.

They can be:

Designed specifically in

accordance with some

learning needs

The learning needs of

the participant group

emerging from theAssessment phase will

form a critical input

Ongoing

development

initiatives thatcreate high

energy and

sustains

enthusiasm in the

development

process

Continuous

education and

development of

employees Learning lab to

share learning on

accelerating

business growth

Development of

future leaders as

part of successionplanning

The programs will be aimed at enabling students to practice new leadership behaviors


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Documents

Balaji Hr Presentation -1