This document discusses how human resources can meet various challenges and impact an organization. It outlines HR's role in impacting four key areas: culture, performance, revenue/growth, and cost optimization. Some of the ways HR proposes to impact these areas include developing leadership competencies, implementing performance management systems, conducting talent reviews, developing succession plans, and standardizing recruitment and other processes. The overall approach is to build organizational capability through these impact zones to drive business results.

1. Human Resource- An evolving
domain..
Change is for betterment.

2. We as partners to business create value for our
stakeholders.
We enable effective decision making through
our practices , processes and procedures.
Hence we are strategist, change agent,
employee champion, talent builder.

3. Our challenges
• Local socio / political climate decisions
effecting business.
• Difficult operation terrain.
• Integration of all processes of the company
• Evolving brand name.
• Talent acquisition / key person risk.
• Competency management - evolving
• Recent difficulties – missing opportunity a
dampener

4. How do we meet the challenges
• Driving business results by building organization capability, through
impacting the four zones of business.
• Culture.
• Performance.
• Revenue & growth.
• Cost optimization
• Improving HR competencies – 4 C’s of HR
• Competent
• Caring
• Curious
• Courageous.
• Hr policies & practices aligned with organization objectives.

5. Where we Impact
The four impact zones of business.
• Organization Culture
• Organization Performance.
• Revenue and growth
• Cost optimization.

6. Our Approach – Eye 5

7. How do we impact culture?

8. Creating Culture

9. Employee Value Exchange

10. Creating a high performance culture
Culture of High
Churn over
High Performance
Culture
Culture of
disengagement
Culture of High
Entitlement
Rewards
High
Medium
Low
Low Low Low

11. How do we impact performance

12. Talent Management Model
Optimum
Workforce

13. Enablers for High Performance
Standardized processes
– Recruitment SOPs.
– JDs & Job Card
Competency mapping
– Competency assessment.
– Competency framework
Performance & potential rating.
– Performance management systems
– Defined KPIs & KRAs
– Caliber Inventory &
– Talent Review Matrix(TREAD).
Strength based approach
– Gallup's strength Finder assessment.
– Role assessment & role design

14. Our EPM Model
Leadership Supports,
champions and role models
the process. Understand
business need.
Design a realistic PMS that
meets the business
demands.
Educate, train the
managers , staffs to
effectively conduct the
program
Talent Reviews are
calibrated throughout the
organization in an
integrated fashion
Performance management is a
business critical

15. Talent Review Matrix
Performance

16. How do we impact Growth

17. Enablers for Growth
• Developing Leaders
• Tread( HIPO analysis)
• Assessments Centers
• Step by assignment.
• LDPs using PC3 model.
• Effective Succession Plan
• Identify critical position.
• Need assessment.
• Identify available resource.
• Establish process.
• Investment on workforce
• Mutual Investment Model.
• Training & Development.
• Career progressions or PDPs.

18. Developing Leaders – PC3 Model
Purpose
Have sense of purpose
purpose SERVICES TO
Leadership
Continual set of
choices one make
Passion
Are passionate about
the purpose and create
Vision & passion in
others to work towards
goal
Commitment
Committed to the
cause / goal and have
courage to sacrifice for
the purpose; do not get
discouraged with
Competence failures
Have / build
competence to achieve
the goals. Include all
attributes / skills
required to lead
Progression
Create self sustaining
mechanism; create
leaders for future; move
forward to next goal /
Contribution
Continuously assess the
outcome; change
strategy to achieve and
maximize results
/impact
OTHERS

19. Mutual Investment Model
High
Low
Low High
Investment
Contribution expected

20. How do we impact cost?

21. Enablers for Cost optimization
Cost optimization is primary aim of all business for
ensuring sustained business growth. Key areas of
interest are –
• Engaged Talent Pool(Competitive workforce).
• Improved productivity.
• Retention.
• Process Standardization ( Lean processes).
These are achieved as the resultant of the combined
impact areas.

22. Engaged Talent Pool
Employee -
Customer
Value Chain
ENTER
HERE
IDENTIFY
STRENGTHS THE
RIGHT FIT
GREAT
MANAGERS
ENGAGED
EMPLOYEES
LOYAL
CUSTOMERS
SUSTAINABLE
GROWTH
REAL PROFIT
INCREASE
STOCK
INCREASE
… is to create “engaged”
employees who are highly
productive, create
customer satisfaction and
loyalty, and drive business
results

23. Impact on productivity
Team Performance Level
Time Period
Want to do
Have to do

24. Systems & Processes
Employee Life
Cycle

25. Thank YOU!