Debashish Das Human Resource For Entrepreneurs Without breaking the bank Tie CON 2011 New Delhi
Jun 10, 2015
Debashish Das
Human Resource
For Entrepreneurs
Without breaking the bank
Tie CON 2011 New Delhi
Debashish Das
Scenario 1:
An irate customer at a leading brand outlet not happy with the service experience
provided by the staff .
Scenario 2 :
Customer dissatisfied with the Relationship Manager and delivery teams’ capability
and attitude affecting client relationship and future business prospects .
Scenario 3 :
Start up organisation in E commerce facing issues of attrition resulting in client
dissatisfaction , also not being a preferred employer brand reducing walk in of fresh
candidates affecting current client servicing .
Scenario 4 :
News of a merger in the company creating environment of low motivation and
morale , leading to reduced productivity and low engagement . “ We have no clarity “
is the employee feedback .
Debashish Das
Agenda :
How to balance employee satisfaction (recruitment, motivation, and retention) with
cost ?
Maintain fun & flexibility with performance ?
Fight the big brands for talent ?
Debashish Das
Entrepreneur Challenge 1 :
•What level of HR manager to hire?
•Use consultants or in-house?
•When and at what stage to have HR – Scratch or at
Scale ?
Debashish Das
Reflection Points :
• Competency / Capability of the resource
• Affordability
• Alignment to the Promoter Vision
• Organisation Environmental Readiness
• Role and Deliverables expected from HR – Transactional or Transformational
Debashish Das
Entrepreneur Challenge 2 :
• How to do effective Performance appraisals and goal setting ?
• How to derive and measure Productivity from each employee and link
to compensation ?
• How to get the whole organization aligned and financial-oriented /
business sensitive / commercially sensitive ?
Debashish Das
Reflection Points :
• Clearly define contribution and performance metrics and index of business
• Set the right KRA , Goals well in time aligned to business metrics by role / function
/ level
• Data discipline for performance review
• Managerial Capability to review
• Use tools for setting KRA on Financial and Non Financial areas
• Pay for Capability / efforts / Performance than loyalty and tenure
• Identify Good , Great and Excellent Talent in the system
• Develop / Enhance Capabilities and Competencies
• Fairness and transparency in PMS
Debashish Das
Entrepreneur Challenge 3 :
• How to attract and retain good people ?
• How to develop a positive Employer brand ?
• How to hire and retain without blowing all budgets?
Debashish Das
Reflection Points :
• Interview Experience
• Separation Experience
• Hiring through reference
• Grade and Identify Talent in various buckets of Potential / Performance
• Focus and Plan a different set of Initiatives for HP / HP ( High Potential / High
Performance )
• Constant Compensation Benchmarking , Use Lead / Lag or Lag / Lead approach
from time to Time
• Track Compa Ratio by Role , Level , Function to maintain parity
• Capture Aspirations / Ambitions and provide opportunity and platform to leverage
these in Work Assignments
Debashish Das
Changing Role of HR
Transactional to Transformational
From :
- On the Table
- Vigilance Manager
- Administrative role holder
- Welfare Resource
- Hire and Fire Manager
- Leave Record Manager
- Diwali Gift Manager
- Salary Processing Unit
- Transactional , Task based
To : - At the table
- Manage Energy , Aspiration and Ambition
- Business Enabler
- Business Planner
- Employer Brand Evangelist
- IT Evangelist
- Ethical partner
- Talent Magnet
- Business Continuity Enabler
- Productivity Enhancer
- Transformational , Vision based
Debashish Das
Changing Role of HR
Project /Pre
Launch
Launch
Operation
Diversification
Expansion
Growth
Globalization
Plus - Succession Planning , Mentoring , Middle Management Development , YL program , Talent Management Framework , Compliance and Governance of culture and code of conduct , Internal
Benchmarking .
Plus - Leadership Development , Control and Governance , Employer Branding , Best Practice Replication
Plus - Strategic Global Talent Acquisition , Managing Diversity , Standardization across Geographies
Plus - Talent Management ,Employee Engagement , Employee Relations , Reward and Recognition , Culture Building Initiatives , Code Of conduct , Knowledge Management
Plus - PMS , Competency framework , Compensation and Benefit , Functional Capability , e HR
Plus – New capability development , up gradation of HR policies , Cultural Integration initiatives
Job Description , Org. Structure, HR Policies , KRA , Payroll , HRIS , Statutory compliance , Hiring guidelines , Induction and on boarding
Stages of HR evolution
Stages of Business evolution
HR Roadmap Aligned to Business Growth
Debashish Das
Transformational HR Framework
Culture and Values
Policies , Processes , Systems
Performance Management System
Communication Talent
Management System
Engagement / Employer Branding
Debashish Das
Debashish Das
Why the Need for Change ?
• Increase in business complexities due to consumerism and choice abundance
• Increase in skilled employment numbers
• Younger and aware workforce with contrarian and neo conventional approach
• Automation of transactional HR activities freeing up HR face time
• Demand for increased value addition in HR function from Business
• Intangibility to tangibility of HR delivery metrics
Debashish Das
How to actualise the changed role ?
• Differentiated competencies in HR
• Business aligned HR metrics
• Shift from Transactional to Transformational focus in partnerships
• Time agnostic Transformational HR approach – Scratch or Scale
Debashish Das
“Give me a lever long enough and I'll move the
world".
Thank You