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"To Be! Or Not To Be!

Rehan Q. SaghirChief Executives perspective on HR

50th LUMS HR Forum Meeting

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What has been discussed in the past

Cornflakes orConflicts, by Ramiz Allahwala on East v/s WestManagement Practices in Pakistan

Demystifying Performance Management, by Asir Manzur

Adultery and HR the Missing Link, by Imran Awais Kazmi

Manners Make the Difference, by Zubia Leghari

360 Degree Feedback, by Sameera Malik

Emerging Challenges in HR, by Leon Menazez of Shell Pakistan

Energizing Employees, by Nadeem Baig

Emotional Intelligence @ Work, by Rahila Narejo

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Eli Lilly Pakistans Vision

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Companys Interests

EmployeesInterests

ManagementsInterests

HR the ultimate balancing act

Balancing Act

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PEOPLERetain Develop

Recruit

Manage

YOU have an amazing impact on People

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RECRUITTransparency Top Talent

Diversity

Motivational Fit

Warfor Talent

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Understand business need &help seek out the bestcandidate

Actively headhunt top talent

Practice Diversity in all itsdimensions

Appoint GMs nephew only ifbest person for the job

RECRUIT

Collect CVs and pass todepartment heads

Appoint GMs nephew Typecast people in roles

Recruit only from certainbackgrounds

TO BE OR NOT TO BE

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MANAGE

Performance Management

Getting the Best out ofPeople..

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MANAGECoaching/Counseling& Feedback

Comp &BenefitIncluding Reward& Recognition

Performance Management

Best Practice / Policies

Getting the Best out ofPeople..

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Audit PM/appraisal documentsfor quality & fairness

High presence in the field/shop

floor/with employees tounderstand their performance

Ensure supervisors are givingtimely & appropriate feedback

Develop & merchandise excitingincentive plans & performanceculture

Benchmark against market &industry with an aim to gaincompetitive edge

MANAGE

Set deadlines for yearly PMprocess & simply file completedappraisal form in files

Accept supervisors ratings oftheir people without challengingthem

Give everyone a 10% pay riseeach year irrespective ofperformance, pay scales,inflation, etc.

Continue with aging HR Manuals control rather than competitive

TO BE OR NOT TO BE

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DEVELOP

All of us do not have equal talent, but all of

us should have an equal opportunity to

develop our talentsJohn F. Kennedy

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DEVELOPTalentExport

Training &DevelopmentPlans

Win Win Situation(employee & employer)

Challenging Opportunities

Helping People reach theirpotential.

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RETAINCultureCareer

Path

Competitive Comp & Benefits

Reward & Recognition

Love Em orLose Em

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Understand why employeewants to leave; see if you cankeep him / her

Ensure tools, processes andrelationships in place toeffectively identify & retain keytalent

Develop innovative retention

schemes Partner with line management to

ensure people know whatoptions they have for careeradvancement

Wish employees successwhen they resign

Continue implementing same

old C&B program designed adecade ago

Leave career paths,succession planning to linemanagers

RETAIN

TO BE OR NOT TO BE

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"To Be! Or Not To Be!"

The decision isYOURS..