Case Study on GearWorks HR

Consulting

Presented By-Surbhi Jain

Introduction to GearWorks

Financial Services Company Flagship Co- Gearworks Financial and Investment Co Collection of Rs 2000 Cr in 2014-15 Avg Yield on Investments- 8.48%

Current Strength- 158 branches in 120 cities (Widespread Sales force) Employee Strength- 400 employees + 1500( feet on street

resources) 60% employees have been working in the company for many

years

Problems related to Employee Engagement

Career Path not properly defined- This may lead to unfair promotions for high potential

employees. Attrition rate is low, it may be due to lack of motivation of the

employees as promotional opportunities are less. Hence an area of concern

Decision making is mostly centralized- Few leaders take decision at the top . No proper

formal process Perception difference – Clash of perception of old

employees and young talent.

Create honest, open and productive employee communications. Address employees’ needs to be involved in decisions that affect

them. Increase employee morale and employee productivity. Improve the quality of work for employees. Achieve better customer relations. Reduce employee tardiness, absenteeism and turnover. Measure the company’s vulnerability to unionization. Demonstrate to your employees that you value their opinion. Gain a competitive advantage by increasing your employees’ sense

of ownership

Advantages of Employee Engagement

Ways to measure Employee Engagement

Exit Interviews

Stay Interviews

Employee Surveys(Commonly Used)

Employee Engagement Survey Process

Prepare and

Design

Communicate

SurveyImplement Survey

Analyzing Survey

Action Planning

Purpose of Survey Gain insights into employees’ perception of their

work at GearWorks Make targeted improvements to GearWorks`

Stakeholders Involvement Endorsement of survey from GearWorks` top

management (CEO Mr Raghav Singh) Ability to take action afterwards on the basis of

the results Guarantee of anonymity

Phase 1- Prepare and Design Survey(Part 1)

Drawing up the questionnaire Focus on main subjects

Eg- Engagement, Leadership, Career Progression etc Question formulation- Neutral Survey scale- Likert scale(option of a neutral answer)

Attractiveness of the questionnaire- Keep it Concise Questionnaire in various languages- Corporate

Employees and agents spread across 120 Cities would communicate in different languages.

Phase 1- Prepare and Design Survey(Part 2)

ENGAGEMENT DRIVERS

Autonomy / Empowerment

Recognition

Collaboration

Communication

Company Leadership

Pay and Benefits

Quality of Product or Services

Career Progression

Resources

Strategy Alignment

Supportive Management

Training and Development

Choose Engagement Drivers to base Survey on-

Engagement Questions1. I feel proud to tell people where I work2. GearWorks motivates me to go above and beyond in my role 3. I would recommend GearWorks to family or friends as a great place to work 4. I see myself working at GearWorks in two years timeCareer Progression5. There are good opportunities for career progression at GearWorks 6. My manager gives me the opportunity to try new things in my role which align with my

career goals7. I have an understanding of my career path at GearWorks 8. I find my day-to-day work challenging and interesting

Employee Engagement Survey Questionnaire

Company Leadership-9. I have confidence in GearWorks` senior leadership team 10. I hear enough communication from the senior leadership team about what is

happening at GearWorks 11. The senior leadership team has communicated a vision for the future that motivates

meRecognition- 12. At this organization, we recognize and promote people based on performance 13. My team takes time to celebrate our successes 14. I receive positive feedback from my manager when I do a good job

Employee Engagement Survey Questionnaire

Set a positive tone and establish trust  Increases the survey response rate Eg- Guarantee anonymity

Methods of Communication- Meetings with Managers- HRs, Senior Management Introductory Email to All Employees

 sent out a week before the survey “100% participation to ensure that each and every employee's

voice is heard”

Phase 2- Communicate Employee Survey

Distribution of Questionnaire Online questionnaire for White collar employees-  

email with a link to the questionnaire Printed questionnaire for Pink Collar employee(feet-on-street)

Deadline period- 2 weeks Data Collection-

Online Surveys Answers stored on Server

Printed Survey- Install collection boxes at the various locations

Phase 3- Implementing Employee Survey

 Phase 4- Analyze Employee Survey

Structure Data to reveal Success Areas of Improvement 

Benchmarking Comparison of Survey results of GearWorks with those of

similar companies Eg- Pay and Benefits may receive low scores however we must

compare this with Benchmarked scores before taking any action.

Identifying Trends Compare current scores with those from the previous survey Insight into the effectiveness of the improvement measures

taken

Phase 5- Action Planning with Employee Survey

Providing information to the Management Present the results to the higher echelons Provide comparisons with other companies

Providing information at group level Inform all employees with regards to following points-

Response Important scores Points to be proud of Points for improvement

Cont

Phase 5- Action Planning with Employee Survey

Action Planning Prioritize issues and actions What will be done, by whom and by when Leaders should set an example by following agreed actions

Monitoring Is Action plan incorporated in the evaluation system?

Repeat the Survey Has improvement plan led to actual improvement in

GearWorks?