HR Presentation MBA

8/6/2019 HR Presentation MBA

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Human ResourceHuman Resource

ManagementManagement

Employee GrowthEmployee GrowthMy view is to give everyone the space to grow in his own way. WhenMy view is to give everyone the space to grow in his own way. Whenyou see restructuring or separations in a family [firm], value hasyou see restructuring or separations in a family [firm], value has

almost always been destroyed.almost always been destroyed. - Mukesh Ambani- Mukesh Ambani


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StructureStructure

IntroductionIntroduction

ObjectivesObjectives

Concept of Employee GrowthConcept of Employee Growth Career PlanningCareer Planning

Promotions and Internal Job PostingPromotions and Internal Job Posting

Succession PlanningSuccession Planning Other Career ProgramsOther Career Programs


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StructureStructure







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Business environment is complex and turbulent as never before.Business environment is complex and turbulent as never before.

Impact of Business environment as corporate professionals on ourImpact of Business environment as corporate professionals on ourcareers and future at the workplace.careers and future at the workplace.

This unit dwells on the provisions for employee growth andThis unit dwells on the provisions for employee growth anddevelopment that organizations provide for.development that organizations provide for.

Few decades ago, the contracting which an employee entering a firmFew decades ago, the contracting which an employee entering a firmfocused on was work hard, perform well, remain loyal andfocused on was work hard, perform well, remain loyal andcommitted, and thereby receive greater reward and job security.committed, and thereby receive greater reward and job security.

Now it is based on continuous learning and identity change.Now it is based on continuous learning and identity change.

Onus of career development is essentially driven by individual.Onus of career development is essentially driven by individual.

Organization supports the process with required provisions from aOrganization supports the process with required provisions from apolicy and investment perspective.policy and investment perspective.

Ideal career is one that is driven by individual and not theIdeal career is one that is driven by individual and not theorganization based on time to time basis by discovering neworganization based on time to time basis by discovering newstrengths and opportunities provided by the market.strengths and opportunities provided by the market.


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StructureStructure







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List the components of employee growthList the components of employee growth

Describe the dimensions of career planningDescribe the dimensions of career planning

Review promotions and internal job postingsReview promotions and internal job postings

Discuss Succession planningDiscuss Succession planning

Evaluate other programs for special employeeEvaluate other programs for special employee

growthgrowth


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StructureStructure







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Concept of Employee GrowthConcept of Employee Growth Key initiatives that are commonly practiced in organizationsKey initiatives that are commonly practiced in organizations

todaytoday

Career Planning and DevelopmentCareer Planning and Development

Promotions and Internal Job PostingsPromotions and Internal Job Postings

Succession PlanningSuccession Planning Other Talent Management activities focused on employeeOther Talent Management activities focused on employee

growthgrowth

Primarily these are core HR functions but depending on sizePrimarily these are core HR functions but depending on size

of organization it might have dedicated individualof organization it might have dedicated individualsupported by a small team leading all of these activitiessupported by a small team leading all of these activities

and reporting to Head of HR or even CEO/MD.and reporting to Head of HR or even CEO/MD.


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StructureStructure







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Career PlanningCareer Planning

A broad view of career is defined as an individuallyA broad view of career is defined as an individually

perceived sequence of attitudes and behaviour work-perceived sequence of attitudes and behaviour work-

related activities and experiences over the span of arelated activities and experiences over the span of a

persons life.persons life.

Career has both internal and external focus in normalCareer has both internal and external focus in normal

terms.terms.

Internal focus is the way individual view his/her career.Internal focus is the way individual view his/her career.

External or objective focus refers to the actual series of jobExternal or objective focus refers to the actual series of job

positions held by the individual.positions held by the individual.

The Dynamics of career development in an organizationalThe Dynamics of career development in an organizational

context has two dimensions:context has two dimensions: How individual plans and implement their own career goalsHow individual plans and implement their own career goals(Career planning)(Career planning)

How organizations design and implement their careerHow organizations design and implement their career

development programs (career management)development programs (career management)


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Career PlanningCareer Planning

Career Planning is a deliberate attempt by an individual to becomeCareer Planning is a deliberate attempt by an individual to become

more aware of their skills,interests,values,opportunities andmore aware of their skills,interests,values,opportunities andconstraints.constraints.

Individual thinking to Identify career-related goals and establishingIndividual thinking to Identify career-related goals and establishing

plans towards achieving those goals.plans towards achieving those goals.

Self driven process irrespective of profession and based onSelf driven process irrespective of profession and based on

discussion with peers and superiors to frame it.discussion with peers and superiors to frame it.

From time to time individual looks for possible new career options.From time to time individual looks for possible new career options.

Having a career plan builds a commitment towards achieving it andHaving a career plan builds a commitment towards achieving it and

is viewed as an excellent personal goal-setting exercise for self-is viewed as an excellent personal goal-setting exercise for self-

motivationmotivation


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Career ManagementCareer Management

Career Management is considered to be an organizational process that involvesCareer Management is considered to be an organizational process that involves

preparing, implementing and monitoring career plans undertaken by anpreparing, implementing and monitoring career plans undertaken by anindividual alone or within the organizations career systems.individual alone or within the organizations career systems.

Organizations establish policies to provide multiple career path options thatOrganizations establish policies to provide multiple career path options that

employee can choose from and pursue.employee can choose from and pursue.

Organizations support career management with lot of training and developmentOrganizations support career management with lot of training and developmentactivities , agreed to with manager and planned carefully and executed.activities , agreed to with manager and planned carefully and executed.

HR managers should be familiar with career development activities and toolsHR managers should be familiar with career development activities and tools

within organization as they often server as internal consultants responsible forwithin organization as they often server as internal consultants responsible for

designing the career development systems.designing the career development systems.

Activities described in following slides are individual career planning tools andActivities described in following slides are individual career planning tools and

commonly used for organizational career management.commonly used for organizational career management.

Effective Career Management use combination of both types of activities.Effective Career Management use combination of both types of activities.


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Career Development Tools andCareer Development Tools and

ActivitiesActivities

Self Assessment toolsSelf Assessment tools

Individual counselingIndividual counseling

Information servicesInformation services

Initial employment ProgramsInitial employment Programs

Organizational Assessment ProgramsOrganizational Assessment Programs

Development ProgramsDevelopment Programs


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Self Assessment toolsSelf Assessment toolsTechnology Enabled Online (Corporate Intranet Portal)Technology Enabled Online (Corporate Intranet Portal) Forms part of the performance appraisal systemForms part of the performance appraisal system

Allows Individual to identify areas of strengthsAllows Individual to identify areas of strengths

In Parallel identify career paths leveraging on theseIn Parallel identify career paths leveraging on these

strengths (Ex. Career Planning workbooks, Careerstrengths (Ex. Career Planning workbooks, Careerworkshops hosted time to time by organizations)workshops hosted time to time by organizations)


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Individual CounselingIndividual Counseling Formal process to allow individuals to discuss this asFormal process to allow individuals to discuss this aspart of the performance management process withpart of the performance management process with

immediate managers , share and take feedback on theimmediate managers , share and take feedback on the

appropriate choices and ways to pursue it.appropriate choices and ways to pursue it.

Managers can often recommend other relevantManagers can often recommend other relevantmanagers and leaders to employee for guidance andmanagers and leaders to employee for guidance and

support.support.

Organizations provide formal mentoring programsOrganizations provide formal mentoring programs

Employees enrolls and signs up a mentor who canEmployees enrolls and signs up a mentor who can

counsel and guide on best career options and ways tocounsel and guide on best career options and ways toachieve it.achieve it.


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ActivitiesActivities Information ServicesInformation Services

Organizations have established polices on specific skill sets and experiencesOrganizations have established polices on specific skill sets and experiences

each job in organization requires.each job in organization requires.

Jobs with similar skills and experiences are clubbed together to create parallelJobs with similar skills and experiences are clubbed together to create parallel

career paths.career paths.

Career paths help individual identify options for future growth appropriate basedCareer paths help individual identify options for future growth appropriate basedon his or her personal skills , capabilities and limitations.on his or her personal skills , capabilities and limitations.

Career paths are supplemented with additional information on skills andCareer paths are supplemented with additional information on skills and

experience that individual should possess.experience that individual should possess.

Employee needs to dedicate time and expense outside working hours to achieveEmployee needs to dedicate time and expense outside working hours to achieve

extra qualification or certification with reimbursement provided by organization.extra qualification or certification with reimbursement provided by organization.

Employee approaches career resource, talent management centers supported byEmployee approaches career resource, talent management centers supported by

HR teams for more information on applying for new roles and jobs.HR teams for more information on applying for new roles and jobs.

Organization have formal job posting system for employee notifications.Organization have formal job posting system for employee notifications.

Employee applies for job after discussing with his manager.Employee applies for job after discussing with his manager.


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Career Path IllustrationCareer Path Illustration


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Initial Employment ProgramsInitial Employment Programs Organizations run internship and apprenticeshipOrganizations run internship and apprenticeship

programs.programs.

Individuals can spend time as temporary employee toIndividuals can spend time as temporary employee to

explore interest and skills for the job/role.explore interest and skills for the job/role.

Anticipatory socialization programs, realistic recruitmentAnticipatory socialization programs, realistic recruitment

and employee orientation program.and employee orientation program.


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Organizational Assessment programsOrganizational Assessment programs Organizations formal process wherein employeeOrganizations formal process wherein employee

volunteers to participate and understand strengths.volunteers to participate and understand strengths.

Assessment centers help identify areas for improvementAssessment centers help identify areas for improvement

and means of building those skills.and means of building those skills.

Psychological testing instruments for employee profilingPsychological testing instruments for employee profiling

on strengths, roles and responsibilities he/she will beston strengths, roles and responsibilities he/she will best

fit into.fit into.


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Developmental ProgramsDevelopmental Programs Focus on the effort of employees towards helping theFocus on the effort of employees towards helping the

employee to achieve career goals.employee to achieve career goals.

Assessment centers, Job rotation programs, in-houseAssessment centers, Job rotation programs, in-house

training, tuition refund plans and mentoring are proventraining, tuition refund plans and mentoring are proveneffective tools to help individual along.effective tools to help individual along.

No matter what tools are used careerNo matter what tools are used career

development plan it is important that it is selfdevelopment plan it is important that it is self

driven and individual process first.driven and individual process first.


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StructureStructure



Concept of Employee GrowthConcept of Employee Growth

Career PlanningCareer Planning Promotions and Internal Job PostingPromotions and Internal Job Posting

Succession PlanningSuccession Planning

Other Career ProgramsOther Career Programs


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Promotions and Internal JobPromotions and Internal Job

PostingsPostings Every organization big or small has promotionEvery organization big or small has promotion

policies.policies.

Every individual during the time of joining andEvery individual during the time of joining andafter few months of joining evaluates options forafter few months of joining evaluates options for

future growth in the form of promotion.future growth in the form of promotion.

Critical retention tool to have transparent andCritical retention tool to have transparent andFair promotion guidelines employee can use toFair promotion guidelines employee can use to

evaluate his/her suitability for promotion.evaluate his/her suitability for promotion.


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PostingsPostings In designing promotion guidelines organizationsIn designing promotion guidelines organizations

need to take note of the following considerationsneed to take note of the following considerations

Tenure in the organizationTenure in the organization

Time spent in the role/job/levelTime spent in the role/job/level

Performance ratingsPerformance ratings

Recommendation of the immediate and skip-levelRecommendation of the immediate and skip-level

(managers manager) managers(managers manager) managers

HR records on disciplinary actions/misconduct of anyHR records on disciplinary actions/misconduct of anynature, any negative comments etcnature, any negative comments etc


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PostingsPostings Despite policies, promotions and transparent process that manages perceptionDespite policies, promotions and transparent process that manages perception

gaps dissatisfaction cannot be eliminated completely.gaps dissatisfaction cannot be eliminated completely.

Internal Job posting is an effective method to encourage employee growth.Internal Job posting is an effective method to encourage employee growth.

Internal job openings are advertised internally before external applications areInternal job openings are advertised internally before external applications areinvited.invited.

External and Internal candidates can be invited for same job position as well.External and Internal candidates can be invited for same job position as well.

Established process of posting jobs across countries and business verticalsEstablished process of posting jobs across countries and business verticalsusing technology like organizational job portals with employee access.using technology like organizational job portals with employee access.Employee can apply for these jobs in discussion with the current managers.Employee can apply for these jobs in discussion with the current managers.

Such initiatives significantly impact retention levels in organizations andSuch initiatives significantly impact retention levels in organizations andencourage employee enhancements.encourage employee enhancements.


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StructureStructure








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Succession PlanningSuccession Planning Succession planning involves having senior executives periodicallySuccession planning involves having senior executives periodically

review their top executives and those in the next-lower level toreview their top executives and those in the next-lower level to

determine several backups for each senior or key position in the firm.determine several backups for each senior or key position in the firm.

Years of grooming is needed to develop effective senior managersYears of grooming is needed to develop effective senior managersand this is a talent challenge organizations face today.and this is a talent challenge organizations face today.

Succession planning was restricted earlier to senior-levelSuccession planning was restricted earlier to senior-level

management positions as formal or informal process but now it is onemanagement positions as formal or informal process but now it is oneof the key HR activity in most of the organizations as a formalof the key HR activity in most of the organizations as a formalprocess by regular review and scientific methods.process by regular review and scientific methods.

In smaller organization it is still an informal process where managersIn smaller organization it is still an informal process where managersgroom their successors.groom their successors.

Succession planning involves strategic long term planning and HRSuccession planning involves strategic long term planning and HRforecasts for all identified key positions in organization.forecasts for all identified key positions in organization.

As a part of business continuity it is important to identify potentialAs a part of business continuity it is important to identify potentialcandidates who can fill in key positions either right away or in nearcandidates who can fill in key positions either right away or in near

future.future.


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Succession PlanningSuccession Planning Succession planning involves senior management team of unit/subsidiary facilitatedSuccession planning involves senior management team of unit/subsidiary facilitated

by the HR team.by the HR team.

Members voice opinion, debate about disagreements about proposed candidatesMembers voice opinion, debate about disagreements about proposed candidatesbefore signing a formal document of approval.before signing a formal document of approval.

Development plans are made for potential candidates to occupy these positions andDevelopment plans are made for potential candidates to occupy these positions andthese translate into individual development plan.these translate into individual development plan.

HR with immediate manager work with individual to execute these plans.HR with immediate manager work with individual to execute these plans.

Organizational chart is developed with potential candidates to fill in these keyOrganizational chart is developed with potential candidates to fill in these keypositions and one that can be filled in immediately is rated high.positions and one that can be filled in immediately is rated high.

Performance appraisal, individual development plans and managementPerformance appraisal, individual development plans and management

development plans are components of succession planning.development plans are components of succession planning.

Past job performance, past positions, prior employment credibility, area ofPast job performance, past positions, prior employment credibility, area ofexpertise, career paths, values and attitudes are factors for internal/externalexpertise, career paths, values and attitudes are factors for internal/externalpotential candidates.potential candidates.


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Succession PlanningSuccession Planning Benefits of Succession PlanningBenefits of Succession Planning

Provides a clear context to strategic business planning as the key positionsProvides a clear context to strategic business planning as the key positionsfor business success.for business success.

Analyze risk to make particular succession and development movesAnalyze risk to make particular succession and development moves

Focus to Systematic and scientific method to identify potential candidatesFocus to Systematic and scientific method to identify potential candidatesfor business continuityfor business continuity

Identify high potential and future leaders for engaging them for leadershipIdentify high potential and future leaders for engaging them for leadership

development initiatives by Managers/HR.development initiatives by Managers/HR.

Reduces randomness of managerial movements.Reduces randomness of managerial movements.

Anticipate problems and avoid dysfunctional situations.Anticipate problems and avoid dysfunctional situations.

Scientific approach used for arriving at succession decisions as part ofScientific approach used for arriving at succession decisions as part ofhuman resource planning exercise.human resource planning exercise.

Plan for internal promotion opportunity.Plan for internal promotion opportunity.

Early warning if there is no succession for key positions allowing for lateralEarly warning if there is no succession for key positions allowing for lateralhiring from the market.hiring from the market.

For formal or informal succession planning support of top management isFor formal or informal succession planning support of top management is

essential for successful program.essential for successful program.


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StructureStructure








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Other Career ProgramsOther Career Programs General notion is that career development focuses on unique need ofGeneral notion is that career development focuses on unique need of

particular employees, the benefits derived by the organization areparticular employees, the benefits derived by the organization areimmense though it does not offer immediate measurable benefitsimmense though it does not offer immediate measurable benefits

Work -Family programsWork -Family programs Focuses on supporting employee for managing work and personalFocuses on supporting employee for managing work and personal

challenges in balanced Manner.challenges in balanced Manner.

Relocation Assistance and hiring practicesRelocation Assistance and hiring practices

Redresses the challenges associated with employee relocation onRedresses the challenges associated with employee relocation onaccount of career move. Assisting spouse of the employee or hiring in theaccount of career move. Assisting spouse of the employee or hiring in thesame organization but in different department.same organization but in different department.

Work life balance seminars and flexible HR practicesWork life balance seminars and flexible HR practices ITES/BPO is an example where stress management, lifestyle managementITES/BPO is an example where stress management, lifestyle management

programs are carried out where work life balance is concern. Changingprograms are carried out where work life balance is concern. Changingpractices for recruitment ,travel ,transfer ,promotions, scheduling hourspractices for recruitment ,travel ,transfer ,promotions, scheduling hoursand benefits to meet needs of the larger number of dual career couples.and benefits to meet needs of the larger number of dual career couples.

Flexible work schedules.Flexible work schedules. Flextime, job sharing, part time work, working from home, compressedFlextime, job sharing, part time work, working from home, compressed

workweeks, temporary workweeks etc..workweeks, temporary workweeks etc..


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Other Career ProgramsOther Career Programs Outplacement programsOutplacement programs

During retrenchment and downsizing assist the effected employees in makingDuring retrenchment and downsizing assist the effected employees in making

the transition to new employment. Tie up with training institutes to enhancethe transition to new employment. Tie up with training institutes to enhanceskill, reimburse the cost of developing new skills directly to impacted employeeskill, reimburse the cost of developing new skills directly to impacted employeefor a course of his/her choice.for a course of his/her choice.

Outplacement services involves working with placement services andOutplacement services involves working with placement services andrecruitment firms to provide interviewing opportunities , develop self-recruitment firms to provide interviewing opportunities , develop self-confidence and individual career planning beneficial for middle or late careerconfidence and individual career planning beneficial for middle or late careeremployees who are being laid off.employees who are being laid off.

Special programs for Women, Minorities and Employees with disabilities.Special programs for Women, Minorities and Employees with disabilities.

Tapping this critical talent pool and paying special focus on importance ofTapping this critical talent pool and paying special focus on importance ofassisting these employees with their career needs.assisting these employees with their career needs.

Fast Track EmployeesFast Track Employees

Recognized as stars with high potential for bright future in the organization.Recognized as stars with high potential for bright future in the organization.Employees are identified in formal process and placed on fast track program toEmployees are identified in formal process and placed on fast track program toenable them to move to senior positions quickly.enable them to move to senior positions quickly.

This initiative helps in retaining critical talent. They are offered quick jobThis initiative helps in retaining critical talent. They are offered quick jobchanges and more challenging job assignments.changes and more challenging job assignments.


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Thank YouThank You

HR Presentation MBA

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