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CII National HR Excellence Award 2015

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Introduction 1

HR Excellence Model 2

Award Assessment Process 4

Recognition Methodology 5

Application Process 7

Application Document 8

Human Resources Excellence Award Criteria 9-16

1. Leadership

2. Human Resources Strategy

3. Learning and Development

4. People Well Being & Employee Engagement

5. Human Resource Management Process/Practices

6. Results

Special Category Awards 17-18

1. Learning and Development

2. Employee Engagement

Assessment and Scoring 19

Scoring Matrix – Enablers 20

Scoring Matrix – Results 21

Registration Form 22

Scoring Summary Sheet 24

Contents

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The Confederation of Indian Industry (CII) works to create and sustain an environment conducive to the development of India, partnering industry, Government, and civil society, through advisory and consultative processes.

CII is a non-government, not-for-profit, industry-led and industry-managed organization, playing a proactive role in India’s development process. Founded in 1895, India’s premier business association has over 7200 members, from the private as well as public sectors, including SMEs and MNCs, and an indirect membership of over 100,000 enterprises from around 242 national and regional sectoral industry bodies.

CII charts change by working closely with Government on policy issues, interfacing with thought leaders, and enhancing efficiency, competitiveness and business opportunities for industry through a range of specialized services and strategic global linkages. It also provides a platform for consensus-building and networking on key issues.

Extending its agenda beyond business, CII assists industry to identify and execute corporate citizenship programmes. Partnerships with civil society organizations carry forward corporate initiatives for integrated and inclusive development across diverse domains including affirmative action, healthcare, education, livelihood, diversity management, skill development, empowerment of women, and water, to name a few.

The CII theme of ‘Accelerating Growth, Creating Employment’ for 2014-15 aims to strengthen a growth process that meets the aspirations of today’s India. During the year, CII will specially focus on economic growth, education, skill development, manufacturing, investments, ease of doing business, export competitiveness, legal and regulatory architecture, labour law reforms and entrepreneurship as growth enablers.

With 64 offices, including 9 Centres of Excellence, in India, and 7 overseas offices in Australia, China, Egypt, France, Singapore, UK, and USA, as well as institutional partnerships with 312 counterpart organizations in 106 countries, CII serves as a reference point for Indian industry and the international business community.

ObjectivesRegardless of sector, size, structure or maturity to be successful, Organizations need to establish appropriate management framework with clear purpose. HR Excellence Model is a practical tool that can be used in a number of ways.

As a tool for Self- Assessment by measuring the ♦current status and thus identify the gaps to stimulate solutions.

As a framework to position various HR initiatives ♦and identify gaps.

As the basis to develop common understanding of ♦various terms used in the HR Management.

The HR Excellence Award aims to achieve the following:

To help improve Human Resources and performance ♦practices, capabilities, by providing objective feedback for improvement to each applicant.

To facilitate communication and sharing of information ♦on best practices within and among Organizations of all types; and

To recognize Organizations for Excellence in Human ♦Resources practices and programs.

Introduction

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6th CII National HR Excellence Award 2015

CII-HR Excellence Model

The Model is developed based on the Excellence framework used for CII - EXIM BANK Award for Business Excellence and such similar models. Applicants will be assessed as per the CII – HR Excellence Model, as shown below:

ResultsThis covers with what an Organization has achieved and is achieving. In an excellent Organization the Relevance and Usability of the results will address the different and relevant stake holder needs and expectations and are in line with the strategy. Additionally, Performance of the results will show favorable Trends and/or sustained good performance, Targets for Key Results will be appropriate and have been met or exceeded, Performance will compare well with others and will have been caused by the approaches. Criteria 6 alone correspond to results in HR Excellence Model.

ApproachThis covers what an Organization plans to do and the reasons for it. In an excellent Organization, the approach will be sound-having a clear rationale with well-defined and developed processes and a clear focus on stakeholders needs. The approach is to be integrated to support HR

The Applicant organization is scored on a scale 0 to 1000 points using the CII-HR Excellence Model. The six boxes in the model correspond to the criteria, used to assess the applicant Organization’s progress towards HR Excellence.

The Results criterion is concerned with what the Organization has achieved and is achieving.

The Enablers criteria are concerned with how the results are being achieved.

Scoring SystemScoring will be done as per the RADAR logic explained below:

RADAR consists of four elements:

Results ♦Approach ♦Deployment ♦Assessment & Refinement ♦

Applying RADAR LogicThe following are the specific elements of the RADAR concept that should be addressed.

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strategy and policies in line with Organizational purpose and linked to other approaches where appropriate.

DeploymentThis covers what an Organization does to deploy the approach. In an excellent Organization, the approach will be implemented in all relevant areas in a systematic way.

Assessment & RefinementThis covers what an Organization does to assess and refine both the approach and the deployment of the approach. In an excellent Organization, the approach and its deployment will be subject to regular measurement and learning. The output from measurement, creativity and learning will be used to identify, prioritize, plan and implement improvements to Approaches and Deployment.

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Step No. Process Explanation

1 Registration Potential applicants fill in the online registration formWebsite: www.cii.in/hraward2015

2 Selection of Assessors Senior Managers from Industry are selected as Assessors They should have undergone an intensive training programme on understanding the award criteria and assessment process.

3 Applicant Submits Documents Applicant sends the 50 page (maximum) application document to CII.

Applicant to submit additional 12-15 pages application document for each of the additional category.

4 Assessment, Consensus Scoring and Site Visit

Assessor team is appointed for each applicant. Assessors individually list strengths / opportunities for improvement and score as a part of self study. Team assembles at site to reach consensus score followed by the Site Visits to check the validity of application and clarify issues. Applications are re-scored and reports finalized. (Typically the whole process lasts for 3 to 4 days.)

5 Jury Meeting (National Level)

Based on reports from site-visit teams, Jurors decide on the winners of the Award, Prizes and Commendation Certificates

6 Award Presentation The HR Excellence Award, Prizes and Commendations are presented to the winning applicants.

7 Feedback Report Senior Assessors (leaders of the Assessment team) write Feedback Reports to all applicants identifying the strengths/opportunities for improvement. Score-ranges are also given for each criterion. On request, Senior Assessor visits applicant to discuss feedback report.

Award Assessment Process

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Levels of RecognitionThere are four levels of recognition, starting from the commendation certificate for strong commitment and going up to the Award. These levels signify the various milestones which the Organizations can aim for as they progress on their journey towards achieving HR excellence. Therefore, Organizations at different levels of competitiveness can benefit from participating in the Award process.

Awards & Recognition Presentation Ceremony would be held to recognize HR Excellence Award winner, prize winners and commendation certificate awardees. The following outlines the benefits to all applicants and winning companies:

Benefits to HR Excellence Award applicants:

The Human Resources function of all participating ♦companies will receive a certificate in recognition of their participation and involvement.

Participating companies will receive feedback and ♦assessment score on their Human Resources program based on information provided.

HR Excellence Award winners, Prizewinners and Commendation certificate Awardees:

The HR Excellence Award winning company will ♦receive an engraved award in recognition of the achievement.

Companies recognized at any level (Award, Prize or ♦commendation certificate) will receive a certificate of recognition.

Eligibility CriteriaAll Organizations operating in India are eligible to apply for the Award. The applicant must be actively in business at least for the past three years. A company/ Organization is only eligible to win the HR Excellence Award once in every three years.

Recognition Methodology

HR Excellence Award ♦ – Presented to the Organization judged to be the best among the prize winners and role model of HR Excellence.

Prizes ♦ – Awarded to Organizations that demonstrate Excellence in development and Management of human resources through continuous improvement – the leaders.

♦ Commendation Certificates – These certificates are given to Organizations, which have made good progress on their journey towards HR Excellence but fall short of the level attained by the prize winners, the criterion is to be decided by the Jury.

♦ Additional Category Recognition – Additional recognition will be given to Top Companies under the category of Learning & Development and Employee Engagement.

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Category Description and Application Fee

Business Organizations with turnover Participation Fees*

exceeding Rs 2000 Cr Rs 1,75,000

between Rs 2000-1000 Cr Rs 1,35,000

between Rs 1000- 500 Cr Rs 1,00,000

between Rs 500- 250 Cr Rs 75,000

less than Rs 250 Cr Rs 50,000

Special Recognition Participation Fees*

Learning & Development Rs 25,000

People Well-Being & Engagement Rs 25,000

*Service Tax extra

Time LinesAnnouncement for the Award Process 2015 – 1. Februrary 2015

Submission of Application document – By 302. th April 2015

Assessment process including site visit – May to 3. July 2015

Jury meeting and recognition finalization – September 4. 2015

Award Presentation – October 20155.

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FREE HR ExCELLENCE AWARD ASSESSOR TRAINING FOR

“A SENIOR MEMBER”

In an effort to popularise the HR Excellence Model, CII will train a Senior Member of every participating company on CII HR Excellence Award Assessment, “Free of Cost” at specially organised HR Assessor Training Workshop.

The nomination for assessor training will only be accepted post receipt of award application fees.

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The process for submitting an application can be broken into the following steps:

1. Read the application brochure to gain an overall understanding of the purpose of the criteria, scoring rationale and application process

2. Meet with HR staff to assign responses to each aspect of the criteria

3. Develop draft response to each aspect of the criteria of the Model

4. Edit and develop final overall response to each aspect from the drafts

5. Submit overall Application Document as per format given on Page 8

Application RequirementsApplicants will submit an application package that consists of:

An application document (Requirements explained ♦elsewhere) – Seven Copies

Application Fee as applicable. (Ref Page 6) ♦

Site visit is part of the review process. Expenses for ♦the site visit (Travel, Boarding & Lodging, local travel regarding site visit, both at site location and assessor location – ex travel to airport/ railway station) will be borne by the applicant.

Application Assessment ProcessStage 1 – Assessment of each application by a team of

qualified assessors followed by The site visit;

Stage 2 – Submission of report by the assessors;

Stage 3 – Review by distinguished Jury to determine award recipients;

Stage 4 – Feedback to applicants

Applicant Feedback ProcessAll applicants who complete the HR Excellence Awards process will receive the feedback report covering strengths, opportunities for improvement and score profile against each of the criteria.

ConfidentialityEach application will be reviewed by a Panel of Assessors. All applicants will be subjected to a site visit. The applicant will be required to facilitate an open and unbiased examination. Any applicant selected to receive recognition agrees to share non-proprietary information on its performance, practices and capabilities. An applicant can indicate in its application document or during the site visit that certain information is proprietary in nature. The CII, members of the Panel of Assessors and the Jury agree to keep such designated information as confidential, except as may be required by law or order of a court. Members of the Panel of Assessors and the Jury sign Non-disclosure agreement to hold in confidence such proprietary information obtained in the course of assessment process for the award.

Application Process

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1. Applications should be: in type-script ►

in English ►

text in 11 point Arial font and figures in 9 point ►

Arial narrow

numbered pages ►

application documents to be spiral bound (for ease ►

of processing)

no more than 50 pages (sides) of A4 in total ►

length

Note that the 50 pages will include ►

Table of contents ●

Overview ●

Support material ●

Glossary of terms ●

2. Seven identical copies are required.

3. The document should be divided into the following sections:

a. Title Page

The name of the organisation or business entity making the application, its address and the date of the application

b. Registration Form (page 22)

Please include a copy of the filled in Registration Form with the signature of the highest ranking HR official. The signature authenticates that all the information contained in the application is correct, and the requirements of the submission and the eligibility are met and the associated costs will be borne by the organisation. The registration form is to be found on Page 22 of this brochure.

c. Table of Contents

Please give the page wise table of contents.

d. Overview

The overview is summary information about the applicant and its business (not exceeding Four pages), and should for example include:

date of incorporation ●

principal products and services ●

purpose, vision, mission and values ●

employee profile, use of contract employees ●and special health and safety requirements

customer profile ●

competitor profile ●

major technologies, facilities and raw material ●

regulatory and safety environment ●

organisational structure ●

e. Support Material

Support material will comprise the bulk of the application and will generally have been derived from self-assessment of the organisation’s activities. This information must be closely aligned with the six Award assessment criteria. The criteria are carefully and deliberately phrased in non-prescriptive terms, to allow the freedom to present self-assessment information which is relevant to the particular business situation.

f. Glossary of Terms

Please give the description of all terms and abbreviations used in the Application document.

4. Sending the Application Document4.1 Seven copies along with the filled in registration

form at Page 22. Completed Application Document should be sent, addressed to the contact person given on Page 23.

4.2 Applications not complying with the dates shown in the timetable on Page 6 will not be considered.

4.3 Applications not complying with the above requirements will be rejected.

Application Document

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Human Resources Excellence Model: Criteria

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1. Leadership (120 points)Excellent Organizations have leaders who shape the future and make it happen, acting as role models for its values and ethics and inspiring trust at all times. They are flexible, enabling the Organization to anticipate and react in a timely manner to ensure the ongoing success of the Organization.

Areas to be addressed may cover:

How do leaders develop and communicate the a. Organization’s, Vision, Mission and Values?

How do leaders develop and role model ethics and b. values which support the creation of the “Culture of Excellence” across the Organization?

How do leaders develop and improve Organization c. structure to support delivery of its strategy to achieve its long term objectives?

How do leaders help and support people to achieve d. their plans, objectives and targets?

How do leaders ensure their accessibility and respond e. positively to the people?

How do leaders review and improve the effectiveness f. of their leadership behaviors?

How do leaders involve in developing capability in g. the Organization, creating a leadership pipeline and supporting them?

How do leaders encourage and enable people h. participation and involvement in improvement activities for the benefit of Organization/community/society?

How do leaders involve themselves in recognizing i. both team and individual efforts, at all levels within the Organization, in a timely and appropriate manner?

How do leaders develop agility as a culture in the j. Organization for effective change management?

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2. Human Resource Strategy (120 points)

Excellent Organizations implement their Mission and Vision by developing stakeholder focused strategy. They develop people policies, plans, objectives and processes that value their people and create a culture that allows the mutually beneficial achievement of Organizational and personal goals.

Areas to be addressed may cover

Practices for gathering and understanding the a. developments/trends in the external environment, collecting needs and expectations relevant to the formulation of HR strategy and remaining alert to any changes

Practices for understanding the internal performance b. levels, skill sets and competencies available etc. to develop HR strategies and plans to meet the Organizational objectives.

How does the Organization develop long term HR c. plans, midterm and annual HR plans and review their impact on Business?

How does the Organization define the outcomes d. to be achieved and the corresponding performance measures with relevant targets and comparisons to achieve its strategic HR goals?

How does the Organization identify and manage its e. Strategic HR risks?

How does the Organization communicate its HR f. strategy?

Describe the changes in HR Strategy formulation g. process over last few years, along with the reasons and spell out their measurable impact.

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3. Learning and Development (120 points)

Excellent Organizations value their people and create a culture that allows the mutually beneficial achievement of Organizational and personal goals. They develop knowledge and capabilities of their people and enable its use for the benefit of the Organization.


Practices employed for identifying people a. competencies in line with the Organization’s current and future needs.

How does the Organization match the existing people b. competencies (including soft skills) and identify the gaps, in line with short, medium and long-term plans of the Organization?

Practices, Methods and tools to develop its people c. competencies to bridge the identified gaps.

How are people competencies enhanced and leveraged d. to ensure future mobility and employability?

How does the Learning and Development process e. build leadership capabilities in the Organization?

How is the knowledge & competency of HR staff f. developed and leveraged to enhance innovation and learning in HR function?

Involvement with / support to professional bodies, g. educational and management institutions to promote

sharing and learning on recent trends and best practices related to people development.

Ensuring the competencies of the people employed h. in outsourced activities are assessed and enhanced to meet the job requirements.

Processes / practices in use to evaluate the effectiveness i. of training and development efforts at the individual and organizational level, to ensure that the people have necessary skills and competencies to maximize their contribution.

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4. People Well-Being and Employee Engagement (120 points)

Excellent Organizations value their people and create a culture that allows mutually beneficial achievement of Organizational and personal goals. They care for, communicate, reward and recognize, in a way that motivates people, builds commitment and contributes to the benefit of the Organization.

Areas to be addressed may cover–

Work Environment:a. Practices related to safe and healthy work environment

to its people, including those involved in outsourced activities.

b. Processes concerning the management of harmonious Employee Relations at all levels including grievance handling. How are relationships with formal employee representatives/groups enhanced for mutual value add?

c. People involvement in identifying and improving workplace safety and well-being.

d. Practices for a Healthy work life balance considering reality of a networked world (24x7), globalization and new ways of working

e. Practices to promote and encourage a culture of mutual support and team spirit.

Employee Support Climate:

a. Processes / Policies related to benefits (financial and non financial), redeployment, redundancy etc. to sustain people involvement.

b. How are benefits selected and tailored to the needs of

a diverse workforce based on employment conditions, locations, gender etc?

c. Practices to ensure that the employee benefits (financial & non-financial) are provided for outsourced employees beyond the statutory requirements, if any.

d. Policies and practices to help people achieve performance, developmental and aspirational goals

e. Processes/ practices for involving people (including the people involved in outsourced activities) at different

levels in identifying improvement opportunities and participating in implementation of improvements towards realizing Organizational objectives including wider participation in societal activities.

Employee Satisfaction:

a. Methods and measures used to determine the Key factors that impact employee well being, satisfaction, and motivation for different categories of employees.

b. Formal and / or informal methods and measures used to monitor the levels of employee well being, satisfaction, motivation and involvement of different categories of employees.

c. Practices adopted to address cultural and gender diversity related aspects at workplace.

d. How are indicators such as employee retention, absenteeism, grievances and productivity used to assess and improve employee well-being, satisfaction and motivation?

e. Use of assessment findings to identify priorities for improving the work environment and employee support climate to enhance people’s motivation and engagement levels.

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5. Human Resources Management Processes/ Practices (120 points)

Excellent Organizations value their people and create a culture that allows the mutually beneficial achievement of Organizational and personal goals. They establish a framework of processes and deployment mechanism that motivates people builds commitment and enables them to contribute for the benefit of the Organization.


Mapping of HR Processes with associated monitoring a. and measurements. What are the Organizations’s key HR Processes and how are they identified, managed and improved?

How does the Organization manage processes of b. manpower planning, recruitment, career planning, succession planning and employee engagement?

How does the Performance Management System c. encourage, support and empower individuals & teams to enable a high performance culture?

What are the Reward and Recognition, Compensation d. Policies/ Practices of the Organization and how they have been implemented and improved over the years to realize superior levels of performance?

Policies/practices of the Organization, for socially e. / economically backward sections of the society, differently abled people and management of gender diversity in recruitment.

How does the Organization ensure that the HR f. Personnel are kept updated on HR best practices and trends and adopt them, as appropriate, to the Organization?

How does the Organization gather the communication g. needs (top down, bottom up and lateral) of its people and what are the various communication channels/practices deployed to promote dialogue across levels to effectively address the same?

How does the Organization enable and encourage the h. sharing of information, knowledge and best practices throughout the Organization?

How is Information Technology leveraged to support i. the management of HR processes?

What are the recent innovations in HR Practices? j. How does the Organization leverage new age tools and technologies including use of social media to improve upon its HR Processes and measure the effectiveness of these improvements?

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6. Results (400 points)

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Motivation ♦Career development ►

Communication ►

Empowerment ►

Equal opportunities ►

Involvement ►

Leadership ►

Opportunity to learn and achieve ►

Recognition ►

Target setting and appraisal ►

The Organization’s values, mission, vision, policy ►

and strategy

Training and development ►

Satisfaction: ♦Organization’s administration ►

Employment conditions ►

Facilities and services ►

Health and safety conditions ►

Job security ►

Rewards and recognitions ►

Pay and benefits ►

Grievance handling ►

Peer relationships ►

The management of change ►

The Organization’s environmental policy and ►

impact

The Organization’s role in the community / ►

society development working environment

Image ♦Accessibility ►

Responsiveness ►

Transparency ►

Sales and After Sales Support ♦

Capabilities and behavior of employees ►

Handling of complaints ►

People Involvement in the development of ►

community/society/environment.

Ethical behavior of people. ►

Image of employees as responsible members of ►

community and society.

Equal opportunity employer ►

People perception measures may include those relating to: ♦

6a Perception Measures (200 Points)These measures are the People’s Perception of the Organization, customer perception and society perception of the Organization’s people. (Obtained for example from

surveys, focus groups, interviews, structured appraisals, etc).

Stakeholders’ perception of Organisation’s people (Customers, Vendors… etc): ♦

Society’s perception of Organization’s people: ♦

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Achievements ♦

Competency requirements versus ►

competencies available

Leadership performance ►

Productivity ►

Success rates of training and ►

development to meet objectives

Motivation and involvement ♦

Involvement in improvement ►

activities (individuals/teams)

Levels of training and development ►

Measurable benefits of team work ►

Recognition of individuals and teams ►

Response rates to people surveys ►

Equal Opportunity Employment ♦

Segmentation of employees ►

Gender composition ►

Recruitment / Attrition rates ►

Satisfaction ♦Absenteeism and sickness levels ►

Accident levels ►

Grievances ►

Recruitment trends ►

Staff turnover ►

Strikes ►

Sexual harassment/non compliance incidents ►

Pending legal cases ►

Use of benefits ►

Use of Organization provided facilities (e.g., recreational, ►

crèche).

Services provided to the Organization’s people ♦Accuracy of personnel administration ►

Communication effectiveness ►

Speed of response to enquiries ►

Training evaluation ►

Effectiveness of grievance redressed ►

Performance indicators may include : ♦

6b Performance Indicators (200 Points)

These are the internal measures used by the Organization in order to monitor, understand and improve the performance

Innovations/breakthrough improvements ►

Information and knowledge (accessibility, integrity, ►

value of intellectual property/capital)

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of the Organization’s people and to predict their impact on perceptions.

Profitability per employee ►

Value Added (VA) per Re of employee cost ►

Operational measures used by the Organisation to monitor and understand the HR processes which

directly impact Key Business outcomes. These may include:

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Category 1: Learning & Development:

Please answer the situations comprehensively and • provide supportive documents where necessary.

Please provide separately any additional relevant • information, which has not been covered in the application document.

Recognize organizations that have created programs and practices to enhance knowledge and capabilities of their people, to develop employees, leaders and take on new and challenging organizational roles.

Special Category Recognitions

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Describe your organizations philosophy on Learning a. and Development.

Describe in detail the unique practices, initiatives b. implemented in your organization towards Learning and Development.

Describe the various programs, processes deployed c. towards identifying and developing people, programs, etc.

How do you measure the effectiveness of the d. programs? Provide with various measures and matrix.

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6th CII NationalHR Excellence Award 2015

Category 2: Employee Engagement:

Please answer the situations comprehensively and • provide supportive documents where necessary.

Please provide separately any additional relevant • information, which has not been covered in the application document.

Recognize organizations that value their employees, engage, reward and recognize, in a way that motivates them, builds commitment and contributes to the benefits of the Organization.


Describe your organizations philosophy of engaging a. employees as part of overall organizations growth.

Outline any of the unique program to your b. organization.

Describe the various programs, initiatives, activities c. deployed across locations in engaging the overall workforce/employees.

Describe various tools and methodologies deployed d. towards measuring the effectiveness of the initiatives.

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Special Category Recognitions

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Panel of AssessorsThe Panel of Assessors consists of HR professionals and Business Managers, trained on CII National HR Excellence Award Model Assessment or CII-ExIM Bank Business Excellence Model Assessment Process. The HR Excellence Committee of CII will arrange for a Panel of Assessors who will be responsible for assessing applicant Organizations. Each Assessor will be required to sign a Non-disclosure agreement. Assessors will be screened for any possible clash of business interest.

Scoring

CriteriaWeightages

(%)Maximum

points

Enablers

1 12 120

2 12 120

3 12 120

4 12 120

5 12 120

Total 60 600

Results6

6a 20 200

6b 20 200

Total 40 400

The applicant Organization is assessed as per the scoring guidelines (please refer to Scoring Matrix) for each of the Six Criteria and the total points awarded is arrived at, after assigning the corresponding weight ages.

Site VisitsAll applicants will undergo a site visit to their facility. Assessors reserve the right to verify all programs and practices listed in the application. Assessors may wish to review personnel records and other connected documents. Assessors may also want to conduct random interviews with employees/employee unions/associations.

RecognitionApplicants qualifying for the recognitions will be felicitated at the HR Excellence Awards function. Applicants will also receive a Certificate of participation for having taken part in the HR Excellence Assessment Process.

Assessment and Scoring

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Scoring Matrix – Enablers

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Element – Approach0% 25% 50% 75% 100%

Score Attributes

Has a clear rationale based on ♦Stakeholders’ needs

Supports Business Plans and is ♦linked to other approaches

Has a systematic process, ♦is measurable, flexible and innovative

Incorporates improvements as ♦appropriate

No evidence or anecdotal

Some Evidence Evidence Clear evidenceComprehensive

evidence

Total for Approach 0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100Element - Deployment

0% 25% 50% 75% 100%Score Attributes

Approach is implemented in all ♦potential areas

Approach is implemented to its ♦full capacity / potential

Approach is carried out in a ♦systematic and planned manner

Approach has ability to manage ♦changes


Implemented in 1/4 of relevant areas



Implemented in all relevant areas

Total for Deployment 0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100Element - Assessment and Refinement 0% 25% 50% 75% 100%

Score Attributes

Measurement:

Approach and its deployment ♦are regularly measured for its effectiveness and efficiencyInternal and external learnings ♦are used

Approach and deployment are ♦improved based on learning & creativity and performance


Some evidence Evidence Clear evidenceComprehensive

evidence

Total for Assessment and Refinement 0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100

Overall Total 0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100Anecdotal Basic Competitive Advanced World Class

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Scoring Matrix – Results

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Element - Relevance and Usability 0% 25% 50% 75% 100%

Score Attributes

Scope and Relevance:

Scope of results presented cover ♦all relevant parameters

Results presented are consistent ♦with the plans

Results are in line with ♦needs and expectations of stakeholders

Results are appropriately ♦segmented, timely and accurate

Relevance not established or anecdotal information

Results presented and relevance established

for about ¼ of the areas involved


for about ½ of the areas involved


for about ¾ of the areas involved

Results presented

and relevance established for all of the areas

involved

Total for Relevance and Usability 0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100Element – Performance

0% 25% 50% 75% 100%Score Attributes

Trends:

Trends are positive / sustained ♦good performance for the last 3 years

No Results or anecdotal information

Positive trends and/or sustained good

performance for about ¼ results over at least

3 years


performance for about ½ results over at least

3 years


performance for about ¾ of results over at

least 3 years

Positive trends and/or

sustained good performance for all results over at least 3 years

Targets:

Targets are set for the Key ♦Results

Targets are appropriate ♦Targets are achieved ♦

No Targets or anecdotal information

Appropriate and achieved for about ¼

of Key Results

Set appropriate and achieved for about ½

of Key Results

Set appropriate and achieved for about ¾

of Key Results

Set appropriate and achieved for

all Results

Comparisons:

Comparisons are available for ♦Key Results

Comparisons are appropriate ♦Comparisons are favorable ♦

No comparisons or anecdotal information

Established, favorable and appropriate

comparisons for about ¼ of Key Results


comparisons for about ½ of Key Results


comparisons for about ¾ of Key Results


comparisons for all Key Results

Causes:

The results are caused by ♦approach

No confidence on causes/anecdotal

information

Enabling effect visible for about ¼ results and some

evidence that performance will be

sustained

Enabling effect visible for about ½

results and some evidence that

performance will be sustained

Enabling effect visible for about ¾

results and clear evidence that

performance will be sustained

Enabling effect visible for all the results and comprehensive evidence that performance

will be sustained

Total 0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100Overall Total 0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100

Anecdotal Basic Competitive Advanced World Class

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1.1 Name of Applicant Organisation

1.2 Address

Pin Code:

2.1 Name of the organisations contact person

2.2 Designation

2.3 Telephone

2.4 Fax

2.5 Email

2.6 Contact Address (if different from above)

3.1 Name of the Highest Ranking HR Official

3.2 Designation

3.3 Telephone

3.4 Fax

3.5 Email

4.1 Scope of Organisation

4.2 Size of the Organisation (measured in average Full Time Employee strength in last 12 months)

Number of employees’ world-wide Full Time On-contract Total

Number of employees in the Region

Number of HR staff in Worldwide

Number of HR staff in the region

4.3 Number of locations/sites

4.4 Annual Sales in Rs Cr.

Please indicate the type of process you will like to be part of:

Complete Process – Assessment and Awards (Complete Application Document, Site Visit, Feedback Report and to be considered for HR Awards and recognitions)

Only Assessment (Complete Application Document, Site Visit, Feedback Report but not to be considered for HR Awards and recognitions).

Application for special Recognition Award: • Learning and Development • Employee Engagement

Registration Form

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To submit a non detailed application form (basically giving a few paragraphs on the parameters of application document and about their HR processes.) A team of Assessors will visit the company and give them the feedback on improving their HR systems.

Terms of Agreement :

We understand that our application will be reviewed by a Panel of Assessors. We agree to host the • site visit and facilitate an open and unbiased assessment. We agree to pay the application fee and bear all expenses towards the site visit.

We agree to nominate our HR-Head to be trained on HR Excellence Award Assessment Model and • also agree to release him/her for Award Assessment for atleast one company.

We hereby give our consent to CII and other affiliated organisations to share the Good Management • Practices; prevalent in our organisation with others to promote the culture of sharing & learning, as a part of Excellence Movement.

If our organisation is selected to receive an Award, we agree to share nonproprietary information on • our successful performance strategies with other CII member Companies/ Organisations.

(Signature of Highest Ranking HR Official)

Date

Notes:

1. Please submit the following documents:

Registration Form•

Application Document•

Participation fees•

2. This Registration Form serves as the letter of intent to file the Application

3. The purpose of this Form is to allow the HR Excellence Awards Committee to adequately plan for the award administration. A copy of this Form will also be sent along with the Application Document.

The address for sending the complete application documents, and for any queries is given as under:

Ms Aashmeet BediProject Associate

Confederation of Indian Industry4th Floor, Core IV-A, India Habitat Centre, Lodhi Road, New Delhi - 110 003

Tel : +91-11-2465 3218 (D) / 2468 2230-35 ; Mobile : +91 9910081648 Email : [email protected]

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Calculation of Total Points

Criterion Score Awarded Factor Points Awarded

1. Leadership × 1.2

2. HR Strategy × 1.2

3. HR Management Practices × 1.2

4. Learning and Development × 1.2

5. People Well-being & Employee Engagement × 1.2

Results

6a. Perception Measures × 2.0

6b. Performance Indicators × 2.0

Total Points Awarded

Scoring Summary Sheet

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CII National HR Excellence Award 2015

Ms Aashmeet BediProject Associate

Confederation of Indian Industry4th Floor, Core IV-A, India Habitat Centre, Lodhi Road, New Delhi - 110 003

Tel : +91-11-2465 3218 (D) / 2468 2230-35 ; Mobile : +91 9910081648 Email : [email protected]

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