HR PREPAREDNESS- TO OPERATE GLOBALLY

13
HR PREPAREDNESS for a company TO OPERATE GLOBALLY Presented by Shanjidul Bari

description

In toady's competitive and technology driven era, every organization thrives for success. For this preparedness is essential to operate both locally as well as globally. This presentation is an attempt to chalk out the guideline in brief.

Transcript of HR PREPAREDNESS- TO OPERATE GLOBALLY

Page 1: HR PREPAREDNESS- TO OPERATE GLOBALLY

HR PREPAREDNESS for a company TO OPERATE GLOBALLY

Presented byShanjidul Bari

Page 2: HR PREPAREDNESS- TO OPERATE GLOBALLY

StrategyRefreshing what is strategy:

Setting a vision, Planning the pathReaching the goals accordinglyIt’s about moving from point A to point B that

is not reachable with a normal growth rate.

Page 3: HR PREPAREDNESS- TO OPERATE GLOBALLY

Business Strategy• Growth across geography – Globally

• Warrant for larger team• Will need to have appropriate people who can deal

with foreign customers• Knowledge level will need to be upgraded

• Getting into implementation services• Evolve to a JIT hiring model• Create a resource pool for different solutions

• Mitigate resource turnover risks• Retention of resources to be focused• Effective succession plan needs to be implemented

Page 4: HR PREPAREDNESS- TO OPERATE GLOBALLY

“To be one of the global names in related business & services”

Mitigate Resource Turnover Risks

Getting into Implementation

Services

Growth Across Geography

Evolve to a JIT hiring model

Training & Development

Recruitment- JIT Hiring Model

- Creating Resource Pool

Will need to have appropriate people who

can deal with foreign customers

Retention of resources to be focused

Warrant for larger team

Create resource pool for different services Knowledge level will need

to be upgraded

Effective succession plan needs to be implemented

Motivational Tool

HR

Str

ateg

ies

Bus

ines

s St

rate

gies

Succession Planning

Change Management

Performance Management

Page 5: HR PREPAREDNESS- TO OPERATE GLOBALLY

HR StrategyRecruitment

JIT hiring model Creating Resource pool

Training & DevelopmentSuccession PlanningMotivational ToolPerformance ManagementChange Management

Page 6: HR PREPAREDNESS- TO OPERATE GLOBALLY

Recruitment• Graduate Program

• Build strategic partnership with top local university• Offer summer internship or part time job for future potential

recruit• Recruit Directly from University placement office based on

Graduate Program• Lateral Recruitment

• Job search in top online job portal– Cost effective– Future CV Pool

• Employee Referral Program– Internal employee will generate reference CV from market– If anyone is recruited, the referee will be awarded a special prize

(Dinner for 2/Gift Hamper/Gift Coupon etc.)– Background check will be easier

Page 7: HR PREPAREDNESS- TO OPERATE GLOBALLY

Training & Development• Leadership Training (important to ensure right

attitude towards customers, team and the company)• On a regular interval through partnering with good

consultants/vendors• Embed practices and relate to performance

management for ensuring improvement• Functional Training (important for catching up with

all the latest technologies, trends, ideas and standards)• Regular TNA on the event of annual appraisal,

recruitment, promotions• One to one discussion with line managers

Page 8: HR PREPAREDNESS- TO OPERATE GLOBALLY

E-LearningE-Learning

Learning portal / resources registration (e.g. skillsoft, codingdojo, etc.)

Development and implementation of internal E-Learning library with assessments

Page 9: HR PREPAREDNESS- TO OPERATE GLOBALLY

Succession Planning• Internal:

• Identifying the roles that requires succession planning

• Identifying possible more than one potential successors

• Develop the successor• External

• Identifying the roles that does not have internal successors

• Identifying possible potential successors in the industry

• Maintain relationship

Page 10: HR PREPAREDNESS- TO OPERATE GLOBALLY

Motivational Tool• Reward & Recognition (non-financial)• Employee Benefit plan• HR Issues or Grievance Management• Quarterly/Half Yearly Town Hall• Annual Dinner or Picnic• Monthly newsletter• Flexible office hour• Corporate Intranet with Private Social Media

Page 11: HR PREPAREDNESS- TO OPERATE GLOBALLY

Performance Management• Setting up Annual Objective

• Employee should be aware of his annual objective with in the first month of the year

• Objective should be set with consultation with employee• Mid Year Performance Management

• Half Yearly review should provide employee with his performance • Employee can correct his approach to increase his performance

efficiency• Annual Performance Management

• Employee should be consulted and directly interviewed by supervisor at the time of Annual Performance Management Review

• Lacking or failure to achieve given objectives should be clearly articulate to him

• Employee should be given clear guideline on how to improve

Page 12: HR PREPAREDNESS- TO OPERATE GLOBALLY

Change ManagementIdentify and articulate the changeAnalyze the impact on people and

organizationComplete action plan before change

implementationChange Management activities

Page 13: HR PREPAREDNESS- TO OPERATE GLOBALLY

THANK YOU