Download - Forbes Marshal
8th July 2011 Mr. Bobby Kuriakose Ms. Meghana Marathe
A Journey of Forbes Marshall towards being one of the BPTW (Great Place to Work)
Forbes Marshall Overview
Started by J. N. Marshall in 1925 as a Trading company
Focused on Process Efficiency, Environmental Monitoring, Energy
Efficiency and Utilities Management for diverse sectors
Expanded by Mr. Darius Forbes into a leading Corporate group,
manufacturing advanced engineering products
•Over 1000 Trained Professionals
•More than 1000 Products and Service packages
•Present Turnover of 750 Crores INR (150 Million US $)
•3 State-of-the-art manufacturing facilities
•21 Regional Sales & Service Centers in India
•11 International Sales & Marketing units
•To be a developed company in a developing country, pursuing market leadership in our chosen fields of Steam Engineering, Process Control and Utilities Management.
•Dedicated to growth and an increasing international presence, committed to being a role model organization for our customers, suppliers, society and members
Vision - Values
Integrity
Innovation & Entreprene -
urship
FM Family Spirit
Value Delivery to our
Customers, Members &
Society
Vision and Values
Some Facts about our
Organization
Value Added per Employee = (Sales – Material Cost ) / Number Of People
Year 2005-06 2006-07 2007-08 2008-09 2009-10 2010-11
Achievement 16.91 18.57 19.36 22.02 25.92 29.36
Figures in lakhs
HR Philosophy
Any Organization is as good as its people.
People would like to be involved in what they do and
this leads to engagement.
For a World Class Organization, we need People with
World Class Thoughts.
An individuals dignity is as important as that of the
Organization.
Why is our Organization a Great Place to Work ?
Time tested Employee Friendly culture and Heritage.
Living Core Philosophy of Family Spirit.
High integration of HR & CSR processes.
Focus by Senior Leadership on HR strategies.
HR being a facilitator to the Line Managers who are real HR
Champions – HR Associate
Nurture transparency and team culture.
3 Key Pillars of E. Engagement
• Performance Management System
• Learning & Development Initiatives
• Competency @FM
Employee Development
• Communication Forums
• Communication Tools
• Channels of Feedback
Communication
• Women and Children
• Education & Health
• Adolescents & Youth
CSR Initiatives
1st Pillar Employee Development –
Competency @FM
Forbes Marshall Core Competencies
Technical Competencies
Role Specific
6 - Behavioral Competencies
Communication Decision Making Planning & Organizing Problem Solving Team Orientation People Development
Competency Based
Approach
Competency Based
Recruitment
Job Rotation
Learning & Development
Career Planning
What’s unique in Competency @ FM?
Developed In- House
Competency Mapping for all levels
Themes developed for Behavioral Competencies
Qualifiers developed for Objective Competency Evaluations
Development of Recruitment Manual for Competency Based
Recruitment.
Varied Learning and Development Options designed In-House.
Performance Management System
PMS
Cycle
Goal Setting
Administering the Annual
Review Process
Analysis done post the
Annual Review Process
Mid Year Reviews
What’s Unique in PMS @ FM?
Vision and Value Analysis
Helping and Hindering Analysis
Personal Development Plan
Focus on Future development of
Members
Quality of Review Analysis
Learning & Development Initiatives
Pre Training Execution of L&D options
Post Training Effectiveness
Competency Mapping
Skill Gaps identified
Learning & Development
Calendar Prepared
Candidates Nominated for
various L&D options and
interventions
L&D Intervention Co-
ordination
Delivery of L&D Options
Knowledge Transfer
measured
Effectiveness Of L&D options
is measured through
effectiveness form
Copy of form given to
manager
Forms Analyzed
Review by manager for
change in behavior
What’s unique in L&D Initiatives @ FM? Post Training Evaluation using Kirk Patrick Model
Vendor Development Initiatives
Content Development and Training Design by ID certified members
Calculation of Trainer Score for every Training.
Designing of Various L&D methodologies
2nd Pillar - Communication Communication
Forums Communication
Channels & Tools
Feedback Channels
Induction and Orientation
Vision and Value
Workshops
PMS, Competency and
Post Training Discussions
Monthly Managers
Meetings
Monthly Meetings
VA Review Meetings
Departmental Meetings
Divisional Reviews
Value Council Meetings
Various Conferences
Intranet – I @ FM
FM Insight – Video
Magazine
FM Topics – Quarterly
Magazine
HR Associate activity
Internal newsletters
# Inside info
# Intouch
Employee
Engagement Survey
Employee Satisfaction
Survey
Vision and Value
Analysis
Helping and Hindering
Factors Analysis
HR Associate Survey
360 Degree Feedback
Exit Analysis
Customer Satisfaction
Survey
GPTW Feedback
Unique Practices and Processes @ FM
ELT – Leadership Development
Role Transition Program
Vision and Value workshops for every new member
Course fees reimbursement for members
Value Digression Committee
Committee on Sexual Harassment/ HIV AIDS / CSR
Our Retirees Program
Family members awareness programs FM Blue Wave
Meljol
FM Alumni Data Base
Educational Trip for members children
FM Appreciation award
What we do differently…
• Need Based Programmes
• Participatory approach
• Women and children as key
beneficiaries
• Networking and partnership with
government bodies.
Objectives….
Objective 1 – To
enhance skills of
school going
children
• Study Hall
• Prerna Kendra
•Akanksha
•School Libraries in municipal schools
•Gammatwadi
•Bal Bhavan
Objective 2 – To
impart
vocational and
life skills to
adolescents and
youth.
• LABS – Employability training for youth • Tarang – Imparting HIV/Aids awareness and sex
education in schools
• Phulora – Life skills program for adolescent girls
•ECF – Program to sensitize young males to reduce
violence against women.
Objective 4 – To
enhance health
awareness and
provide
services.
Objective 3 – To
empower Women
• Establishing and supporting SHGs,
federations and credit society
• Umang
• Vocational skill training for women
• Awareness and exposure on socio legal
issues.
• HIV/ AIDS awareness and counseling and rehabilitation
to substance abusers, their families and the community.
• Child Guidance centre
• Health workers training and awareness in the
community.
•Health Check – up services in the neighbourhood
Social Audit Accounting
We are the first company in India to complete
the social Audit through the Social Audit
Network UK in October 2009.
Employee Involvement
CSR Awards – Mother Teresa Award,
FICCI award,
Project Management Inst. India
award,
B.D.Deshmukh award etc…
Everything isn’t rosy…..
HR Challenges: Limitations of a manufacturing organization in HR focused initiatives
Major group of senior members and the challenges in their engagement.
Management of change and learning , especially the ‘Baby Boomers’
Engagement of ‘Gen X’ and ‘Gen Y’
CSR Challenges: Political pressure
Delay from Government agencies
Attitudes