Debashish Das

Human Resource

For Entrepreneurs

Without breaking the bank

Tie CON 2011 New Delhi

Debashish Das

Scenario 1:

An irate customer at a leading brand outlet not happy with the service experience

provided by the staff .

Scenario 2 :

Customer dissatisfied with the Relationship Manager and delivery teams’ capability

and attitude affecting client relationship and future business prospects .

Scenario 3 :

Start up organisation in E commerce facing issues of attrition resulting in client

dissatisfaction , also not being a preferred employer brand reducing walk in of fresh

candidates affecting current client servicing .

Scenario 4 :

News of a merger in the company creating environment of low motivation and

morale , leading to reduced productivity and low engagement . “ We have no clarity “

is the employee feedback .

Debashish Das

Agenda :

How to balance employee satisfaction (recruitment, motivation, and retention) with

cost ?

Maintain fun & flexibility with performance ?

Fight the big brands for talent ?

Debashish Das

Entrepreneur Challenge 1 :

•What level of HR manager to hire?

•Use consultants or in-house?

•When and at what stage to have HR – Scratch or at

Scale ?

Debashish Das

Reflection Points :

• Competency / Capability of the resource

• Affordability

• Alignment to the Promoter Vision

• Organisation Environmental Readiness

• Role and Deliverables expected from HR – Transactional or Transformational

Debashish Das

Entrepreneur Challenge 2 :

• How to do effective Performance appraisals and goal setting ?

• How to derive and measure Productivity from each employee and link

to compensation ?

• How to get the whole organization aligned and financial-oriented /

business sensitive / commercially sensitive ?

Debashish Das

Reflection Points :

• Clearly define contribution and performance metrics and index of business

• Set the right KRA , Goals well in time aligned to business metrics by role / function

/ level

• Data discipline for performance review

• Managerial Capability to review

• Use tools for setting KRA on Financial and Non Financial areas

• Pay for Capability / efforts / Performance than loyalty and tenure

• Identify Good , Great and Excellent Talent in the system

• Develop / Enhance Capabilities and Competencies

• Fairness and transparency in PMS

Debashish Das

Entrepreneur Challenge 3 :

• How to attract and retain good people ?

• How to develop a positive Employer brand ?

• How to hire and retain without blowing all budgets?

Debashish Das

Reflection Points :

• Interview Experience

• Separation Experience

• Hiring through reference

• Grade and Identify Talent in various buckets of Potential / Performance

• Focus and Plan a different set of Initiatives for HP / HP ( High Potential / High

Performance )

• Constant Compensation Benchmarking , Use Lead / Lag or Lag / Lead approach

from time to Time

• Track Compa Ratio by Role , Level , Function to maintain parity

• Capture Aspirations / Ambitions and provide opportunity and platform to leverage

these in Work Assignments

Debashish Das

Changing Role of HR

Transactional to Transformational

From :

- On the Table

- Vigilance Manager

- Administrative role holder

- Welfare Resource

- Hire and Fire Manager

- Leave Record Manager

- Diwali Gift Manager

- Salary Processing Unit

- Transactional , Task based

To : - At the table

- Manage Energy , Aspiration and Ambition

- Business Enabler

- Business Planner

- Employer Brand Evangelist

- IT Evangelist

- Ethical partner

- Talent Magnet

- Business Continuity Enabler

- Productivity Enhancer

- Transformational , Vision based

Debashish Das

Changing Role of HR

Project /Pre

Launch

Launch

Operation

Diversification

Expansion

Growth

Globalization

Plus - Succession Planning , Mentoring , Middle Management Development , YL program , Talent Management Framework , Compliance and Governance of culture and code of conduct , Internal

Benchmarking .

Plus - Leadership Development , Control and Governance , Employer Branding , Best Practice Replication

Plus - Strategic Global Talent Acquisition , Managing Diversity , Standardization across Geographies

Plus - Talent Management ,Employee Engagement , Employee Relations , Reward and Recognition , Culture Building Initiatives , Code Of conduct , Knowledge Management

Plus - PMS , Competency framework , Compensation and Benefit , Functional Capability , e HR

Plus – New capability development , up gradation of HR policies , Cultural Integration initiatives

Job Description , Org. Structure, HR Policies , KRA , Payroll , HRIS , Statutory compliance , Hiring guidelines , Induction and on boarding

Stages of HR evolution

Stages of Business evolution

HR Roadmap Aligned to Business Growth

Debashish Das

Transformational HR Framework

Culture and Values

Policies , Processes , Systems

Performance Management System

Communication Talent

Management System

Engagement / Employer Branding

Debashish Das

Debashish Das

Why the Need for Change ?

• Increase in business complexities due to consumerism and choice abundance

• Increase in skilled employment numbers

• Younger and aware workforce with contrarian and neo conventional approach

• Automation of transactional HR activities freeing up HR face time

• Demand for increased value addition in HR function from Business

• Intangibility to tangibility of HR delivery metrics

Debashish Das

How to actualise the changed role ?

• Differentiated competencies in HR

• Business aligned HR metrics

• Shift from Transactional to Transformational focus in partnerships

• Time agnostic Transformational HR approach – Scratch or Scale

Debashish Das

“Give me a lever long enough and I'll move the

world".

Thank You