welcome today’s sitting arrangement – ripple-wise
TRANSCRIPT
WELCOME
Today’s sitting arrangement – Ripple-wise
Total Employee Involvement
TEIPart 3 of 3
11th Aug 2014
Some questions
• What are some of our people issues ?– People leaving company– Not getting people (forget right people!)– People not efficient enough– People not skilled enough– People not committed enough– People not good team workers– People not following systems– People not growing with company
Relationship worksheetName of key person
Your relationship level with him/her on a scale of 1 to 5
Reasons in case of extreme scores on both sides
Learning from scores of 4 or 5 - what are we doing right?
Action plan for low scores with responsibility and target date
1
2
3
4
5
People have choices
Cheerful co-operation
Creative excitement
CHOICES
Malicious obedience
Willing compliance
Rebel or Quit
Heartfelt commitment
The motivation-skills grid
Otherwise create a liability
Not much useful unless trained, but motivated
Training and motivation
will create an asset
He will leave you
Skills
MotivationMotivation
Skill
High
Low
HighLowwork
Autonomy and voluntariness
The unexpected
The element of tension
The importance of
rhythm
PracticeImmediate results
Results before style
Effort and skill
Achievement and
recognition
TLC
SINGLE PAGE HR PLANNING & EXECUTION SHEET
The goal of this planning sheet is to simplify the entire people management process into an objective methodology
KEY PROCESSES / FUNCTIONS
WHO
YOUR EXPECTATIONS FROM 'WHO'
(Key Result Areas - KRAs)
HOW WILL YOU MEASURE THE
EXPECTATIONS ? (Key
Performance Indicators - KPIs)
PERFORMANCE scale 1 to
5 A
MOTIVATION LEVEL
scale 1 to 5 B
YOUR RELATIONSHIP WITH HIM / HER scale 1 to 5
C
IS IT A BEST FIT ? A + B + C Scale 1
to 15
REASONS FOR LOW
PERFORMANCE
REASONS FOR LOW
MOTIVATION
REASONS fOR POOR
RELATIONSHIP
ROOT CAUSE FOR LOW
PERFORMANCE
ROOT CAUSE FOR
LOW MOTIVATION
Sales
Marketing
Purchase
Stores
Production
Quality
Excise & Despatch
Planning
Design & devlpment
Accounts
Financial control
HRD
IE/PE
IT
Strategy & Deployment
GUIDELINES1 Does not meet expectations2 Sometimes meets expectations3 Always meets expectations4 Sometimes exceeds expectations5 Always exceeds expectations
GUIDELINES1 Needs constant followup and monitoring2 Just does what is told3 Sometimes gives suggestions /ideas4 Takes initiative sometimes5 Is excited about work
GUIDELINES1 Will not rehire him/her2 Maintained relations due to criticality3 Cordial but distant4 Close and enjoyable5 Very close and looking for long term
Your HR visionExcellence and Beyond...
Strategy A Strategy B Strategy C Strategy D
Build Trust Be sincere and honest
Do not harm Have patience and invest the time
Accentuate Positive
Find out what motivates individuals
Treat everyone as individuals
Keep things interesting
Praise progress
Redirect Make sure they are aware
Don’t place blame
Redirect their focus
Building Relationships to get positive results
Define job and expectations
Train / coach / Mentor
Motivate
Appraise
Appreciate / Feedback
Promotion / increment
Reward / recognize
Engage / retain
Recruit
Induct & Train
How to….
Organisation chart
Workmen
Executive staff
Middle management
Top management CEO
Purchase Manager
Accounts Manager
Production Manager
Production supervisor
Cell owner/setter
Quality Manager
Supervisor
Inspector
Define job and expectations
Train / coach / Mentor
Motivate
Appraise
Appreciate / Feedback
Promotion / increment
Reward / recognize
Engage / retain
Recruit
Induct & Train
How to….
What should you expect from a Purchase manager?
KRA Task KPI Standard Target for the period
Buy material at right price
Get quotesCompare quotesNegotiateorder
Material to sales % 60% maximum 57%
On time Plan buying scheduleGive schedule to suppliersFollow-up
No. of shortages per month
4 instances 2 instances
Right quality Make a list of approved suppliers/sourcesPO should include specific quality requirements.
Rejection / deviations per month
1000 ppm or2% or
3 instances
500 ppm or1.5% or
2 instances
Right quantity Maintain correct record of in-house stocks Order accordinglyAvoid surplus qtys.
Value of stock above maximum levelsValue of stocks below minimum levels
X
A
Y
B
What should you expect from a Production manager?
KRA Task KPI Standard Target for the period
What should you expect from a Quality manager?
KRA Task KPI Standard Target for the period
What should you expect from a Sales manager?
KRA Task KPI Standard Target for the period
Define job and expectations
Train / coach / Mentor
Motivate
Appraise
Appreciate / Feedback
Promotion / increment
Reward / recognize
Engage / retain
Recruit
Induct &Train
How to….
Train/Coach/MentorTraining Coaching Mentoring
YOU You or hire a professional trainer
Only you should do it. Based on your observations of his work and style & vice versa
You or any experienced, matured good listener.Based on what the mentee tells.
REPORTEE Classroom, one-on-one, on-the-job, seminars, visits
Only from the boss to whom he reports and vice versa
To anyone who needs it and open for it.
PREREQUISITES Good, positive environment, good participants, need based, focused, pre-decided
Working environment but 1 to 2 hours of undisturbed time slots or on the job
Work place or out of office. Mutually decided frequency.
Define job and expectations
Train / coach / Mentor
Motivate
Appraise
Appreciate / Feedback
Promotion / increment
Reward / recognize
Engage / retain
Recruit
Train
How to….
School Chale Hum - DD Film - Doordarshan
Maslow’s Model
Safety / Security
Social (Belonging)
Ego (Esteem)
Self - Actualization
Physiological
Challenging Projects, opportunities for innovation and creativity, learning and creating at higher level
Important projects, recognition from others, prestige and statusAcceptance, be part of a group, identification with a successful team
Physical Safety, economic security, freedom from threats, job security
Physical survival, water, food, sleep etc.
Define job and expectations
Train / coach / Mentor
Motivate
Appraise
Appreciate / Feedback
Promotion / increment
Reward / recognize
Engage / retain
Recruit
Train
How to….
How to do a Performance Appraise ?
Appraisal of IT Professionals - Video
How to do a Performance Appraise ?KRA Task KPI Standard Target for the
period
Buy material at right price
Get quotesCompare quotesNegotiateorder
Rmc to sales % 60% maximum 57%
On time Plan buying scheduleGive schedule to suppliersFollow-up
No. of shortages per month 4 instances 2 instances
Right quality Make a list of approved suppliers/sourcesPO should include specific quality requirements.
Rejection / deviations per month 1000 ppm or2% or
3 instances
500 ppm or1.5% or
2 instances
Right quantity Maintain correct record of in-house stocks Order accordinglyAvoid surplus qtys.
Value of stock above maximum levelsValue of stocks below minimum levels
X
A
Y
B
Period KPI performance assessment
(50)
Behavioral assessment
(50)
Aggregate performance
Half yearly 100 x 0.5 68 x 0.5 84
End of year 90 x 0.5 80 x 0.5 85
Annual average
95 74 84.5
Traits Score (1-5)
Takes initiative 4
Thinks innovatively 4
Hard working 3
Team player 3
Disciplined 3
Average 3.4
Define job and expectations
Train / coach / Mentor
Motivate
Appraise
Appreciate / Feedback
Promotion / increment
Reward / recognize
Engage / retain
Recruit
Train
How to….
How to appreciate?
• Praise something your coworker has done well• Say thank you. Show your appreciation for
their hard work and contributions.• Don't forget to say please often as well. • Shabbas Cards
Define job and expectations
Train / coach / Mentor
Motivate
Appraise
Appreciate / Feedback
Promotion / increment
Reward / recognize
Engage / retain
Recruit
Train
How to….
How do you promote and increase salaries?
Designaton
CXX (COO,COO,CEO,CFO,CMO)
GM/VP (top level)
Manager (senior level)
Executive (middle level)
Supervisor (entry level)
Average C
Good B
Best A
Performance – Promotion grid
Performance
prom
otion
How to decide the salaries?
Position Basic salary Allowances Deductions Take home CTC
Manager Rs. 4.80,000 Rs. 1,20,000 Rs.80,000 Rs. 5,20,000 R.6,00,000
Manager Rs. 4,40,000Rs. 5,40,000
Rs. 1,20,000 Rs. 60,000Rs. 80,000
Rs. 5,00,000Rs. 5,80,000
Rs. 5,60,000Rs. 6,60,000
Asst Manager
Rs. 3,40,000Rs. 4,40,000
Rs. 80,000 Rs. 40,000Rs. 60,000
Rs. 3,80,000Rs. 4,60,000
Rs. 4,20,000Rs. 5,20,000
Annual package
Whom to promote?Managerial leadership skills What does it mean Give a score of 1
to 5Individual leadership Does to self learn, network well,
strike win-win solutions?Team leadership Does he trust others, conducts
meetings with proper agenda, support team performance?
Executive leadership Does he align and guide his team towards org. goals?
Performance leadership Does he measure his and his team’s performance against benchmarks?
Process leadership Does he continually look for improvements in his work and processes?
Define job and expectations
Train / coach / Mentor
Motivate
Appraise
Appreciate / Feedback
Promotion / increment
Reward / recognize
Engage / retain
Recruit
Train
How to….
Rewards / recognitions
Rewards Recognition
Give special tasks
Promote
Publicly praise
In kind
Financial
Rewards + recognition hierarchy
Spot appreciation (clap, pat, card)
Coffee with you
Dinner coupons for two or family
Dinner with you
Gift / gift coupons
Cash reward (appropriate)
One / two day trip with family
One week vacation with family
Define job and expectations
Train / coach / Mentor
Motivate
Appraise
Appreciate / Feedback
Promotion / increment
Reward / recognize
Engage / retain
Recruit
Train
How to….
How do you engage your people?
Satisfaction Engagement
How do you engage your people?
Satisfaction is only the 1st step• Good job• Good salary• Branded company
Engagement will improve performance• Start with generating positive
feelings towards• The Company• Their Boss• Their Job
What are your people saying about your company???
Q12
I know what is expected of me at work
I have the material and equipment to do my work
I have the opportunity at work to do what I do best
everyday
I have received praise on recognition for good work in
the last seven days.
My supervisor or someone at work cares
for me as a person
There is someone at work who encourages my
developmentAt work, my opinion
seems to count
The mission/ purpose of my company makes me feel my
job is important
My associates / colleagues are committed
to doing quality work
I have a best friend at work
At work, I have the opportunity to learn and
grow
In the last six months, someone at work has
talked to me about my progress
Engaged workplace
Define job and expectations
Train / coach / Mentor
Motivate
Appraise
Appreciate / Feedback
Promotion / increment
Reward / recognize
Engage / retain
Recruit
Train
How to….
How to recruit – the right people?
The Best and Worst Corporate Recruiting videos
How to recruit – the right people?
The right people
Right skills, competence, qualification
Right aptitude
Right attitude
Right beliefs
If you pay peanuts, you will only get
monkeys
Define job and expectations
Train / coach / Mentor
Motivate
Appraise
Appreciate / Feedback
Promotion / increment
Reward / recognize
Engage / retain
Recruit
Train
How to….
Employee Motivation_ I Love My Job! Choose Your Attitude at Work!
Summarisation of TEI
TLC Engagement Survey Aug 2014
The New Anthemn
Thank you !