M R Chandramowly

HR Systems and Processes

Developed for

Quasar
 Quasar HR
Mr M R Chandramowly, Ex- Ex- Corporate HR –VP
of Praxair India, Joined Quasar Innovations
During Feb 2005 and helping Quasar to build
and manage HR systems
He facilitated in-
in-house workshops to build our
Mission, Vision, Values, Competencies and
other HR processes such as Performance
Appraisal System, 360 DFB, HR manual and
Employee Hand book
Recruiting the right Winning Attitude
ones

Continuous
Competency
Improvement
Based 360

Adding Value
New Competencies
to Business
C-Based Appraisal

Retaining role
C – Based
models
Dept/Succn Plng

Technical Converting Vision

Competencies Into reality
Developing Quasar
Mission
Vision and
Values
Quasar Innovations Pvt. Ltd

Our Sense of
MISSION
 Our Mission

To be the best energy source of

innovation and technology to design and
build unique devices of high functional
use for effective living of mankind
 Our Vision
Be a World Class Customer Driven
design house for mobile phones,
unleashing our Core Competencies and
People Excellence
 Our Values
What we always stand for, in whatever we do….

Customer delight
Responsibility and Commitment to
objectives
Integrity and walk the talk
Sensitivity to people and their inputs
Winning and achieving effective results
 Our Core Competencies

Passion to innovate
Dare to dream
Putting things together to create a whole
Capacity to drive to be the first in acquiring
technology
 Strategic Differentiators
How we are different from others in the Industry…

We would operate in competitive arenas

differentiating others by …

Feature utility,

Product purpose,

Time to market,

Cost efficiency,

Quality solutions,

Innovation and high functional use

Deep sensitivity to customer needs.
Quasar HR Manual
 Page No
Preface 2
Introduction 3
1 Our Mission, Vision, Values… 4
2 Quality Policy 6
3 HR Mission 6
4 Objectives of HR function 7
MANUAL 5 Quasar Focus 8
6 Definitions 9
OF 7 Manpower Planning 9
8 Competency Model 9
9 Career Banding 10
HUMAN 10 Recruitment 11
11 Employee Referral Scheme 13
RESOURCE 12 Induction 13
13 Probation 14
14 Confirmation 16
15 Performance Management Process 15
16 Retention Program 18
17 Performance Rewards 19
18 Career Progression 20
19 Training and Development 20
20 Compensation and Benefits 23
21 Travel Rules - International 24
22 Travel Rules - Domestic 26
23 Leave Rules 26
24 Other facilities – guidelines 30
25 Insurance Benefits* 32
26 Leave Travel Allowance* 32
27 Business Cards 33
28 Transfers 33
29 Special Recognition Awards Program 34
30 General Information 35
31 Quasar Business Integrity 37
32 Discipline 41
33 General Condition of Employment 44
34 Grievance Redressal 45
35 Separation 46
36 Retirement 46
37 Service Certificate 46
Quasar Employee Hand Book
Quasar Competency Model
 Project Lead
Depth of system knowledge and application
Global awareness of technology
Review /validation of project deliverables
Interpret and manage technical processes
Delivering High Value product /technology for
customer delight
Technical Module Lead / Test Lead
Multi Domain Knowledge and Applicatioin
System Architecture Knolwdge and Application
Effectively evaluate third party soutions
Provide technical guidance to team members
Technical intereface with customers/vendors
Review / Validation of assigned tasks
Sr Engineer - SW / HW / Test
Depth of Domain Knowledge
and Application
Provide Technical solutions
Design Concepts
Provide Technical Training
Product integration
Engineer -SW / HW
Design / programming skills
Process compliance
Testing and Bug fixing
Quality output
Technical Learning
 HR Templates Developed
• Appointment Letters
• Contract Appoint Letters
• Training Engagement Letters
• Non-Disclosure Agreement
• Employee Band Profile
• Job Description
• Probationer’s Performance Feedback
• Consultation Contract Agreement
 HR Policies
• Mission, Vision and Values
• Employee Induction
• Technical Competency Mapping
• Employee Referral Scheme
• Leave Rules
• Travel Rules – Domestic – International
• Employee Hand Book
• HR Manual
• Exit Interview Management
• PMS
• Preparing HR Budget
• Employee Stock Option
• Training Calendar and Training Budget
M R Chandramowly

Focus areas of HR
 Competency Gap
Developing Training on
Analysis through
Customised Critical
Assessment
Competency Competencies
Centers
Models

Revalidating
PCMM Emotional
Performance
Level Three Intelligence
Management
System

HR
Setting up ……………
Consultation
B E I Process
• Concept paper for National Conference, National
HRD Network, Mumbai, India Title: Building HR
Competencies for success;
• Asia Conference Paper for Asia HRD Network,
Thailand, Title: Value Based Competencies;
• Human Values – the DNA of Leadership – NIPM,
Karnataka
• Write-ups and Articles on HR published in Indian
Newspapers. Currently a serial on Leadership
competencies is being published in Deccan
Herald— ‘Avenues’’ from 2002
 Competency Modeling,
Mapping, Development and
Assessment Projects facilitated
by Chandramowly
 Competency Models
Developed
GMR Group
SEPL
Quasar Innovations
ACE Group of Companies
TUV
 Building Mission, Vision, Values
Competency Based Interviewing
Execution – Converting Vision in to Reality
Managing Results
C – Based Performance Management
Competency Modeling Projects
Multi Point Feedback System
Emotional Intelligence
Competency Gap Assessment
Business Process Re-engineering
Learning and Living 7 Habits
‘Self Development’
Team Leadership
Coaching & Consultation
 M R Chandramowly

Focused on serving to build organization Mission, Vision, Values and assist to channelise resources
to achieve strategic business goals developing and building world class HR processes. Specialised in
Leadership Competency modeling, mapping and assessment for PCMM Level 3.
Education
Post Graduate in Literature & Anthropology , Graduate in Science
Course Graduation / Training from Covey Leadership, USA
Competency Management Accreditation - SMR, Singapore
Multipoint Feed Back – ‘VOICES’ certification from Lominger Inc, USA
License to administer Thomas Profiling- Thomas International UK

HR and OD Training Experience

Silva Mind Control - Nigiel Taylor Quasar Innovations – 2 Years
Team Leadership - Leadtrain Corporate Vice-President HR
Basic Human Process Laboratory - ISABS. Praxair India – 7 Years
Human Value Foundation – IIM Calcutta General Manger HR
Career Architect - Competency Model – USA PSI Bull – 7 Years
Coaching Pilot - Singapore
Human Organisation - Praxair Asia
Sample HR Tool Developed
 Performance assessments made easy.
It take less time to complete and document total assessment of direct
reports

Organisational Individual
Organisational
Values Competencies Goals

We develop a customised tool for managers to

assess total employee performance with a bell-
bell-
curve indexing
Features…..
Enter Sl No.

Name: Tarun Designation: Stu

Department: Kensri Job Band: 5 Date: 25 12 2006

Evaluated by: Priya

Displayed Level in Performance Score

Critical Goals Weight 1 2 3 4 5
1 ……………………………………… 15 69
2 ………………………………………. 15

3 …………………………………….. 10

4 ……………………………………… 5

5 ……………………………………… 5

Press if you
6 ………………………………….. 10 have done
7 ………………………………… 10

8 …………………………………. 10

9 ……………………………….. 10

10 ………………………………. 10

You can change the weightage of Individual Critical Goals. Please ensure retaining total score of 100.

5 Excellent Consistently exceeds expectations, exceptional performance

4 Good Frequently exceeds expectations, above average performance
3 Fair Meets expectations, average performance
2 Poor Needs improvement in meeting expectations, below average performance
1 Unable to rate No knowledge of this ability
 Designation: Manager
Name: Tarun
Job Band: 5 Date: 25 12 2006
Department: HR

Evaluated by: Priya

Displayed Level of Performance Total Score

SEPL Values Weight 1 2 3 4 5
1 ………………. 15 52
2 Integrity and Ethics 15

3 Customer focus 10

4 0 5
Press if you
5 Continuous Improvement 5
have done
Leadership Competencies
1 10

2 10

3 …………………………………. 10

Technical Competencies
1 ……………………………….. 10

2 ………………………………. 10

5 Excellent Consistently exceeds expectations, exceptional performance

4 Good Frequently exceeds expectations, above average performance
3 Fair Meets expectations, average performance
2 Poor Needs improvement in meeting expectations, below average performance
1 Unable to rate No knowledge of this ability
 Name: Tarun

Department: Kensri

Evaluated by: Priya

Name: Tarun Designation: Manager

Department: HR Job Band: 5 Date: 25 12 2006

Evaluated by: Priya

High Results – Low Behaviour High Results – Av.Behaviour High Results–High Behaviour

Max Points

Critical Goal Performance

Score

100
Scored

69
TC
Av. Results – Low Behaviour Av. Results – Av Behaviour Av.Results – High Behaviour

SEPL Values and Competencies 100 52 Final Score

200 121 60.5

Low Results – Low Behaviour Low Results – Av. Behaviour Low Results–High behaviour

HC - HIGHLY COMPETENTC - COMPETENT TC - THRESHOLD COMPETENCE

Tarun
Goal VCES Final
Name Dept Manager Designation Band Date Month Year Score core Score
BC Index Dev 1 Dev 2
Development Plan : Critical Goals for Next Financial year ……..
Indicate the competencies (behavioural and technical) mutually agreed for development Tarun Kensri Priya Stu 5 25 12 2006 56 59 58 C Analytical; Listening

Tarun Kensri Priya Stu 5 25 12 2006 47 50 48 TC FD FDD

FD Critical Goal
Tarun Kensri Priya Stu 5 25 12 2006 69 52 60 C 0 0
FDD Critical Goal Name of
Ram HR Thripti Associate 5 23 12 2006 59 54 0 Achieve
selected
Name of
FDDD Critical Goal Saday Kensri Priya Stu 5 25 12 2006 74 60 0 Achieve
selected
Tarun Kensri Priya Stu 5 25 12 2006 56 0 0 0 0
Critical Goal
0 0 0 0 0 0 0 0 0 0 0 0 0
Press if you
Critical Goal Type the name of Type name of the Type employees
have done Type the name the Dept evaluater designation 2 23 12 2006 51 0 0 Achieve uii

Critical Goal Tarun Kensri Priya Stu 5 25 12 2006 61 57 59 C 0 0

Type the name of Type name of the Type employees

Type the name the Dept evaluater designation 2 23 12 2006 100 0 0 0 0