JSW – Project Lakshya

2018-19
 About VATS Consulting
Value Added Training Systems & Consulting
What Does

1. 360* L&D Interventions. TNA, Diagnostics, Designing, Implementation, Post implementation,

Impact Analysis and Impact Assurance.

2. Competency Framework & Competency Development, Leadership Development –

Benchmarking, Assessment, Development, Coaching, Mentoring.

3. Develop PMSs that Rewards the Performers and Motivates Others.

4. Incentive Strategies –
Designing Incentive structures to Enhance ROI, Boost Motivation and Reinforce Sales of Strat
egic Products / Services.

5. Develop HR Policies for Start-ups and Small to Medium Enterprises.

6. Help reinforce Business Partnership in HR and other Functions.

7. Psychometrics and Assessment Centers

8. Consulting on Diversity.
 About This L&D Intervention

✓ The Company

✓ The Problem

✓ Project Lakshya
 i
The Tra nnovation
Project Lakshya Gives

Managing
Self

Team work & Managing

Collaboration Relations

Managing
Differences
Complete Value Chain for
Project Lakshya

Create IDP or training for

smooth transition to new role
Identify high potential
employee* based on behavioral
assessment & Past
performance Step 4

Conduct Behavioral
assessment for the
participant Step 3

Training &
reinforcement
process Step 2

Step 1 Complete value chain for Project Lakshya can be

divided into four steps

Project Lakshya * Currently the focus would be on employee eligible for promotion to
manager category
The Trainnovation

IIY
POH
ALP – Entertraining
2% Memory Anchoring
Serotonin – R&R - Strategic
Lock Kiya Jaye
Batch Champions
Experiential – What did you Get ?
AVK
Formative Assessment
How to Training
Trainers R&R
Warming Up the Trainers
Local Super Stars
The Journey

On-boarded and trained 12 Covered more than 3000

Reinforcement started for the participant with 224 trainingdays
trainer across PAN India
training batches across plant

Pilot Batch at Vijayanagar Training batches conducted across Various competition through
various plants ( Salem, Dolvi, reinforcement groups
Vasind, Tarapur &Nagpur)

Project Lakshya
Through reinforcement we created a large socially
connected community..

Daily tea time reinforcement sent across Various competitions to increase

What’s App group engagement and learning

Few of the competitions which has been conducted with

great response from the participant

•Poster Competition

• Captured on Film

• Go Live

Posters
submitted Certificate for Winner & Gift

Project Lakshya
* Certificate will be sent to JSW for signature
Analysis of Pre – Post Training scores

We carried out analysis of Pre Post assessment scores of participant and calculated the percentage increase in post assessment scores
when compared to pre assessment scores

Project Lakshya- Vijayanagar

9.00
8.24
8.00

7.00

6.00

5.00

4.00
3.04
3.00
2.32 2.30
1.92
2.00 1.74

0.97
1.00 0.64 0.77 0.66

0.00
Module 1 Module 2 Module 3 Module 4 Total Score
Pre- Assessment Post- Assessment

Project Lakshya
We have carried out analysis for the participant where we had both pre-
post assessment scores
Final Supervisor Assessment
Survey Methodology
Survey Demographics Survey Structure
Questionnaire used for survey
Question from all four modules have been Over the past 6-8 months, how well do you think your subordinate has been improving in

asked to the supervisors the following areas compared to earlier:

Working productively even in difficult/high pressure/crisis environments
Demonstrating a positive outlook towards improvement and is changing to existing
Managing Self system and processes
Displaying enthusiasm to take up any work given/allotted, and has been motivating others
to do so
Managing Delivers on time for all the commitments undertaken and/or informs on time if

Sample Size Self Managing commitments cannot be met

relations Communicates messages, issues clearly and credibly with different stakeholders
Actively asks for feedback from supervisor and peers to improve his/her performance
Training program participant at Encourages and supports various parties to get together and discusses openly potential
Vijayanagar for training held in months Managing
differences &
issues or problems
Demonstrates skills to negotiate with various teams/people
between January to February 2018 Managing
creativity Appreciates new approaches to solve existing issues and/or suggests new initiatives for
improvement where applicable
Total Sample size :286 Relations Motivates and empowers teams where applicable with necessary authority to take
decisions
Team work &
collaboration Shows intent to share knowledge to enable learning or development of others
Proactively shares information and learnings withcolleagues

Lakshya
Training

Managing Scale Used for Survey

Differences
Exhibits all time / Exhibits Sometimes / Not Applicable /
Excellent improvement Some Improvement No Opportunity to
demonstrate

Team work &

collabration
Response received Exhibits Frequently / Does not Exhibit /
Improvement No Significant
We have received 130 till now* improvement

Project Lakshya
Supervisor voice – Impact of Lakshya Training

Project Lakshya
Survey Analysis(1/2)

According To You Has Your Sub-ordinate Shown Signs Of Total no of participant across categories
Improvement After Lakshya Training ?
80 75
70

60
No 53
Total 130
2 50 responses
40

30

20

10
02
0
>3 <3 - >2 <2

Yes Scores Interpretation

98
0-1 No Significant improvement
1-2 Some Improvement
2-3 Improvement
Yes No
3-4 Excellent improvement

Project Lakshya
Survey Analysis(2/2)

Average Scores across modules Questions where participant scored maximum

3.10
3.08 Working productively even in difficult/highpressure/crisis
A environments
3.05
3.03
3.00 Displaying enthusiasm to take up any work given/allotted, and
3.00
B has been motivating others to do so, willing to go the extra mile

2.95 2.94
C Proactively shares information and learning with colleagues

2.90

Question where participant scored minimum

2.85
Managing Self Managing Relations Managing Teamwork and
Differences Collaboration Actively asks for feedback from the supervisor and peers to
A improve his/her performance
Scores Interpretation 3+ score in all
46%
0-1 No Significant improvement
modules
B Demonstrates skills to negotiate with various teams/people
1-2 Some Improvement
Around 4 6 people score
2-3 Improvement greater than 3 overall & in
each module as well Motivates and empowers teams where applicablewith
3-4 Excellent improvement C necessary authority to take decisions

Project Lakshya
Program Insights

► While the score across modules show around 90 improvement, the highest impact has been around
“Managing Self” which indicates that the participant pool finds self development as the core are of
interest
► Converting this interest and development to organization effectiveness needs to be measured and
tracked
► Managing Conflicts and Communication as a tool to effectively resolve queries and getting work done
could be the next area of focus with a direct link to productivity
► Participants have found the refresher and post program engagement as a good learning aid and we
should create structured post program engagement and rewards and recognition associated with these
activities
► The what’s app groups are effective but are becoming increasingly difficult to manage with such large
workforce, we could look at migrating them on to a learning app where the entire workforce is logged
in and sharing their improvements – eg – Self Driven, Workplace etc
► 65% supervisors have given qualitative feedback stating the program being very effective and how it has
improved their subordinate/s

Project Lakshya
The Feedback

And, Project Lakshya was included in JSW’s Annual Report for its
Potential Business Impact
Happy begining…

Stage 2
• 500 Potential • Ultra Modern
Supervisors • Competency L&D, LMS and
Selected Development Engagement
Started Tools Used

Stage1 Stage 3
 Digitally Transform Employee Experience
Traditional
HR Practices
• Corporate User Interface in HRMS
• Mainly top-down information flow
• One-way communication
• Focus on accountability
• Working in Silos
• Employee Interaction is Transactional
• Collection of Employee Data
• Process Efficiency and Automation
• Process-driven
• KPI Tracking
• Support Employees to Meet Minimum
Requirements
• “One size fit all” Standardization
• Annual Reviews
Digital Employee
Experience
• Consumerized User Experience
• Supports bottom-up information flow
• Two-way, Closed loop Feedback
• Focus on empowerment & autonomy
• Cross Functional Collaboration
• Cultivate Social Relationship
• Analysis of Employee Data
• Employee Engagement
• Employee-centric
• Goal-driven
• Motivate Employees to Go the Extra Mile
• Provides Personalized Experiences
• Real Time Feedback
 Onboarding, Learning, Performance & Recognition
Should Not be Managed in Silos

Engage and Communicate

• Social Feed – Post your experiences, Employee Wellness
share your story, Comment & Like • Commitment towards healthy
• Share your views through Polls workplace
• One To One Communication • Stepathon (Weekly Step Tracking
Competition)
Measure and Engage
• Participate in Engagement Survey Collaborate and Peer Learning
• Voice of Employee • Recognize peers in real time
• Agile Performance Management • Request Feedback from Peers to
• Pulse Check manage your self reputation
• Receive & Rate Feedback

Motivation
Rewards & Recognition
• Give Badges(with points)
• Points
• Leaderboard Competition
• Reward Redemption
Fun & Engaging Onboarding experience

■ Create a fun and engaging

onboarding experience for
Training participants

■ Step by step guide to equip

each participant

■ To make learning faster

Onboarding Quest
Improve Onboarding Experience: Participant's Community

■ Form a community for new

participants which helps in ice
breaking on the first day at work
■ Q&A Forum: Training Facilitators
can answer questions from
participants
■ They can initiate some discussion
with poll or article sharing with
participants

New Joiner Group

 Learning Challenge Participants

1) Set Learning Goals through Quests

According to a research
with 17 million 2) Helps to identify Top Performers and
employees made by Under-Performers, Fast Learners vs Slow
Gallup, they identified Learners
• This can be identified in real-time
based on goal completion
“I know what is • Allows faster intervention for those
expected of me at who Under-Perform
work”

is the Most Important

Join a Quest! Gamified Learning
Statement that drives Challenges
Be Better Everyday!
performance and
Do You Accept the Challenge?
engagement Orchestrate the Right Behavior
 Listen to the collective voice of your organization
Message-in-a-bottle company wide pulse surveys.

Employees can share their thoughts

anonymously and vote on the best answers
that they agree on.
THANK YOU
Feedback Survey Questions

Over the past 6-8 months, how well do you think your subordinate has been improving in the following areas
compared to earlier:
Working productively even in difficult/high pressure/crisis environments
Demonstrating a positive outlook towards improvement and is changing to existing system and processes
Managing Self
Displaying enthusiasm to take up any work given/allotted, and has been motivating others to do so

Delivers on time for all the commitments undertaken and/or informs on time if commitments cannot be met

Managing relations
Communicates messages, issues clearly and credibly with different stakeholders
Actively asks for feedback from supervisor and peers to improve his/her performance
Encourages and supports various parties to get together and discusses openly potential issues or problems
Managing differences Demonstrates skills to negotiate with various teams/people
& creativity Appreciates new approaches to solve existing issues and/or suggests new initiatives for improvement where
applicable
Motivates and empowers teams where applicable with necessary authority to take decisions
Team work &
collaboration Shows intent to share knowledge to enable learning or development of others
Proactively shares information and learnings with colleagues

Project Lakshya