CII HR Excellence Assessment

Application Brochure And Excellence Model

CII HR Excellence Assessment

Contents
Introduction ..........................................................................3 HR Excellence Model...............................................................4 Assessment Process ...............................................................6 Recognition Methodology ........................................................7 Application Process ................................................................9 Application Document ............................................................11 Human Resources Excellence Assessment Criteria Leadership ............................................................................13 Human Resources Strategy ....................................................14 Human Resources Management Processes/Practices ..................15 People Knowledge and Competencies ......................................16 People Well-being and Engagement .........................................17 Results .................................................................................18 Assessment and Scoring ........................................................20 Scoring Matrix – Enablers .......................................................21 Scoring Matrix – Results ........................................................22 Application Form ...................................................................23 Scoring Summary Sheet .........................................................25

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CII HR Excellence Assessment INTRODUCTION The Confederation of Indian Industry (CII) works to create and sustain an environment conducive to the growth of industry in India. livelihood. industry led and industry managed organisation. With 63 offices in India. partnering industry and government alike through advisory and consultative processes. CII serves as a reference point for Indian industry and the international business community CII established the Human Resources Excellence Assessment to promote the awareness of HR Excellence as an increasingly important element of organizational performance management. playing a proactive role in India’s development process. CII is a non-government. not-for-profit. with a direct membership of over 7500 organisations from the private as well as public sectors. diversity management. skill development and water. France. Partnerships with over 120 NGOs across the country carry forward our initiatives in integrated and inclusive development. Major emphasis is laid on projecting a positive image of business. assisting industry to identify and execute corporate citizenship programmes. Founded over 113 years ago. 3 . Japan. organizations need to establish appropriate management framework with clear purpose. enhancing efficiency. CII-HR Excellence Model is a practical tool that can be used in a number of ways. As a framework to position various HR initiatives and identify gaps. it is India’s premier business association. China. USA and institutional partnerships with 271 counterpart organisations in 100 countries. to name a few. As a tool for Self.000 companies from around 380 national and regional sectoral associations. CII catalyses change by working closely with government on policy issues. UK. size. including SMEs and MNCs. and an indirect membership of over 83. education. structure or maturity to be successful. Singapore. Austria. Objectives Regardless of sector. 8 overseas in Australia. which include health. It also provides a platform for sectoral consensus building and networking. competitiveness and expanding business opportunities for industry through a range of specialised services and global linkages.Assessment by measuring the current status and thus identify the gaps to stimulate solutions.

CII HR Excellence Assessment As the basis to develop common understanding of various terms used in the HR Management. by providing objective feedback for improvement to each applicant. To facilitate communication and sharing of best practices and information within and among organizations of all types 4 . capabilities. The HR Excellence Assessment aims to achieve the following: To help improve Human Resources and performance practices.

The Enablers criteria are concerned with how the results are being achieved. The six boxes in the model correspond to the criteria. used to assess the applicant organisation’s progress towards HR Excellence. Scoring System Scoring will be done as per the RADAR logic explained below: RADAR consists of four elements: • Results • Approach • Deployment • Assessment and Review 5 . The Results criterion is concerned with what the organisation has achieved and is achieving.EXIM BANK Model for Business Excellence and such similar models. Applicants will be assessed as per the CII – HR Excellence Model.CII HR Excellence Assessment CII-HR Excellence Model The Model is developed based on CII. as shown below: Enablers 650 points (65 %) People Knowledge & Competencies (15%) Leadership (10%) Results 350 points (35%) HR Strategy (10%) HR Management Processes/ Practices (15%) Results (35%) People Well-Being & Engagement (15%) Innovation and learning The applicant organisation is scored on a scale 0 to 1000 points using the CII-HR Excellence Model.

Additionally. targets will be appropriate and have met or exceeded. Output from measurement and learning will be used to identify. Approach This covers what an organisation plans to do and the reasons for it. Deployment This covers what an organisation does to deploy the approach. prioritise. In an excellent organisation. Assessment & Review This covers what an organisation does to assess and review both the approach and the deployment of the approach. In an excellent organisation the results will show favorable trends and/or sustained good performance. plan and implement improvement. Results This covers with what an organisation has achieved and is achieving. 6 .CII HR Excellence Assessment Applying RADAR Logic The following are the specific elements of the RADAR concept that should be addressed. The approach is to be integrated to support HR strategy and policies in line with organizational purpose and linked to other approaches where appropriate. the scope of the results will address the relevant areas. In an excellent organisation the approach will be sound-having a clear rationale with well-defined and developed processes and a clear focus on stakeholders needs. In an excellent organisation the approach will be implemented in all relevant areas in a systematic way. Performance will compare well with others and will have been caused by the approaches. the approach and its deployment will be subject to regular measurement and learning.

CII HR Excellence Assessment Assessment Process Submission of Application Potential applicants apply for the HR Excellence Assessment Process. Selection of Assessors Senior Managers from Industry who have been trained in the CII Excellence Assessment process are selected as Assessors.) Assessment. Assessor team is appointed for each applicant. 7 . Score-ranges are also given for each criterion. Applications are re-scored and reports finalized. (Typically the whole process lasts for 3 to 4 days. Assessors individually list strengths / opportunities for improvement and score in their own time. Applicant Submits Documents Applicants send 50 page (maximum) application document to CII. Consensus Scoring and Site Visit Feedback Report Senior Assessors (leaders of the Assessment team) write Feedback Reports to all applicants identifying the strengths/opportunities for improvement. On request. Team assembles at site to reach consensus score followed by the Site Visits to check the Validity of application and clarify issues. Senior Assessor visits applicant to discuss feedback report.

ciionline. Vishwaneedam P. Bangalore – 560 091 Eligibility Criteria The applicant must be actively in business at least for the past three years. please visit www. In addition to the above benefits.CII HR Excellence Assessment Benefits to HR Excellence Assessment applicants: • • The Human Resources function of all participating companies will receive a certificate in recognition of their participation and involvement. Participating companies will receive feedback and of their Human Resources score program assessment. 8 . based on information provided. participation in this assessment process can be a stepping-stone for other assessments like CII-EXIM BANK BUSINESS EXCELLENCE ASSESSMENT. For more information on the latter.O.org or Contact :CII Institute of Quality Near Bharat Nagara Phase III Magadi Main Road.

Application Requirements Applicants will submit an application package that consists of: • • • Submit application form as per format on Page 24. scoring rationale and application process. Site visit is part of the review process. All applicants will be subjected to a site visit. 9 . Develop draft of response to each aspect of the criteria of the model. Application Fee to be paid as applicable. 3. 1. Read the application brochure to gain an overall understanding of the purpose of the criteria. Confidentiality Each application will be reviewed by a Panel of Assessors. An applicant can indicate in its application document or during the site visit that certain information is proprietary in nature. members of the Panel of Assessors and the Jury agree to keep such designated information as confidential. boarding and Lodging) will be borne by the applicant. Submit overall Application Document as per format given on Page 11. Meet with HR staff to assign responses to each aspect of the criteria. 2. Expenses for the site visit (Travel. The CII. except as may be required by law or order of a court. The applicant will be required to facilitate an open and unbiased examination. Members of the Panel of Assessors and the Jury sign Non-disclosure agreement to hold in confidence such proprietary information obtained in the course of the assessment process. 4.CII HR Excellence Assessment Application Process The process for submitting an application can be broken into the following steps. 5. Edit and develop final draft for overall response from the drafts.

Note that the 50 pages will include • Table of contents • Overview • Support material • Glossary of terms 2. . 3. numbered pages loose-bound pages (for ease of processing) no more than 50 pages (sides) of A4 in total length. Table of Contents Please give the page wise table of contents. mission and values employee profile. c. The signature authenticates that all the information contained in the application is correct. facilities and raw material 10 b. and the requirements of the submission and the eligibility are met and the associated costs will be borne by the organization. Applications should be: in type-script in English text in 11 point Arial font and figures in 9 point Arial narrow. Application Form (page 24) Please include a copy of the filled in Application Form with the signature of the highest ranking HR official. Overview The overview is summary information about the applicant and its business (not exceeding Four pages).CII HR Excellence Assessment Application Document 1. d. Title Page The name of the organisation or business entity making the application. The application form is to be found on Page 24 of this brochure. and should for example include: Date of incorporation principal products and services purpose. its address and the date of the application. use of subcontract employees and special health and safety requirements customer profile competitor profile major technologies. The document should be divided into the following sections: a. Seven identical copies are required. vision.

Completed Application Document should be sent. Applications not complying with the above requirements will be rejected. 11 . to allow the freedom to present self-assessment information which is relevant to the particular business situation. 2. This information must be closely aligned with the six Asessment assessment criteria. f. Support Material Support material will comprise the bulk of the application and will generally have been derived from self-assessment of the organisation’s activities.1 Sending the Application Document Six copies along with the filled in application form at Page 24. Glossary of Terms Please give the description of all terms and abbreviations used in the Application document.CII HR Excellence Assessment - regulatory and safety environment organizational structure e. 3. addressed to the contact person given on Page 11. The criteria are carefully and deliberately phrased in non-prescriptive terms. Applications not complying with the dates a will not be considered.

policy and strategy. Please address the following issues: a. Leaders at different levels facilitate implementation of these via appropriate actions. How do leaders promote. support and engage and contribute to activities that aim to improve the status of socially / economically backward sections of society. How leaders develop the organisation’s mission and vision? How do leaders develop and role model ethics and values which support the creation of the “Culture of Excellence” across the organization ? How do leaders review and improve the effectiveness of their own leadership and identify and develop future leadership requirements? How do leaders stimulate and encourage empowerment. funding learning and improvement activities? How leaders encourage and support learning and collaboration activities? How have the leaders aligned the organisation’s structure to support delivery of its policy and strategy? Do the leaders personally communicate the organisation’s mission. by changing the organization’s structure. and values required for long-term success of the organisation. Leadership (100 points) Excellent Leaders develop the mission. f. g. support and engage in activities that aim to improve the global environment and the organisations contribution to society with a view to respecting the rights and interests of future generations. gender equality etc. communicate with all stakeholders and establish organization structure to fulfill the same through their actions and behavior. vision. c. e.CII HR Excellence Assessment Human Resources Excellence Model: Criteria 1. creativity and innovation. Coverage may include: • Leaders of excellent organizations develop shared vision. d. plans. objectives and targets? Are they accessible. i. mission and values. l. at all levels within the organization. objectives and targets to people? How do leaders help and support people to achieve their plans. h. e. values. 12 . in a timely and appropriate manner? How do leaders promote. k. differently abled persons.g. j. vision. and their personal involvement by establishing HR Management system aligned to achieve the organizational success. active listeners and respond positively to the people? How do leaders encourage and enable people involvement thru participation in improvement activities for the benefit of organization/community/society ? How do leaders recognise both team and individual efforts. b. behaviours.

Leaders of socially conscious organizations provide opportunities to enhance competencies / employability of persons of socially / economically backward sections of society like SC /ST / BCs. Leaders of excellent organisations create ambience to generate new and innovative ideas from its people and their implementation. Further they also recognize and reward the individuals and teams for their contributions. differently abled persons. gender equality etc and support actions to improve their status in the society. • • • 13 .CII HR Excellence Assessment • Practices & Processes that indicate leaders involvement in managing improvements and encouraging employee participation in improvement activities for creating and nurturing the culture of excellence across the organisation.

such as developmental programs for future leaders. with new competencies to meet future business needs. d. e. teams. f. b. Broadly describe how your organization structure. plans.CII HR Excellence Assessment Human Resources Excellence Model: Criteria 2. based on organizational/ stock market/ customer / other performance attributes. to deliver the HR strategy. • 14 . which reflect the overall goals and objectives of your company? Describe how HR plans/strategy is incorporated into the organisation’s strategic plan. What are the key steps the HR function uses in your organization in setting HR strategic plans. such as union partnerships. c. Describe how your HR policies/strategies specifically address your organisation's journey towards Business Excellence. Coverage may include: • • • Redesign of your work organization and/or jobs to increase employee empowerment and decision making. Education/training initiatives. What key factors are considered in planning future HR strategies? Summarize your key strategic objectives and your timetable for accomplishing them. by developing appropriate strategies including HR strategies. Initiatives to promote greater labor-management cooperation. Human Resources Strategy (100 points) Excellent organizations implement their Vision. Please address the following items: a. Mission. people processes & practices support the achievement of your strategic objectives? Describe changes brought in HR Strategy over last 24/36 months and spell out their measurable impact on your organisation. both short and long-term. Modification of compensation/recognition systems to recognize individuals. partnerships with universities/academic/ professional institutions to help ensure the availability of employees. The HR policies. objectives and processes are developed and deployed. establishment of technology-based training etc.

setting standards / norms for recruitment balancing organizational needs. How do you stay abreast of HR best practices and how do you incorporate these into your organization? Describe various top down. Reward and Recognition systems promoting higher levels performance culture and fostering team work. • Recruitment processes may include assessment of knowledge skills. 15 . Coverage may include: • High performance work culture is normally characterized by flexibility. c. g. Describe how your reward / recognition / compensation and career progression policies are linked with the PMS. etc.CII HR Excellence Assessment Human Resources Excellence Model: Criteria 3. What are the key HR practices that help the organization achieve its business goals and objectives? Describe briefly your manpower planning. recruitment. attitudes. use of teams and alternative work arrangements. Describe your current performance management system. reach the organisation's business goals & objectives. describe how these reinforce the PMS. • Factors in work/job design include simplification of job classifications. customer focus and fast response. • Compensation / Recognition system approaches may include profit sharing. including non-financial components. Please address the following items: a. bottom up and horizontal communication channels deployed by your organisation and the process used to act upon employee feedback.. alignment with organizational objectives. linkage to customer satisfaction/loyalty measures etc. providing equal opportunities and community aspirations. b. knowledge and skills sharing. job rotation. Career Progression plans / practices. e. How does the PMS encourage and support individuals & teams. h. Human Resources Management Processes/Practices (150 points) Describe how your HR processes / practices support the organization in achieving its business goals and objectives and its journey towards business excellence. Describe the policies / practices of your organization. innovation. i. career planning. team/unit linked performance incentives. differently abled people and gender equality in recruitment. and succession planning processes/practices. for the socially / economically backward sections of the society. What are the recent improvements in HR Practices? How do you measure the effectiveness of these improvements? How do you leverage Information Technology to support your HR processes? d. variables pay based on individual or/and performance. f.

people from socially / economically and backward communities. medium and long-term plans of the organization? How do you deliver functional & technical training? How do you address management / leadership development in your training strategies & plans (including formal and informal methods as appropriate. c.CII HR Excellence Assessment Human Resources Excellence Model: Criteria 4. How do you educate and train your people on contemporary / emerging technologies. f. Coverage may include: Processes for Knowledge and Competency development for different segments of employees viz. People Knowledge and Competencies (150 points) Describe how your organization's people knowledge and competencies are identified. different categories.. h. g. to meet the business needs. e. differently abled persons etc.) and evaluate the effectiveness of these processes? Describe new employee orientation program. educational and management institutions? How does your organisation ensure that the competencies of the people employed in outsourced activities would meet the job requirements? b. Describe your organisation's involvement with / support to professional bodies. developed and sustained leading to overall improved employee performance to support your organization's objectives. j. i. Knowledge and Competency management may include identification and bridging of gaps on functional aspects related job and development of skills such 16 . relevant to the business needs and best practices? How do you reinforce knowledge and skills on the job? Describe how development of knowledge and competencies has contributed to the overall success of your organization? Describe how knowledge & competency of your HR staff is leveraged to enhance innovation and learning in HR function? List separately the number of employees involved in and the number of training hours conducted at your organization in the previous two years. How does the approach to training and development is aligned with the short. Describe the processes employed for identifying. k. classifying and matching people's knowledge and competencies with the organisation's current and future needs. d. Please address the following items: a.

Processes and practices adopted by the orgnisation to ensure that the people employed possess necessary competencies for effective working in line with the changing business needs.CII HR Excellence Assessment as communication. interpreting and using data. team. problem solving. organizational image building in community / society etc. customer expectations. 17 . waste/cycle time reduction etc. teamwork. impact on customer-related performance. process analysis/simplification. unit and organizational performance / attitudes. Evaluation of training and development may include impact on individual. cost/benefit analysis of the training.

Employee Satisfaction: What formal and/or informal assessment methods and measures are used to determine the key factors that impact employee well-being. benefits and policies? How are these enhancements selected and tailored to the needs of a diverse workforce and different categories and types of employees as appropriate? Describe the practices in vogue to ensure that the employee benefits (financial & non-financial) are provided for outsourced employees beyond the statutory requirements are provided. • • • . • • • • Work Environment: How does your organisation address and improve workplace health.CII HR Excellence Assessment Human Resources Excellence Model : Criteria 5. including relationships with formal employee representatives/groups? How do people take part in identifying and improving workplace safety and wellbeing? Bring out the practices your organisation adopts to ensure the safety and health of the employees of outsourced activities are addressed either directly or indirectly. Please address the following items: a. safety and ergonomic factors? How do you handle “labor/employee relations” issues. People Well-Being and Engagement (150 points) Describe how your organization’s work environment. recognizing their diverse needs. employee support climate and people engagement are determined with the aim of fostering the well-being. satisfaction. • • • c. Employee Support Climate: How does your organisation enhance your employee’s work climate via services. satisfaction and motivation? How do you tailor these methods and measures to a diverse work force and to different categories/types of employees? Explain the practices adopted by your 18 b. satisfaction and motivation? What formal and/or informal assessment methods and measures are used to determine employee well-being. and motivation of all employees to achieve the long term organizational success.

benefits packages. promote gender equality behaviour. Statutory compliances. non-work-related education. grievances and productivity to assess and improve employee well-being. outplacement services retirement benefits etc. health and employee benefits for employees of outsourced activities are addressed adequately. absenteeism. • • 19 .CII HR Excellence Assessment organization to address cultural diversity. special leave for family responsibilities. recreational and cultural activities. day-care. Methodology adopted to ensure that aspects like safety. Safety / Health / Environmental promotion policies. flexible work hours. satisfaction and motivation? How do you use assessment findings to identify priorities for improving the work environment and employee support climate to achieve long term organizational success? • Coverage may include: • Examples of ways companies contribute to employee satisfaction: career development and employee services. gender equality. formal and informal recognition. respect for women and deal with non-compliance to these policies? • How do you use other indicators such as employee retention.

from surveys. People perception measures may include those relating to: Motivation Career development. o health and safety conditions. People Behaviour and Respect for women. o the management of change. o leadership. o job security. vision. for example. customer perception and society perception of the organisation.CII HR Excellence Assessment Human Resources Excellence Model: Criteria 6. People Participation and encouragement to sports and other leisure activities Ethical behaviour of people. o communication. o recognition o target setting and appraisal o the organisation’s values. o equal opportunities. etc). focus groups. 6a Results (350 points) Perception measures (150 Points) These measures are the people’s perception. o involvement. Sales and After Sales Support o capabilities and behaviour of employees o handling of complaints 20 . Equal opportunity employer. mission. o opportunity to learn and achieve. o peer relationships. Image of employees as responsible members of community and society. o facilities and services. o employment conditions. directly impacting the HR function (obtained. o the organizations environmental policy and impact. interviews. structured appraisals. policy and strategy o training and development Satisfaction: o Organisation’s administration. o the organisation’s role in the community / society development working environment Customer perception measures regarding employees may relate to: Image o accessibility o communication o pro-active behaviour o responsiveness Society perception: o o o o o o People Involvement in the development of community/society/environment. o empowerment. o pay and benefits.

o training evaluation o Effectiveness of grievance redressals. These measures are the internal ones used by the organisation in order to monitor.g. Operational measures used by the organisation to monitor and understand the HR processes which directly impact key business outcomes.. o recognition of individuals and teams. integrity. understand. o speed of response to enquiries. o recruitment trends. crèche). predict and improve the performance of the organisation’s people and business directly impacted by the HR function. Depending on the purpose of the organisation. Services provided to the organisation’s people: o accuracy of personnel administration. o involvement in improvement activities (individuals/teams) o levels of training and development. o success rates of training and development to meet objectives Motivation and involvement. o sexual harassment/non compliance incidents o pending legal cases o use of benefits. o strikes. o grievances. o use of organisation provided facilities (e. covering hygiene and motivational aspects. o measurable benefits of team work. o productivity. o staff turnover. 21 . o competency requirements versus competencies available.CII HR Excellence Assessment 6b Organisational Performance Indicators (200 Points). o response rates to people surveys Equal Opportunity Employment o Segmentation of employees o Gender composition o Recruitment / Attrition rates Satisfaction: o absenteeism and sickness levels. performance indicators for people may include those relating to: Achievements. • Indicators on aspects such as employee satisfaction on various aspects related to employees of outsourced activities. segmentation of data to monitor and understand the effectiveness of various HR policies / practices to enhance the perception of different categories of full time employees and thus their contribution for improved organizational performance. o accident levels. recreational. value of intellectual property/capital) Profitability per employee Value Added (VA)/Re of employee cost • • • • Coverage may include: • The internal measures may include performance indicators. o communication effectiveness. These may include: Innovations/breakthrough improvements Information and knowledge (accessibility.

Assessors will be screened for any possible clash of business interest. Each Assessor will be required to sign a Nondisclosure agreement. Assessors may wish to review personnel records and other connected documents. Assessors may also want to conduct random interviews with employees/employee unions/associations. The HR Excellence Committee of CII will arrange for a Panel of Assessors who will be responsible for assessing sapplicant organisations. Scoring The applicant organisation is assessed as per the scoring guidelines (please refer to Scoring Matrix) for each of the Six Criteria and the total points awarded is arrived at. after assigning the corresponding weightages. trained on CII-EXIM Bank Business Excellence Model Assessment Process. Weightages (%) 10 10 15 15 15 35 15 20 Maximum points 100 100 150 150 150 350 150 200 22 .CII HR Excellence Assessment Assessment and Scoring Panel of Assessors The Panel of Assessors consists of HR professionals and Business Managers. Assessors reserve the right to verify all programs and practices listed in the application. Criteria 1 2 3 4 5 6 6a 6b Site Visits All applicants will undergo a site visit to their facility.

CII HR Excellence Assessment Scoring Matrix.Enablers (Criteria 1 to 5) 23 .

Results (Criteria 6) 24 .CII HR Excellence Assessment Scoring Matrix.

Perception Measures 6b.CII HR Excellence Assessment Scoring Summary Sheet Calculation of Total Points Criterion 1. Leadership 2.0 × 1.5 × 1. HR Strategy 3. Performance Indicators Total Points Awarded × 1. People Knowledge & Competencies 5.5 Points Awarded 25 .5 × 2. People Well-being & Engagement Results 6a. HR Management Practices 4.0 × 1.5 × 1.0 Score Awarded Factor × 1.

.2 3..6 Contact Address (if different from above) ……………………………………………….1 Name of the organisation’s contact person ……………………………………………….2 Position ……………………………………………….…………………………………………………………………… 2.…………………………………………………………………… 2.3 3.5 Email ………………………………………………...1 Name of Applicant Organisation ……………………………………………….4 3.1 Name of the Highest Ranking HR Official ………………………………………………..…………………………………………………………………… 2.CII HR Excellence Assessment Application Form 1.2 Address ……………………………………………….…………………………………………………………………… ……………………………………………….…………………………………………………………………… 3..5 Position ………………………………………………………………………………………………… Telephone ……………………………………………………………………………………………… Fax……………………………………………………………………………………………… Email…………………………………………………………………………………….4 Fax ………………………………………………..…………………………………………………………………… 2.…………………………………………………………………… ……………………………………………….…………………………………………………………………… 2.…………………………………………………………………… 2..3 Telephone ……………………………………………….…………………………………………………………………… Pin Code: ………………………………………………. 26 ..…………………………………………………………………… 3.…………………………………………………………………… 1.

On-contract Total 4. We agree to host the site visit and facilitate an open and unbiased assessment. Number of HR staff in the region………….1 Size of the Organisation (measured in average Full Time Employee strength in last 12 months) …………………………………………………………………………………………………………………… Full Time Number of employee’s world-wide ………… Number of employees in the Region ……… Number of HR staff in World wide ………. …………………………………………………………………………………………………………………. 4.3 Annual Sales in Rs Cr.. We understand that our application will be reviewed by a Panel of Assessors. ________________________ ________________________________________________________ (Signature of Highest Ranking HR Official) Date ___________________________________ 27 . We agree to pay the application fee and expenses towards the site visit..2 Number of locations/sites ………………………………………………………………………………………………………………….CII HR Excellence Assessment 4.

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