Driving

Business Excellence through

P e o p l e

Agenda
Vendor Conference

Commercial Finalization

One on One Consulting

Vendor Conference
Mail to Vendor CEOs by MDs id  Draft Mail Panel Discussion amongst CEOs in Vendor Conference  Draft Guidelines Present the Contract Labor Guidelines  Circulation of Booklet

Commercial Finalization
Meetings done with all consultants EY Quote from EY is the Benchmark Quote Hewitt Quote brought down to EY Level


Tools Negotiation in Process

Mercer Once Hewitt gives final quote, they will be asked for same rate Hay Group Rates are high, have been asked to reduce CEO Partial Quote for diagnostic received

One on One Consulting

Finalization of tools List of vendors and prioritization List of consultants and allocation of vendors Scheduling of the consulting process Roll Out Steps
   

Diagnostic Action planning Implementation Audit to review progress

 Agenda - Follow up on Mail by MEO(SC) & MEO(Admn) - One on One Implementation - Template - Financials from Consultants - Allocation of Companies to Consultants - Mail from MD

Follow up on Mail by MEO(SC) & MEO(Admn)

 Joint mail sent on 7th March 2010 Approx 20 responses have come Follow up mail also sent in April 1st week Responses being compiled by SC

One on One Implementation Phase

The Process Steps

Template Design

Diagnostics

Implementation of Action Plan

Audit to evaluate Impact

 Same templates to be used by all consultants  Ideas for standard templates / tools being aligned  Meeting of average 4-5 hours with each consultant

The Mapping Process & Tools Used Earlier

INPUT
Meeting with CEO To gain insight into companys vision, values, practices & future roadmap HR Audit Detailed questionnaire for understanding the HR Systems and Processes & audit of relevant documentation Focused Group Discussions Discussions with employee groups to know their perceptions & on ground implementation of HR Processes

ANALYSIS
CEO Role, Vision,Values, Strategy

TOOLS

Discussions with the CEO

Design, Deployment & HR Process Maturity

Detailed questionnaire for understanding the HR Systems and Processes + audit of relevant documentation Discussions with employee groups to know their perceptions & on ground implementation of HR Processes

Peoples Perceptions, Engagement, Work Culture

Proposed Design of the New Template

Diagnostics Tool Matrix
TOOL Meeting with the CEO/ MD Meeting with the Senior Management HR Process Audit Study Focus Group Discussions / EnablersDisablers / In others shoes HR Questionnaire Leadership Work Culture People Practices

60% 30%

15% 15% 70% 60% 30%

10%

10%

Tool Design
Progress Status
TOOL OBJECTIVE

Meeting with the CEO/ MD

Meeting with the Senior Management Focus Group Discussions / EnablersDisablers / In others shoes HR Questionnaire (Climate Study) HR Process Audit Study

Structured tool benchmarking MSIL Practices on Leadership and Work Culture has been prepared Elements, descriptors, scaling listed Feedback from Consultants to finalize tools To be conducted by respective consultants in line with Work Culture parameters To be prepared Feedback from Consultants to finalize tools

Some ideas to be considered

 Some business parameters to be part of diagnostics as elements which can be compared for improvements during audit phase. Suggested parameters:
       New people development initiatives implemented in last six months Nos., reach, cost People Involvement attendance & attrition levels Suggestion Scheme - No. of suggestions given, Nos. implemented, cost savings Quality Circles & Kaizens Nos., Cost savings, system improvements Manpower cost & mix Manpower productivity (Man hours per product) Profit per employee

 Quality trends like Direct Pass Rate, defect rate, delivery schedules

 Plans drawn with timelines to be implemented by a cross functional group within each company (Consultant & MSIL to monitor)  Structured induction for Consultants & MSIL representatives  Responsibility to be allocated for monitoring

Company Allocation to Consultants

 Out of 57, 10 Companies already engaging following consultants :  Hays(1), E&Y(2)  Smile(1), ABC (1), Avalon(1), Deloitte(2), R&M(1), Cerebrus(1)  Mixed group proposed to be allocated to consultants  Proposed Allocation :  CEO 15  Hewitt 12  Mercer - 10  Hays 10  E&Y 10

CEO proposal highlights

 Will go for diagnostics broadly on the parameters set by MSIL  Has suggested some changes in our template  One dedicated resource for a company  Self Managed Teams for blue collar workers a basic approach  Implementation may take 6 months to an year  Yet to firm up detailed costs for implementation

Already began one-on-one at RICO

Hay Group proposal highlights

For the diagnostic study the following tools have been recommended -:

Mercer proposal highlights

 Will broadly go by our tool design & implementation method  Suggests business parameters to be used as progress parameters

EnY proposal highlights

 Already working with Vendor Company, endorses our method  Will broadly go by our tool design & implementation method

Financials
 Approx 5 hours spent with each consultant over 2-3 meetings to orient & explain  Tools, process, financials discussed for each phase  Most consultants seek clarity on implementation phase  Financials being finalised

Thank You !

Driving Business Excellence through People

Road Map for the Future . One to one working with Vendor Companies MSIL HR & Knowledge partner to facilitate / execute Knowledge partners & executors


Hewitt, E&Y, Hay, Mercer, CEO (Center for Excellence in Organizations)

This transition may take 9 ~ 12 months

Key Stages of the Project

Buy in of the Initiative with a Select Group of CEOs Diagnostic Study - HR Process Mapping in 12 Companies CEO Sensitization Workshops Senior Management Sensitization Workshops One on One Support to Vendor Companies in enhancing their HR Capability

Mapping Parameters
TOP LEADERSHIP ROLE
 Vision & Growth Plans  Business Strategy  People Leadership  Decision Making/ Delegation  Change Management

HR FUNCTION MATURITY
 HR Policies  Design and Implementation of HR systems and processes - Managerial Workforce - Blue Collar Employees and - Outsourced Employees (Contract Manpower)

WORK CULTURE
          Fairness and Firmness Participative & Collaborative Open two way communication Equal Opportunity Continuous Improvement & Learning High Performance Listening Culture Appreciation Culture Sense of Belongingness Respect for Individual

The Categorization
Scores given on -: HR Function Maturity Work Culture

SCORING LEGEND
HR PROCESS MATURITY
Scale NASCENT BASELINE EVOLVING MATURE Score Ranges Score: Below15 Score: 15 to 30 Score: 30+ to 60 Score: 60+ to 80 Scale NEGATIVE INDIFFERENT POSITIVE HIGHLY POSITIVE

WORK CULTURE
Score Ranges Score: Below 6 Score: 6 to 12 Score: 12+ to 18 Score: 18+ to 24