The document discusses strategic human resource management. It outlines the HR agenda which includes corporate goals, high commitment implementation, policies and processes, a customer centric approach, and employee engagement. It emphasizes aligning HR with corporate goals and business strategies. This includes analyzing strengths, weaknesses, opportunities, and threats through a SWOT analysis. Key aspects are developing high commitment through recruitment, training, culture and career progression. Performance management integrates objectives and conduct reviews quarterly and annually. The goal is to enhance talent, efficiency and build a strong organizational culture.

1. INDEEVAR VARMA
Leadership & Change Management – XLRI,
Jamshedpur

2. Strategic HR Management
• The HR Agenda
• Corporate Goals
• High Commitment
Implementation
• Policies & Process
• Customer Centric Approach
• Employee Life Cycle
• Employee Engagement
• Performance Management
HR TREE ( Perfect Story)

3. STRATEGIC PLAN is the company’s long term plan to balance its internal strengths and
weaknesses with its external opportunities and threats to maintain a competitive
advantage
Where we want to be?
Strengths Weaknesses
Opportunities Threats
InternalExternal
SWOT ANALYSIS
Identify Workout areas
STRATEGIC HR MANAGEMENT
STRATEGIC MANAGEMENT: The process of identifying and executing the
organization’s mission by matching its capabilities with the demands of its
environment

5. CORPORATE GOALS
Through Business Vision, goals are created CORPORATE GOALS.
Inspired by these we create Business Goals, HR Goals, etc
“Yesterday I was clever, so I wanted to change the world.
Today I am wise, so I am changing myself”

6. CHARACTERISTICS HIGH COMMITMENT
EMPLOYER ATTITUDE
People & Customer Focused
Consider HR as biggest assets for Org Dev.
RECRUITMENT
Based on performance oriented hiring and
integration with business teams
PROCESS DESIGN
Constant review / update on process to be
efficient and staff satisfactory
BUSINESS GOALS
Team Members understand the bigger
picture
WORK CULTURE Share culture common to all
CAREER PROGRESSION
Assists employees to plan career and provide
opportunity to develop within the business
TRAINING & DEVELOPMENT
Apart of skill trainings, focus on integrity,
diversity, business ethics, etc
HIGH COMMITMENT
COMMIT TO GROWTH

7. IMPLEMENTATION HR

8. POLICIES & PROCESSES
Policies hold the culture of the organization
Policies guide organization.
Create Policies, update time to time and ensure they are respected
Create Processes aligned to Business Staff and Support Staff
Policies
Processes and Guidelines
Forms, Templates, Docs, etc
Business
Ethics
Dress Code
Sexual
Harassment
Policy
Grievance
Handling
Confidentiality
Leave Policy

9. CUSTOMER CENTRIC APPROACH
CUSTOMER
Team
Design
Recruitment
Training
Engagement
Motivation
& Retention
Performanc
e
Mgt
Succession
Planning
 TEAM DESIGNED to serve better to its customer.
 Customer expectations are passed to HR by Managers to hire.
 Trainings to improve efficiency and fill skill –gaps
 Employee Engagement and retentions plans;
continue customer satisfaction.
 Involve customer / client feedback in appraisals
and R&Rs
 Plan next leaders of the Business units and teams
for unknown situations
HR functional focus will be on reducing process time and cost

10. • Right Hire
• On boarding
• Internal
Culture
Recruit
• Appraisals
• Skill
development
• Rewards
Perform
• Succession
Plan
• Career Mgt.
• Exit
Career
Result Oriented Hiring
Clear expectation in JD &
Interview
Equal opportunity
Employer
On boarding is a booster
Skills+Values = Right Hire
Create a brand when hire
Review performance
Quarterly
Appraisals Annually
Increase efficiency
Emp Engagement
PIP for under performers
Promote consistent empl
Innovate HR Programs
Classify performers
Prepare successors
Develop business ethics
Have “good” attrition
Create good careers for
performers
Enhance Retention plans
Employee Life Cycle

11. Employee ENGAGEMENT
Health – Sports- Culture- OnlineTheme Based Activities
EMPOWER Organization culture
ENGAGE employees CSR Activities
Enhance Morals; Strengthen Value
Enable to TEAM SPIRIT
BRAND

12. PERORMANCE MANAGEMENT
Integral PMS including objectives and conduct
Line Managers & HR to review performance quarterly.
Annual PMS to analyze 4 quarter results. (created PULSE 360 MBO & 360 degree methods)
Grading, Promotions and Salary Increments or PIP
PIP – Performance Improvement Plan designed to improve
the under performer.
L& D support on Skill Management & Trainings
Enhance Talent, Improve Efficiency, build Culture through
Trainings.
Create Successors, Bring the Leader out!

13. HR TREE
Existing
Customers
Leads Perfect Environment

14. Contact: +91 966 287 2623
Email: ch.indeevar@gmail.com