Mm Bagali, PhD, High Fliers And Retention, Recruitment, Motivation, Morale, [Compatibility Mode]

1. Human Resources
Part of Course Work / PhD in Management
mm bagali
Research Guide / HR area / Jain University
Research Guide in Management- HR area

2. Learning Objectives
• Explain why people are key
• How to manage different sect of people
• What / How research should be done in this
area

3. agenda
Managing High Fliers
Developing the next generation

4. Let us look at
• What's the workplace today
• Talent Acquisition and People Flow
• The Organizational Transformation strategies
• What Research can go in this area

5. “The challenge today is not just retaining
talented people, but fully engaging them,
capturing their minds and hearts at each stage
of their work lives.”

6. Core Assumptions
20th Century Model 21st Century Model
Labor Cost Human Asset
Individual Collaborative
Unitary Multi-Stakeholder
Centralized leadership Empowered
Not gen Y More gen Y
Single skilled Multi-skilled

7. Factors for person to stay
• Great place to work
• Freedom / Liberity@workplace
• Open space to express
• Great comp and ben…

8. Mercers Survey on “What's Working”
Times of India, 7th Sep, 2011, p:6
• Career Advancement
• Respectable workplace
• Long term leave for best work
• Best Incentives, perks, variable pay

9. Data Quest Sep, 2011
Best Employer Survey

10. • Job Security and • Overseas
Stability Oppournities
• Growth Oppournities/ • Leadership/
Career Development Management
• Flexibility Work Hours/ • Transparent Appraisal
Work-Life Balance System
• Strong Brand Image • Great Polices and
• Positive Work procedure
Environment • Welfare
• Training and Devp • Communication
Oppournity straight
• Attending Employee
Issues

11. Few supporting
• Image
• Managing Slow Dawn
• Perks and Benefits
• Salary hikes
• Job Contents
• Performance matter, so am I here

12. Reasons people quit jobs
• Career Advancement
• Compensation
• Education
• Location
• Competition
– Poaching from Competitors
– Peer Pressure
• Family

14. Characteristic of High Fliers
• Fast at workplace
• Fast track record of change
• Freedom and liberty
• Free from all supervision
• Free transparent communication

15. Expectations Areas
• Compensation
• Place of work
• People and work systems
• Flexibility
• Freedom

16. How to Manage
• Interesting work challenge
• Opportunity for development
• Promote International experience
• Opportunity for career advancement

17. Assistance services
• Tax compliance
• Visa / immigration
• Property management
• Educational benefits for family
• Communicate a vision or

18. Research in High Fliers area
Work
culture & Salary & Leadership
Job
Environmen Compensati &
Satisfaction
t on Colleagues

19. Research in High Fliers area
• Specific objectives of this study could be:
– View global mobility from the standpoint of the employee
– Examine the support that employees receive from their
companies (e.g., policies, training, relocation, repatriation)
– Explore the impact of different types of global mobility on
employee growth, quality of life, and well-being

20. Questions to Determine
Employée Engagement (Q 10)
1. Do you know what is expected of you 6. Is there someone at work who
at work? encourages your development?
2. Do you have the materials and 7. At work, do your opinions seem to
equipment you need to do your count?
work right? 8. Does the mission/purpose of your
3. At work, do you have the opportunity company make you feel your job is
to do what you do best every day? important?
4. In the last seven days, have you 9. Are your associates (fellow
received recognition or praise for employees) committed to doing
doing good work? quality work?
5. Does your supervisor, or someone at 10. Do you have a best friend at work?
work, seem to care about you as a
person?

21. Leaders Role
STRATEGIST—Develops a long-range course of
action or set of goals to align with the
organization’s vision
ENTREPRENEUR—Identifies and exploits
opportunities for new products, services, and
markets

22. MOBILIZER—Proactively builds and aligns
stakeholders, capabilities, and resources for
getting things done
TALENT ADVOCATE—Attracts, develops, and
retains talent to ensure that people are at
right place at the right time for the right
reasons

23. CAPTIVATOR—Builds passion and commitment
toward a common mission
GLOBAL— Bring in a Big picture and what's in it

24. CHANGE DRIVER—Creates an environment;
makes change ; helps others to accept new
ideas
ENTERPRISE GUARDIAN—Ensures decision-
making that supports enterprise—or unit-wide
interests

25. HR Research… Current Areas

26. 7 Biggest Challenges for HR Chief
Talent Career Employee
Acquisition Talent
Planning Engagement
Retention
Managing
Critical Compensati Leadership
Workforce on package Development
Sources: Economic Times, 3rd September, 2011, p: 4. Deloitte Compensation Survey, 2011

27. Sep 2010 to Sep 2011
Sep 2010 Oct 2010 Nov 2010 Dec 2010 Sep 2011
Jan – Feb July – Aug
March 2011 April 2011 May 2011 June 2011
2011 2011

28. Strategic HRM
• Transforming HR through Technology
• Virtual Organization : Challenges and Issues
• Employer Branding as Strategic Tool
• Leadership

29. Talent Acquisition
• Emerging trends in Global mobility
• Attracting Talent
• Engaging Talented Employees

30. Performance Management
• Competency Mapping and Management
• Workforce Productivity
• Competency Model for Education Sector

31. Learning and Development,
including Knowledge Management
• Training Designs
• Building Learning Culture

32. Compensation / Rewards / Pay
• Pay…. JD defined
• Market based Pay structure
• Retention bonus strategies

33. Coaching
• Cross Cultural coaching
• Executive coaching

34. Diversity
• Managing diversity
• Managing MNC: HR way

35. Reading List
Fortune
Great place to work
Harvard Business School Press
MIT- Sloan Management Review
What makes HBR great after so many years of running

36. What makes HBR great after so many years of running
Most of the papers / articles / cases / research
paper / interviews and write ups at HBR from :
Fortune Companies
Macro Study / Major study
Huge Data at Countries involved
Burning Issues
CEO level analysis

37. A word of warning…
• Good data is must
• Questionnaire elaborate
• Statistical Analysis
• Pilot Study
• Document everything in the process
• As case study, the style will be different

38. Research in High Fliers area
Work
culture & Salary & Leadership
Job
Environmen Compensati &
Satisfaction
t on Colleagues

39. Work
culture &
Environmen
t
• The Company’s infrastructure is good and makes my work easier
• The culture of the company creates a very positive work environment
• The company is very open to ideas and suggestions given by employees
• This company believes in giving back to society and has a lot of social work
initiatives
• This company conducts its business in a fair manner
• This company has high standards of corporate governance
• I feel my opinion matters in this company
• Major decisions or changes are immediately communicated to us
• This company behaves in a very professional manner-with employees,
customers, and others

40. • I have the freedom to make decisions on my own relating to my work
• I am not encouraged to take risks in my work
• The company is sensitive to its women employees
• People in my company treat each other with mutual trust and respect
• I respect this company’s work values and ethics
• I feel a sense of belongingness in this company
• The company responds immediately to any issues or problems I have
• The company and my manager help me maintain a work-life balance
• This company puts a high value on honesty and integrity
• I have fun working here

41. Job
Satisfaction
• The work I do is crucial to the company’s growth
• I am very excited about the work I handle here
• People around me are passionate about their work
• I have exciting growth opportunities in this company
• I am very excited by the technology I am working on
• I am very stressed at work
• My job is secure here
• My goals are clearly defined and I know what I am expected to do
• I am satisfied the with amount of training given to me in a year
• I am satisfied with the quality of training the company provides
• The training given to me is relevant to the kind of work I do
• The training given in this company genuinely helps me in my professional and
personal growth

42. Salary &
Compensati
on
• I am paid enough for the work do in this company
• My salary structure is quite tax efficient
• I am not paid at par with industry standards
• I am satisfied with the kind of salary hikes I get
• I am satisfied with the perks and benefits available to me
• The company has the same and equal salary structure for male and female
employees
• The appraisal system in this company is transparent
• The appraisal system in this company is fair
• The appraisal parameters are well thought out and relevant
• Special initiatives and efforts are duly recognized at the time of appraisal
• The appraisal system is not partial towards male employees
• My company has different KRAs/performance measures for female employees

43. Leadership I believe that the company’s leadership is doing what is required for the company’s
•
& growth
Colleagues My manager is always available when I need help or advice.
•
• My manager encourages me to speak freely at meetings
• My manager genuinely cares about my professional and personal growth
• My superiors give recognition immediately for outstanding work done
• I get regular and constructive feedback from my manager/superiors
• My colleagues help me when I need them
• My relationship with my peers make for a better work environment
• I had been treated differently because of my gender
• My male co-workers interact differently with me than they do with one another
• My ideas and thoughts are not given priority by management
• Glass ceiling for female employees exists in my company
• My company provides support during and after the maternity period
• My company has mentoring programs for female employees
• My company has family friendly work place policies for female employees
• My company has strong and easily accessible grievance cell
• My company has policy of minimum number of female employees at each level/band
and attrition check is done for the same

44. Seminar
Presentation on:
Great place to work strategies
15 min presentation / 10 Q-A /

45. Any questions or comments about the presentation can be sent to
sanbag@rediffmail.com / sanbagsanbag@rediffmail.com