hr transformation at rkfl

HR Transformationat RKFL (Unit III & IV)

Presentation byMahendra K. SHUKLA

Sr. Manager & HOD : HRD & AdminRAMKRISHNA FORGINGS LTD. (Unit 3 & 4)

HR Transformationat RKFL (Unit III & IV)…

HR STRATEGY “ The pattern of planned Human Resource deployment

and activities intended to enable the organization to achieve its goal”

FOCUS To provide the organization with sustained competitive

advantage through recruitment, induction, development and alingment of people, skills, HR policies etc.

Competative advantage might arise from having best people , but also from being best of managing what do you have


HUMAN CAPITAL CHALLENGES

1. Growing Labour Costs

2. Pervasive Attraction & Retention Challenges

3. Lack of Leadership Bench Strength

4. Rapidly Growing Benefit Costs

CHALLENGES TO HR FUNCTION

1. Heavy Competition for Skilled Workforce

2. Overly Focused on Administration

3. Under – equipped to meet the Challenges of the Business

4. Regulatory & Legislative Compliances


For HRD, this meant we had a long road ahead….

• Needed to frame an HR Transformation Process that could get full support from Top Management

• Quantify the People – related Issues in Financial Terms

• Build Support ( and Proof) that HRD could ADD Business Value

• Design and Execute a Process that would address these challenges


Business Design for HRD

BUSINESSSTRATEGY

HUMANCAPITAL

STRATEGY

How will weSecure, Manage, and Motivate a workforcethat can execute the Business strategy ?

HR FUNCTIONSTRATEGYHow will we Deliver expected Value and Contributionto the Organization ?

HR OPERATINGMODEL1. SOURCINGWhat activities willWe do ourselves / haveOthers do?2. INFRASTRUCTUREWhat capabilities areneeded to fulfill HRDsStrategy ?3. GOVERNANCEHow will we lead the Function and manage Related Investments?

Performance Monitoring & Renewal


HR FUNCTION1. STRATEGY• Services• Programs2. SERVICE DELIVERY• Attracting Talent• Training & Grooming• Rewarding Contribution• Developing Managerial Culture• Improving Employer – Employee Relationship• Partnering Performance

Supports&

Enables

MissionImperatives

Operating Performance

Employee Needs& Interests

1. Identify current HR Function & Process Costs and Resource Allocation , 2 Determine the Human Capital requirements needed to achieve RKFLs Operational, Financial and Strategic Objectives; 3. Engage Thought Leaders to shape the FUTURE of HRD


Using the Potential of People

A Plant – wide Initiative to Design & Deploy excellent HRD Strategies & Services which will :

Recruit, Retain & Develop

Achieve OperationalExcellence

FulfillMission

Recruit, Retain & Develop the right Talent

Help us achieve OperationalExcellence

Assure our Success inFulfilling our Mission


Areas of Strategic Emphasis1. Talent Management : Our competencies, performance management, career

development, succession planning, talent mapping2. Recruitment / Retention : Getting the best people with the best fit for RKFL, and

keeping them engaged and productive3. Total Rewards : Our compensation (pay), benefit and recognition

programs4. Service Excellence : Using Technology (ERP), Improved HR Processes and a

focus on service to meet needs across the plant


Future Operating Model of HRD

HOD

Plant AdministrationIndustrial Relations/

Staff Welfare/ Liaisoning

Recruitment, Training, Program Development,

System Implementation

Time OfficePayroll & Benefits Section / ERPE/H/S, Asset Mgt


Benefits of Future Model of HRD

• HR Strategy aligned with Business Strategy • Improved Operating Performance & Quality of Service• Consistent, Efficient Development of Core HR Programs, Processes and Policies• Right HR Talent at Right Place• Role Clarity/ Reduced Job Overlap & Fragmentation• Collaborative, Team Driven Model• Standard of HR Excellence consistent across all sections• Leveraging of Learnings and Best Practices Knowledge


Thank you for your valuable time