NHRDN - Learning Centre Workshop on "Innovative HR Practices that make a Difference - Unleash the true Human Capital...Now!" The Facilitators : Rushil Mhatre - Associate Vice President - Human Resources, Dhanalaxmi Bank Custan D'souza - Project Manager - Information Technology, ICICI Lombard

1. Innovative HR Practices That Makes A Difference
…Unleash the true Human Capital..Now!
<<an innovative workshop by>>
Rushil Mhatre & Custan D’souza
21st April 2012
For National HRD Network@ ‘We School’ Campus, Mumbai

2. Encore effect !

7. 21st Century interview
<AV>

9. What will determine your success or failure ?

11. The answer to three questions will determine your
success or failure :
1. Can people trust me to do my best?
2. Am I committed to the task at hand?
3. Do I care about other people and show it?
“If the answers to these questions are YES,”
“ there is no way you can fail”

12. HOW ARE YOU ?

13. Who wants to be Successful ?

15. How quickly you will hit your Target !
• Name the Top 10 HR professionals according to you in
India ?
• Name 5 most influential HR professionals in your life
who have made or will make a difference?
Note – Keep above lists confidential with you; do not share with neighbor

16. Enlarge your vision !

17. Land and the farmer

18. I wish !

19. Four simple questions that accelerate the
achievement of your goals :
• Why ?
• Why not ?
• Why not you ?
• Why not now ?

20. The internet is the single most powerful force shaping our world.
It has also been the fastest-growing source of information in
history :
– Radio took 38 years to reach 50
million listeners.
– Television took 13 years to
reach 50 million households.
– The internet took only 4 years to
reach 50 million users in the
United States
– By the year 2012, there are
nearly 3 billion Internet users
worldwide.

21. How you understand world
• If you cut off a spider‟s head, it dies. But if you cut off a starfish leg, it grows a
new one, and that leg can grow into an entirely new starfish. Traditional top-
down organizations are like spiders, but now starfish organizations are changing
the face of business and the world.
• The Starfish and the spider explores what happens when starfish takes on
spiders (such as music industry v/s Napster, Kazaa and the p2p services that
followed). It reveals how established companies and institutions are also
learning how to incorporate starfish principles to achieve success.
• Importance of catalyst who have an uncanny ability to bring people together
• How the internet has become a breeding ground for leaderless organizations

22. How you understand world
• Not operational excellence or new business models, but
management innovation-new ways of mobilizing talent, allocating
resources, and building strategies.
• Over the past century, breakthroughs in the “technology of
management” have enabled a few companies-including
GE, P&G, Toyota & Visa-to cross new performance thresholds and
build long-term advantages. Yet most of the companies lack a
disciplined process for radical management innovation.
• The current management model-centered on control and efficiency-
no longer suffices in a world where adaptability and creativity drive
business success.

23. Comparison of S&P-500 List
in the year 1958 v/s 1998
» Only 75 companies existed on the list
»425 companies vanished, were made
history, Merged, Pushed-off by companies with more
creative management
» According to Forbes Fast forward in the year 2020;
there will be NEW 375 companies on this LIST…

24. WORKSHOP
“Challenges for HR in 21st Century”
Make 6 Groups of 5 participants each
Each group need to come out with 5 challenges in order of criticality
Time : 15 minutes

25. Outcomes of Workshop discussed
• Culture Management
• Employee Retention
• Radical Change Management
• Building USP for HR
• Becoming business partner
• Goal alignment between Employer & Employee
• Talent Acquisition
• Delivery of complete Training & Development
• Non-Strategic Role
• Social Media Tapping

26. Competency categories
• Strategic contribution 18%
– Culture management • Business Knowledge 5%
– Fast change – Knowledge of the value
– Strategic decision making chain
– Market-driven connectivity – Knowledgee of the Firm‟s
value proposition
– Labor knowledge
• Personal credibility
43% • HR Technology 11%
– HRMS
– Achieving Results
– Effective Relationships – E-Sat
– Communication Skills – Interactive Learning
Modules
– Virtual Project
• HR delivery 23% Management
– Staffing
– Training & Development
– Organization Design Source –
– Process Design
Dave Ulrich
– Performance Management
– HR Measurement HR Value Proposition
– Legal Compliance

27. Bumblebee

28. Elephant

29. WORKSHOP
“Innovative HR practices that makes a difference”
Make 6 Groups of 5 participants each
Each group need to come out with 5 Innovative HR practices
in order of effectiveness
Time : 15 minutes

30. Outcomes of Workshop discussed
• Akshara
• Mobile learning
• Exigency Fund
• Balance Score Card
• Beat the Blues
• 3-days week
• Crèche
• Career progression plan
• Bouquet of Benefits to choose
• Flexi Hours
from
• Stay interview
• Leave Donation
• Succession planning
• Virtual office
• E-learning
• Suggestion schemes Rewards
• Unlimited Performance linked pay
• Vocational Training
• Reward & Recongnition
• Talent Management systems

32. HR practices that effective firms adopt (Pfeiffer – 1994)
• Financial incentives for excellent performance
• Work organization practices that motivate employee effort and capture the benefits of
know-how and skill
• Rigorous selection and selectivity in recruiting
• Higher than average wages
• Employee share-ownership plans
• Extensive information sharing
• Decentralization of decision making and empowerment
• Work organization based on self-managing teams
• High investment in training and skill development
• Having people do multiple jobs and job rotation
• Elimination of status symbols
• A more compressed distribution of salaries across and within levels
• Promotion from within
• A long-term perspective
• Measurement of HR practices and policy implementation
• A coherent view of employment relation

33. Seven HR practices of successful organizations
(Pfeiffer – 1998)
• Employment security
• Selective hiring of new personnel
• Self-managed teams and decentralization of decision making as the
basic principles of organizational design
• Comparatively high compensation contingent on organizational
performance
• Extensive training
• Reduced status distinctions and barriers including
dress, language, office arrangements and wage differences across
levels
• Extensive sharing of financial and performance information
throughout the organization

34. Some more Innovative HR practices
• „Get out of the door policy‟
• „Ethical Test‟
• 2 days compulsory workshop dedicated to learning values of the company
• Career Manager for every employee
• CEO‟s appraisal available on INTRANET to every employee
• People Developer Award; Children care facilities for women employees
• Individual right to spend Rs. 50,000/- to 1 Lac for attending trainings and updating one self
• Employees of organization accepted volunteer 20% salary cut to save others jobs
• Family involvement in celebrations; Induction certificates in front of families
• No Doors inside any offices
• CEO get the „weight‟ information & sends fitness notes personally to every employee
• „Guarantee of fare treatment‟ Letter to every New Joinee personally signed by HR head
• „PSP‟ – People-Service-Profit – Real time communications
• Transparency in profit sharing initiatives with workers

35. “Ways to get off „someday isle‟
and move you career in the right direction”

36. Convincing Power exercise

37. How what you think makes you
weak or strong

38. Journey is the destination !
This workshop is not the quick-fix of Rushil & Custan for your life
& career, participating is a process of discovering application.
We are fellow travelers on the road to effectiveness and we have
built this workshop to share the lessons we have learned so far
and we look forward to hear your lessons @ :
rushilmhatre@gmail.com
custan_123@yahoo.com