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Niravkumar A Mandir

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Niravkumar A Mandir

Chief Human Resource Officer

Shree Ramkrishna Exports Pvt. Ltd.

Niravkumar A Mandir is a member of:

Identifying and Promoting New Leaders:

• Succession Planning and Career Development :-
The conscious efforts made by the company to develop and train leaders and maintain the Career pipelines. Succession planning and Career development is one of the corner stones of organizational success. The assessment and development of potential often leads the way for career and succession planning. Some of the other practices for identification and grooming of next rung of leaders across manufacturing organizations is discussed in this section.

• Succession Planning - Identifying Leaders :-
While potential assessment forms the basis for identifying star performers very often, there is also a defined succession planning policy in some organizations with structured processes for identifying potential leaders. The Emerging Leaders (EL) program in SRK used to identify potential leaders. There are advocacies at the regional Career team level based on which the final list gets decided.

Attract good people, Retain Better Performers and Advance the Best:

RFTS @ SRK

o How to Attract “Right fit Talent Scheme”
o Challenges in retaining “ RFTS”
o Organization obligations towards Talent Nurturing

SRK’s Perception on Talent Matters:

o Corporate & HR Branding works
o Transparency in HR System & Policies
o Take the best of the lot, who is match fit
o Make things straight(No hide & Seek)
o Selection Procedure Counts
o Parity Compensation (Compo Ratio)
o Understand the Person & the needs
o Project People Processes & Quality of Life measures (Hygiene Factors)

The impact of culture on employee retention:

1.People repellents
2.Motivation and its affect on decision making
3.Succession planning and development

In SRK an employee’s direct supervisors are major contributors to how employees view the organisation.Motivation is the internal drive that
causes an individual to behave in a way that is most likely to satisfy
their need.We cant stop employees from leaving unless we have a plan to make them stay.

Recruiting new generation:

Leadership @ SRK

• Transparent – Walk the talk
• Doing things what is right & not what is comfortable
• Drives the team towards achieving Organizational Goals
• Owns & inculcates culture of ownership
• Leverage “Thinking Beyond Problem” attitude
• Leads Organizational Values

@ SRK– we swear by appended values :

Integrity – Commitment – Passion – Seamlessness - Speed

Credibility @ SRK

• Own up what is ours – Mistake / Progress / Pride
• Communicate with passion
• Act on what is actionable
• Keeping your Internal Customers need in mind
• Be transparent and communicate straight

Respect @ SRK

• Show your concern & care
• Provide best of the facilities you can
• Recognize the “Performance Heroes” in public
• Deal with all in all the earnest way
• Be available always

Emotional Values @ SRK

o Spouse Engagement Programs
o Community Development initiatives
o Family Welfare Fund - Supporting the dear ones
o Medical Expenses Support – MediClaim
o Life Insurance coverage

Advice For Fellow HR Leaders:

• Training/Grooming of Leaders :-
There is a dedicated learning centre to develop leaders in SRK. The Career institute also identifies areas where the company needs to direct its energies and mobilize resources to generate leading edge content. Senior leadership gets involved in all programs to share their experience and provide inputs. With a focus towards developing leaders at all levels in the organization, SRK offers programs for grooming leader’s at all important levels of management - first line, middle and senior management. There are specialized management programs for each level and include both nominations to open enrolment programs for individuals requiring inputs in specific areas and to customize short term training programs for select individuals.

SRK operates a management development institute that provides requisite training in an environment focused towards learning.

Leadership Programs in Place:

Among the various methods of assessing Career impact, 360 degree feedback serves as an important tool to assess leaders. Various companies such as SRK utilize this feedback mechanism to assess leader behaviours and impact. Measuring Career traits at SRK is done through a combination of employee engagement scores, voluntary participation in employee development such as mentoring others, external participation in events such as speakers at forums and knowledge sharing exercises, and business performance of respective scorecards. SRK measures the impact during the performance review processes. SRK uses the financial metrics, overall performance of the organization and employee surveys to assess Career impact.It is very satisfying to note the increased importance being given to groom leaders and future managers by the manufacturing sector. In most of the cases a good follow up mechanism seems to be missing.

Pain Points:

Biggest Challenge for the HR Leaders:

"How can HR create value and deliver results? Answering this question requires a fundamentally different way of thinking about HR."

Parting Thoughts

HR s’ Role in the Cultural Change:

1.Rejuvenate the values of TQM & Team working
2.Integrate ODs through benchmarking and adopting best HR practices
Accountability
3.Rationalizing structure
4.Crashing levels—de layering
5.Removing role overlaps
6.Scrapping redundant roles
7.Broad banding
8.Differentiation
9.Benchmarking with the Global best

Relationship with HR and Top Management

"The role of an HR leader is to see the world through their CEO’s glasses.”

HR Strategies In Place

1.Recruitment Strategies
2.Induction & Integration
3.Competency Mapping
4.Training & Development
5.Succession & Leadership Planning
6.Cultural Transparency
7.Diversity Management
8.Welfare Initiatives
9.Statutory Compliance
10.Performance Management System

Current HR Trends:

1.Understanding HR & Information Technology
2.Evolution of Human Resources Function
3.Use of Information Technology in Human Resources.
4.Understanding HR Technology- A new concept
5.Application of HR Technology

HR Challenges:

RFTS @ SRK o How to Attract “Right fit Talent Scheme” o Challenges in retaining “ RFTS” o Organization obligations towards Talent Nurturing SRK’s Perception on Talent Matters: o Corporate & HR Branding works o Transparency in HR System & Policies o Take the best of the lot, who is match fit o Make things straight(No hide & Seek) o Selection Procedure Counts o Parity Compensation (Compo Ratio) o Understand the Person & the needs o Project People Processes & Quality of Life measures (Hygiene Factors) The impact of culture on employee retention: 1.People repellents 2.Motivation and its affect on decision making 3.Succession planning and development In SRK an employee’s direct supervisors are major contributors to how employees view the organisation.Motivation is the internal drive that causes an individual to behave in a way that is most likely to satisfy their need.We cant stop employees from leaving unless we have a plan to make them stay.