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Ramana Gv

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Ramana Gv

VP - Head of HR

Adarsh Credit Co-Operative Society

Ramana Gv is a member of:

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

I strongly believe leader preparing leader, I enjoy sharing my experience where I gained knowledge from my Gurus at institutions/in professional life. I download what I learnt, what I achieved, how I achieved in professional career.I never try 2 attract, but I share what they like to learn, I show the path to achieve their GOAL,I guide holding their hand. I encourage every individual associated with to achieve their destination. One should try and find out what other Individual love to do, enjoy to do, passion in life. Give them all these, they are completely devoted to you, we don't have to retain them, in fact they never leave you. As a Leader I ensure to lead them to their GOAL, I see my achievement in their achievement, I enjoy their success, because they helped/supported indirectly to achieve my GOALS. My Dad wanted his sons to be successful in their life,he helped/guided by holding hand to reach our destiny in life.This experience taught me a lot to help every Individual in life.

Recommended Reading

I suggest professional sites, professional networks to gain and update their knowledge. As I suggest my team to follow LinkedIn, SillconIndia,CHRM,citeHR kind of knowledge base platform to update their skills and knowledge. One should read autobiographies of successful personalities in the society they guiding maps to reach our destiny, their experience makes every one to become wise. Warren buffet, Robin sharma, Dr Narayana murthy's, Mrs Narayana murthy's articles how they chased their dreams motivates every individual to have GOALS, to dream big BIG. I find HR Community sites very useful for every young professional, for every professional in HR to follow regularly to update their knowledge like:APQC, citeman, CHRM, relegiously follow professional networks like siliconIndia Leaders speak column,blogs with full of tips, hr.siliconindia with excellent articles by professionals sharing their successful experiments, TIPS. I also suggest to update their HR knowledge at Cite HR, CHRM.

Relationship with HR and Top Management

The ways for a successful relationship understanding between two individuals, helping each other to achieve GOALS is necessary factors. Every organisation's success lies in right approach with right people, in right direction, for this successful people management, helping the organisation to achieve organisation GOALS is required. HR is the main support function to Business, if HUMAN CAPITAL is strong and successful, support,encouragement by management, CEO helps to lay clear path to success of every organisation. For CEO, HR and Business are two eyes of the organisation, its in CEO's hands to ensure his vision is clear to achieve the destiny, and its BUSINESS HUMAN CAPITAL ensure to guide CEO/organisation to reach the destiny, its a GOLDEN TRIANGLE approach. Today Successful organisations lead by successful people, CEO leads the rest. Doing what we need to do to deliver our vision for tomorrow, and for that to happen, there needs to be teamwork: HR help to build great companies.

Current HR Trends:

Internal promotions, encouraging young successful talent to next level ensure retention of best talent also cost cut, part of succession planning also. In most of the organisations I see HR wanting to OWN their technology and making a move to cloud based solutions that they can maintain cheaply without having to be dependent upon IT or a big ERP system. Outsourcing HR functions to trusted vendors who understand their culture, who says we take care of your HR you do your business. Most of the Org relaised today that Creating a pipeline of leadership talent is key to a business’ future growth, believes in long term plans and creating future leaders. Not only in IT/IT enabled services but also in almost all the sectors concentrating on Work-Life balance as it is a Business proposition, since progressive companies carry business forward with employees and families. As higher number of Gen Yers are joining,HR's task is to ensuring that all the age groups are comfortable working together.

HR Challenges:

Supporting Cost Cutting cause, requiring high productivity gains, as well as innovative solutions within the budget main challenge in planning HR Strategies in current scenario increased stress on department and its employees. Reduce Financial resources, Identifying efficiencies and innovations to address the budget deficit. Finding sustainable C&B structures, restructuring plans, negotiating with employees to introduce changes are few of the challenges. Introducing performance linked incentives,employee wellness programs to attract and to retain the best talent available. HR Department focus should include consultative approach to HRM not just administrative approach. Investing on in house L&D to increase supervisory and management skills. As HR is not a Revenue-producing department, Decrease cost, improve services is main motto,by streamlining business process, maximising technology to streamline the process.HR is no more payroll processing department, it is member of Executive board

Pain Points:

Reaching to the expectations of Business expansion plans with low cost effective methods,engaging disengaged employees. Engaging right people in right place in right time is key point in success of any organisation. Retention of best talent, not loosing best talent to your competitor is a challenging task for every HR professional. Money can not attract or retain the talent. Identifying problem areas in advance, addressing in right time, proactive approach is key challenge. Introducing changes, not just downloading changes, but also to ensure to convince every individual to cope up with the changes. As mentioned earlier, HR is no Revenue-producing department, its main challenging is to ensure ROI in every strategy introduced, planned to implement. Ensuring HR team is fully engaged, must have good relationship with business folks, supporting Business function to achieve their targets. Managing allocated budget and ensure achievement of organisation GOALS is main uphill task of every HR.

Recruiting new generation:

Yes,I actually encourage to hire GenY talent,I hire even freshers and train them according to requirement, as they are fresh, young, and ambitious towards their career break, growing in the field they choose. Another reason and fact is that they stay with you for long tenure, since they get opportunity also getting training to fit in to the role they are hired. They are creative, loyal, intelligent and highly motivated. Their expectations are very simple, to be heard, and valued, fun atmosphere, appreciation/recognition,flexi working culture. I encourage collaborative atmosphere&value every one's opinion, which motivates them to come forward with their innovative ideas. I always encourage creative, fun and friendly environment, half my work is done with allocation as every one come forward to finish task collectively. Open to flex time,working hours as long as work is done on time and delivered on time.I am part of GenX,my daughter is Gen Z.Who knows wht tht Gen will req for motivation

Parting Thoughts

Its a great feeling, privilege to be part of this community(HC),where knowledge comes from experience, never retires,opportunity to share knowledge, part of key decision makers of the Organisation. What else one expect from their career, its full of challenges, continuous learning process, opportunity to explore your ideas. No other vertical has this opportunity except Human Capital. That is why I consider my self as blessed to be part of this community.By Choice I am in HC, and I enjoy what I do. I consider HC is architect of the organisation who designs, delivers and ensure successful implementation. People management is an art, its not just a profession, one should have passion to enjoy what they are doing. In every profession I see every professional one day feels I am not enjoying it anymore but every HC professionals wish to continue sharing, to be part of his profession till their last breath.

Identifying and Promoting New Leaders:

Leaders are born not made, I believe some one who rules, leads, and inspire others are natural leaders not made, not practiced to be leaders. Few things I observe in every employee is:Who takes work seriously, dedication, who motivates with his actions, sets example, inspire others, and who can adapt to situational changes is born with leadership qualities. Who shows interest in sharing experience, train others, guiding others, helping others to achieve their task, one who enjoys collective process. It is easy to identify these qualities as leadership qualities are inherent. As a part of succession planning, we encourage such employees with leadership qualities to take up challenging tasks and allocate team to lead, we record their performance, traits, decisions they take during the assignment, also record feedback of the team through skip level meetings. We share feedback with the concern, encourage to take initiatives; we give them Voice to be heard and valued, which motivates them.

Leadership Programs in Place:

We encourage consistent performers by giving them opportunity to lead team, small project initially and record their performance level, team management techniques, practices, we also record their team's feedback post performance to find gaps.But in most of the cases, employee who gets an opportunity to lead a team, enjoys sharing their experience, motivates with his actions,encourages fun at work as he moved from their level to leadership role,he tries to inspire their team members to perform and reach to his level so that he can move to next level. We set an example to other performers by giving an opportunity to consistent performer and encouraging to grow in the organisation. I have seen a Branch Manager who led a team of RMs,ROs,training, teaching, inspiring with his inherent qualities,motivating and encouraging consistent performers to grow to next level, recommending them to next level available,he gave 3 Cluster heads to state.Finally he became State Head, by giving BM frm team.

Improving Education system

Our Educational system should not only prepare scholars but prepare professionals, future leaders, teaching importance of GOALS in life. Class room sessions shouldn't restrict to theoratical sessions but also introduce role play sessions, like for nursery level few schools follow phonic system to help children to learn basics in simple fast and easy manner. Similar system should apply college level education to prepare, help young future professionals, helping them to face future professional career. Every Institution should have from college level in ever branch students select should have career counselling sessions by Prominent professionals from the different sectors/industires. Only few top colleges follow such system, but it should apply to all educational institutions, not only at Masters level but also at Graduation level. Not many can afford to do their masters post Grad, so they should be ready to understand and face the challenges when they start their professional career

Qualities that we Look For While Hiring:

Passion to grow, who is not passion for designation. Who thinks big, who delivered things in tough conditions, who believes its not just he/she who delivered but collective achievement. Who talks about team work, team management, who talks good about his past experience with his previous employer, who praises his mentors, supervisors, leaders helped to grow in his/her career. Who is organised, sets his own responsibilities prioritize. Willingness to take extra responsibilities, challenges. Listening, speaking skills, body language, above all attitude. How clear the candidate is about his/her organisation GOALS, his/her contributions to achieve. The one who is skilled in more than one area. Who is quick thinker, who don't jump to conclusions. The one who doesn't project him/her self as the only contributor of his/her success in his career. As a HC guy I am curious to check their People Management Skills. The one who values work life balance.

Advice For Fellow HR Leaders:

As I mentioned in my earlier statement, its privilege to be part of this community, we are blessed to be part of this community. One should utilise the opportunity to make leaders, inspire others with their actions, set an example to future leaders. Enjoy the profession, create passion with innovative way of work culture. Encourage Gen Y talent, share your experience with future talent. Don't be just a Business Partner, lead as a leader. Be Proactive, seek out problems and opportunities, don't just wait for things to happen. Be ready to try innovative things, don't just try to be equal with Business, lead as a leader, lead Business, don't follow. Be a true leader not just to enjoy leadership but with passion to create more leaders, again I remind that True leader creates leader not followers.

HR Strategies In Place

Adarsh Credit Co-Operative Society is growing at a rapid pace in its effort to be the largest financial services provider, from HUMAN CAPITAL end, we are ensuring to create path to achieve its destiny. We are ensuring to bring in best HC practices, retention policies, systems replacing manual processes. Creating Employee friendly policies, PLI to all the employees not only for Sales but also for Non sales, non branch staff, to ensure consistent performance of every employee. Competitive pay structuring to attract best talent, encouraging to hire Gen Y talent to bring in new blood in the organisation. Introducing mediclaim policy to support our employees and their family medical expenses. Employee grievances cell formed to listen to employees voice, record their issues,resolving within set TAT. SAP HR at its implementation stage, bringing in best of technology in place of in-house built s/w. R&R, online training programs,hand holding programs to new joinees are few introductions.

Helping to develop the country

I strongly believe 2things in life: The only source of Knowledge is experience, a true leader prepares leaders not followers. Every professional should share their experience, it doubles their knowledge. Every professional should use every professional/social network to share their experience with every one they are connected to. Society should be filled with successful leaders in their choosen field. The way we ensure succession planning in every organisation, every professional should ensure to prepare future successful professional, achiever, future leader. At Institutions teachers/mentors, professionally supervisors should ensure to guide every human being to reach their destination, reach their GOAL in life, every individual should become achiever. At Home parents, siblings should support their sons/daughters to dream big and to do big, should support,and encourage to have GOALS in Life, no GOAL without a plan is no GOAL. Whether its politics,professional career or enterpenuership