Vishnu Auti
GM – HR
Kolte Patil Developers
Vishnu Auti is a member of:
- Expert
HR Strategies in Place in your Company
Currently working for Kolte Patil Developers Ltd (KPDL) at Pune as GM
HR. The KPDL is into Real Estate business and operating in Pune,
Bangalore. We have planned to expand our wings of business in other
cities in coming years. We have currently 600 direct employees at
various level, and touching the figure almost 1000 in next two years.
KPDL believe in new innovation in business. We are always thirsty to
give best to our customer. We have implemented various HR initiatives in
our organization, like employee engagement through various activities,
clearly defined roles of employees, setting the KRAs and time to time
evaluation up to managerial level. We are developing the HR business
strategy linked with Business plan. Here, business success means,
continuous growth, returns to owner, career opportunity to employees,
best work place for employees to breath and open culture, believe in
group decisions etc.
Today trends seen in HR
Now a days HR plays very important role at company strategy level. The
HR becomes now the business partner in the organization. HR is the
driving forces towards achieving the set results. The head of the
business (Owner) cannot meet all the employees due to multi location,
time, business constrains, so the HR is the shadow of CEO of the
company.
Difficulties in Planning Human
The expectation of employees has increased as compared to last two
decades. Everybody believe in the fast upward growth in position,
profile, package, benefits and career. The days has gone the employee
continue more than 8-10 years with one employer. The HR has big
challenge to retain the fast tracker and right talent in the
organization. Secondly, dealing with functional head, understanding
their expectation and act up on accordingly.
Resource in an ever changing business
The
expectation of employees has increased as compared to last two decades.
Everybody believe in the fast upward growth in position, profile,
package, benefits and career. The days has gone the employee continue
more than 8-10 years with one employer. The HR has big challenge to
retain the fast tracker and right talent in the organization. Secondly,
dealing with functional head, understanding their expectation and act up
on accordingly.
HR Relationship with the CEO
As I told earlier, that HR is shadow of CEO, and he has to act as per
the expectation. The culture of the organization is depend up on the
culture of CEO and HR. The HR is third eye of CEO in business process.
According to me if there is good involvement of HR at strategy level,
then the people output is good enough in the business. I believe the HR
person should not be victim of others.
Biggest Pain Point
Aligning the business process across the organization is the challenge.
The PMS system have its own merits and demerits, you need to see you how
it works for your organization, whenever the deviation are entertained
by CEOs, then HR becomes helpless to bring the uniformity, and right
justice to the employees.
Motivating Employees with Rewards
Again it is related to organization culture. In our organization, we
motivate employees by empowering them with additional responsibility in
their job profile, performance reward by way of decent increment,
holidays, and perks as per the criticality of position.
Attract good people, retain the better people and advance the best people
All this will depend up on the culture and maturity of the organization.
If you have good system in place like, Recruitment, PMS, MDP Programme,
Star leaders, Business ethics, and continuous growth.
Different Qualities looking while hiring people
Of course the academic and experience is very important for any position
coming in the organization. We normally focus on the attitude and
behaviors of the person, how many times he changed the job in past, what
was the reason, what is the likelihood of person continuing in the
organization. At senior and middle level, we focus on whether the person
will gel with the existing team, how he will work in groups, what are
his leadership qualities, can he benefited to our organization, if yes,
what are the benefits, if not what will be damages in long run etc.
Some of the leadership development programs being held & results obtained
In every function we have leader like sales, finance, construction, HR,
Legal, and Liasoning. They are the masters in their own domain. Our CMD
is having a rich experience in Real Estate Market. He always in touch
with the good IIM, ISB friends in formal informal meet. There is no
structured leadership development programme in our organization. We
always believe on job training concept, and win our own battle through
past experience. We are quite happy with the progress we did in past
five years in the organization.
Identifying Leaders promoting them to the next level
In our kind of business, we need the action on the same day, and do not
keep decision pending. Our CMD and ED are very much committed to work in
this kind of environment. We believe in encouraging and promoting the
people within the organization. The peoples are welcome to take the
responsibility, and it is not difficult to perform them. The employees
are promoted to next level according to their capability, and years with
the organization.
Engaging Gen Y - Leadership and Organization Culture
The Gen Y employees expect very structured way of working, transparency
in decision, fair appraisal, why approach. The time, technology and
process will define the organization culture you need to bring in the
organization, let us watch and see how we can do best for the
organization.
Recruiting & retaining the diverse and ambitious Generation Y. Are they really ambitious
We do recruitment through employee reference, through consultant, and
job posting. Our approach here is that we recruit only the persons who
can fit in our culture, and immediate contribution in the business. As
far as retention is concerned, we are not allowing easily to let the
employee go except few integrity issues. The retention % is good in our
organization.
Attrition Management: Retaining vs. fresh hiring
As I said earlier, we always retain the good talent in the organization,
and that is the specialty of our CMD & HR. We do fresh hiring for
back up few positions where we have doubt in long run. Fresh hiring is
done only at the entry level in all functions for future manpower
requirement.
Promotional techniques work best & reason behind it
The promotion is given only for the capable employee who is really
contributing the company work, and can become future leaders. You
encourage the employee and give responsibility, according to me it works
and give result in long run.
Workplaces are changing. Cultures are evolving. The average employee today is different from his/her counterpart from a decade ago too? What is lacking and what does he/she need to keep in mind in todays working scenario
Yes the work places are changing according to speed, technology, and
comfort. The 9 to 5 concept are changing, employees are believing in
contributing best in shortest possible time, employers are also giving
freedom, whenever required in few cases the employees are working hard
beyond the normal working hrs. As compared to a decade ago the employees
are more stressful in their work for archiving the target, they are
struggling to balance the professional and personal life. The continuity
is required with present employer for better result and respect to
organization. It has seen that the employees are more towards getting
high salaries, but they lack in peace, health, social touch, good sleep,
and last good time with family.
Advice/ suggestions to fellow HRs
Be in touch with the employees at all levels, find time to speak to them
understand their problem, give solutions. HR is for employee and not
employee for HR. Bring new initiative for employees, respect their
ideas, and try to reduce the gap between seniors and juniors. Fair
treatment to all. Very important, contribute for business, be always
updated in happening in HR Domain, around the industry, city, nation
etc.