abb - hr innovation

© ABB Group July 19, 2010 | Slide 1

Organization with Innovative HR Practices

S Ramesh Shankar


Agenda

1. ABB – An Overview2. ABB’s Organization Structure3. HR Structure in ABB4. EMPower- An innovative reward and recognition program5. HR HelpDesk6. Sampark7. HR Cockpit8. Employee Lifecycle Management

1. E Campus Model2. E-Recruitment3. Workforce Planning4. Employee Information Change5. E Exit

© ABB India July 19, 2010 | Slide 3© ABB India July 19, 2010 | Slide 3

A global leader in power and automation technologiesLeading market positions in main businesses

120,000 employees in about 100 countries

$35 billion in revenue (2008)

Formed in 1988 merger of Swiss and Swedish engineering companies

Predecessors founded in 1883 and 1891

Publicly owned company with head office in Switzerland

© ABB India July 19, 2010 | Slide 4© ABB India July 19, 2010 | Slide 4© ABB IndiaJuly 19, 2010 | Slide 4

What we offer: divisional structure and portfolio

Transformers, high- and medium-voltage switchgear, breakers, automation relays

Power Products

Power Systems

DiscreteAutomation and Motion

ProcessAutomation

Low Voltage Products

Substations, FACTS, HVDC, HVDC Light, power plant and network automation

Low voltage and medium voltage drives, motors and power electronics

Control systems and application-specific automation solutions for process industries and instrumentation products

Electrical wiring accessories, low voltage switchgear and systems

http://www300.abb.com/global/gad/gad02007.nsf/vwImages/B2F6527259A30D46C125750C00444BF1/$File/IRB__4600.jpg


Organization Structure


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Organization & Business StructureInnovation begins Here!!!

“Gradeless” continuum

Four-level distinct bands or levels in the structure softly merged, to form a continuum of responsibility & roles

Traditional pyramid demolished

No Visible Perquisites

No differentiation in visible perks between roles

All entitlement rules made uniform

Compensation only differentiator

Egalitarian approach

Organization Structure

Designations…

Designations de-glamorized inside the organization; made relevant only for external environment

Role-based structure perpetuated

Towards a network structure

Workplace architecture

“True” open-office working

“Cabin” culture considered “not OK”

Open-seating in all ABB India offices


Organization & Business Structure

Profit centers

Profit center structure of business leveraged

52 profit centers and hence 52 CEO’s in the organization

Utilizing the structure of the business

Autonomy

High level of autonomy in working and decision making

Freedom to take decisions

Empowerment

Managers truly empowered to utilize resources and take informed decisions for the running a business

Genuine empowerment within broad guidelines

Business Structure

Entrepreneurship

Promotes entrepreneurial behavior

Business risk-taking encouraged

Balancing maturity in business decisions


HR Structure H

R S

ervi

ce D

eliv

ery

HRCenter

- Generalist- Administration

- Specialists

Country HR Strategy/Processes

- Gouvernance

HR experts(country)

- Industrial law- HR Controlling

- HR IS- HR Excellence

- Training & Consulting- Support Executives- Performance Mgmt.- Talent Management

(Experts/Specialists in PU)

Business HR

Line Managers

Employee

Bus

ines

s P

artn

ers

Strategic DirectionsRequests and Delivery


EMPower

…employee driven recognition program

© ABB Group July 19, 2010 | Slide 10© ABB Group July 19, 2010 | Slide 10

What is EMPower?

EMPower is a recognition and rewards scheme targeted at enabling employees and managers to recognize and appreciate workplace performance periodically and in a systematic manner. The objective is to recognize exemplary performance, create an employee centric reward system and to bring about a cultural change in the reward philosophy of ABB

EligibilityAll regular employees - Management Staff, Non Management Staff, Management trainees, EDTs/ EFTs

In case an employee nominated has been convicted/charged with a code of conduct / safety / integrity / compliance / IS security violation (and even if the issue is pending decision), then such an employee is automatically disqualified


Award Types

What awards can an employee receive under this scheme?

Silver - An instant award for individuals only

Gold - A monthly local business unit/region marketing office/corporate function level award - for individuals & teams.

Diamond - An annual division (including FES and Country Corporate Functions) level award comprising of two levels:

- Diamond Trophy for outstanding performance awarded to individuals and teams

- Diamond certificate of appreciation for individuals & teams

Platinum - An annual country level award comprising two levels:

- Platinum Trophy for outstanding performance for individuals andteams

- Platinum certificate of appreciation for individuals & teams


Snapshot

CategoryWho can Nominate

Approve/ Audit Decide How it works

Silver Any employee Business HR -

Employee who wishes to nominate another will do so through Café HR*. Reason will be stated. Business HR will confirm eligibility, relevance & validity and issue the badge

Gold Any employee Business HRBU Council

Recommendation & audit process same as above. Decision by BU Council & winners to be awarded at a ceremony

Diamond

(All silver / gold winners of the year will be automatically nominated)

Division HR Manager

Division Council

All gold/silver winners will be reviewed by division HR. Decision by Division Council and winners to be awarded at the annual division meet.

Platinum

(All silver / gold / diamond winners of the year will be automatically nominated)

Corporate HR CMC

All gold/silver/diamond winners will be reviewed and decision by CMC. Winners to be awarded at the annual Senior Managers’ Conference.


Snapshot


HR Helpdesk


HR Portal Platform – HR Helpdesk

HR Strategies und Consulting Monitoring und Controlling sowie Bereitstellung von entscheidungsrelevanten Informationen

HR Portal: Static HR Content and ESS / MSS Integration

Static HR ContentProviding information on all relevant HR matters

Intuitive structure and customer-centric provision of HR content

ESS / MSS (HR Transactions)Fast and flexible data access for employees and managers

Increased data quality through avoiding process breaks

Electronic workflows allow paperless processing of standard transactions (e. g. leave request)

Lowered cost base for transactional services

Increased employee responsible for personnel record and data quality

ABB India Intranet New HR Helpdesk Portal

„click“

© ABB

ESS KIOSK for Blue Collar EmployeesFeatures

Touch Screen.

Virtual keyboard.

Sensor for monitor power OFF/ON mode to save power.

3M privacy filter to maintain confidentiality

A4 Size printer to take Printout of Salary statement, PF annual statement etc.

A drop box to collect LTA & Medical Bills


Sampark


Sampark

SMS based HR help Desk

The purpose of which is to ensure that each and every employee has access to the HR Help Desk including those employees on site/projects who are unable to access CaféHR or Lotus Notes


HR Cockpit


HR Cockpit

System Based HR Policies Management

One stop shop information related to HR Policy and process for all employees

Integration with SAP - Employee Self Service

Regular information updating and verification

Elimination of redundant information

Online content management

Empowering Process Owners

Features of HR CockpitEasy Accessibility of Information

Authoring and Publishing

Document Approval Workflow

Document Lifetime

Feedback and Rating

Powerful Search & Indexing

Discussion Forum


Innovation embedded with technology Business

Warehouse Portal

E Exit

SAP Based Transfer

Management system

Workforce Planning through SAP Business Planning Simulation(BPS)



E Campus Model

Identify

Develop

Verify

(Commit&

Assess)

Retain&

Deploy


Management Trainee Selection Methodology

Phase I

Specialized Engineering Test

Based on engineering discipline (Electrical, Mechanical, Electronics, Civil, Instrumentation)

Phase II

Technical Interview

Phase III

Graduate Assessment Centre

Introduced for the first time


Leveraging technology – E-Campus

Final Interviews

Technical TestGroup DiscussionsPsychometric TestPreliminary interviews

Pre-placement talks

111222

444555 333

666DAYSDAYS

Cycle time in the conventional form of campus recruitment – 120 days

Cycle time after leveraging technology. . .

. . .6 days


E Campus Process

e Campus Recruitment 2008 - 2009

Date of e Campus27-Jul-

08No of Reliance Centers 33Total Number of Colleges

Attended 37No of Candidates Attended

for Test 629No of Candidates Attended

for Interview 470No of Candidates Attended

for Assessment Center 260Final Selects 107

College coordinators (dedicated team from HR Centre to guide the invited colleges through the process)

Pre Placement TalkAcross 37 colleges for Phase I & 16 colleges for Phase II (through Reliance Web world)

Online test (through Meritrac & Reliance Web World)

Technical RoundPanels at 4 locations (Bangalore, Vadodara, Faridabad, Kolkatta)

Assessment CentreAcross 4 locations (Bangalore, Vadodara, Faridabad, Kolkatta)

Hiring Workforce through SAP E-Recruiting


Employee Information Change system to track changes during the employee lifecycle



E- Exit Process


E Exit HR Interface

Automated Separation Process

SAP system is integrated with e-Exit system for Business HR to trigger the following separation type for updating in SAP.

Employees who have:

Retirement/Superannuation

Death

Termination

VRS

Absconded


E Exit- Screen shots

Exit Analytics


Thank you..

We welcome your ideas to innovate further…


abb - hr innovation

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