TUGAS KELOMPOK I , HRM

OBJECTIVES Development Planning SystemsApproach to Employee DevelopmentSuccession Plan

EMPLOYEE DEVELOPMENT

Development - formal education, job experiences, relationships, and assessments of personality and abilities that help employees perform effectively in their current or future job and company.Why is employee development important? To improve quality.To meet the challenges of global competition and social change.To incorporate technological advances and changes in work design.

DEVELOPMENT PLANNING SYSTEMSSelf AssesmentReality CheckAction PlanningGoal SettingsIdentify Opportunities to impoveIdentify needs realistic to developIdentify goal and methode to determine goal progressIdentify steps and time table to reach goal

APPROACH TO EMPLOYEE DEVELOPMENT - 1Formal Education off-site and on-site programs designed specifically for the companys employees.short courses offered by consultants or universities, executive MBA programs, and university programs.

APPROACH TO EMPLOYEE DEVELOPMENT-2AssessmentCollecting information and providing feedback to employees about their behavior, communication style, values, or skills.Assessment center -multiple raters or evaluators evaluate employees performance on a number of exercises.

APPROACH TO EMPLOYEE DEVELOPMENT-3Benchmarks -instrument designed to measure important factors in being a successful manager.Items that are measured include dealing with subordinates, acquiring resources, and creating a productive work climate.

Performance appraisal -process of measuring employees performance.

APPROACH TO EMPLOYEE DEVELOPMENT-4

APPROACH TO EMPLOYEE DEVELOPMENT-5Externships - employees take full-time, temporary operational roles at another company.Employee exchange is one example of temporary assignments in which two companies agree to exchange employees.Volunteer assignments offer employees opportunities to manage change, to teach, to take on a higher level of responsibility, or to be exposed to other job demands.Interpersonal relationships Employee can also develop skills and increase their knowledge about the company and its customers by interacting with a more experienced organozation member

TALENT & CAREER STRATEGY MATRIX528934716

Low performance High Potential

Misfits attitudinal job fit issues

* Close monitoring and regular counseling* Urgently reasign or redisgn job scopeAvarage Performance High PotentialHigh PerformanceHigh Potential

Low Performance Average PotentialAverage PerformanceAverage PotentialHigh PerformanceAverage Potential

Low PerformanceLow PotentialAverage PerformanceLow PotentialHigh PerformanceLow Potential

REPLACEMENT PLANNINGCareer Planning( Replacement Planning ) is used to find a positions within the organization that is suitable for a specific employee

DEVELOP AND MANAGE TALENT Talent Needs and Gaps Analysis Strategic staffingTalent Sourcing/SelectionTalent DevelopmentTalent AssesmentHaving the right people with the right capabilities, at the right time

SUCCESSION PLANNINGSuccession Planning is used to find a suitable successor ( talent ) for positions within the organization

SUCCESSION PLANNINGSuccession Planning The identification and tracking of high potential employees capable of filling higherlevel managerial positions Succession Planning is based on the Key Position within the organizationSuccession Plan is based on talent pool population in the 1-3 boxes of 9 box matrixEvery Key position should have the position competencies profileProfile match-up process can be set-up based on the percentage matching of key position competencies profile with individual talent competencies profile

SUCCESSION PLANNING PROCESS Bench Strength Analysis (1 key position with at least 3 bench strength)Position Competencies Profile of the targeted key positionEmployee Competencies Profile which explain in detail historical information about the employee prior to and during employment with the company.Including employee potential level, employee performance history and Employee Risk Category

HRS ROLE IN SUCCESSION PLANNING

SUCCESSION PLANNING

STUDY CASEDESIGNING SUCCESION PLANNINGCHEMICAL COMPANY- ACI

COMPANY PREVIEW

Advanced Chemical India Corporation (ACI) is founded in 1982 by current owner & president, Mr. Gupta.Sales turnover in 2000 hit US$800 million and profit is US$30 million.Basic chemical product used in clothes.They have three plants in India and sales offices in US, UK, Hong Kong, Thailand and Malaysia.2160 employees (160 in HQ, 1500 in Production, 400 in Sales, 100 in R&D)Philosophy: Keep High Quality in products.Culture: basically conservative.

BUSINESS ISSUES

Global competition around ACI is getting severer.The sales has increased by 5%, but the profit decreased by 20% last year.Mr. Gupta wants to transform ACI into the next era of growth.

ORGANIZATIONAL ISSUES

Mr. Gupta considered that organizational issues of ACI are followings:Transform ACI from functional organization to business unit base.HQ seems too big.Restructure job base pay and incentives according to the organizational change.He feels difficulty to manage everything by himself.

After transform ACI, Mr. Gupta is difficult to find the good candidates to fill up the GM Position of two business units.

BOD (Incl Mr. Gupta)GM Basic Chemical Mr. SanjeevGM Corp. ServiceMr. KumarMr. SubramaniamManager PlanningManager BranchesMr. RajivMr. VenkatProcess EngineeringResearchDevelopmentGM Speciality ChemicalPurchasingF&AMs. BhindiHRITManager Branches(Virtual) CompaniesLegal

JOB PROFILE & COMPETENCY

GM BASIC CHEMICAL APPLICATIONGM SPECIALITY CHEMICAL APPLICATIONKnowledgeCharacterDriveInfluence Others

CANDIDATES PROFILE

Mr. Subramaniam (Manager X Plant)- Tempered and perfectionist- Always meet the target- Career person (started since beginning of ACI)- Good development of product technology- Good communication skill and leadership (respected)- Single

Mr. Kumar (Manager Y Plant)- Easy going person- Good leadership style- Everybody loves him- Just married

CANDIDATES PROFILE

Mr. Sanjeev (R&D Manager)- Keen person, patient and persistence- Accurate calculation (cost of product)- Good decision maker - Family person

Mr. Venkat (Planning Manager Specialty)- Senior and mature person- His career from bottom- Getting higher education with scholarship- Good analytical thinking - Family man

CANDIDATES PROFILE

Mr. Rajiv (Manager Z Plant)- Thinker style person- Good communication skills- Bright young person- Great career jump from fresh graduate- Strong relationship with customers - In relationship

Ms. Bhindi (Head of Corporate Planning)- Strong lady- Smart (star lady in the company)- MBA graduated from Harvard- Outstanding performance- Brightest financial planner- Good relationship with all engineers- Still single

POTENTIAL MATRIX OF ACIPERFORMANCEPOTENTIAL

RESULTGM BASIC CHEMICAL APPLICATIONGM SPECIALITY CHEMICAL APPLICATIONMr. Subramaniam(Manager X Plant)Mr. Rajiv(Manager Z Plant)

KnowledgeCharacterDriveInfluence Others

DEVELOPMENT For CANDIDATES

Mr. Rajiv(Manager Z Plant)

KnowledgeCharacterDriveInfluence Others

Chart1

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4

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5

Point

Sheet1

PointSeries 2Series 3

Knowledge42.42

Intelligence44.42

Drive51.83

Influence Others52.85

To resize chart data range, drag lower right corner of range.

THANK YOU

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