Attracting & Retaining Employees
By
Ms Jatinder Peters, GM(HR) and Head Coordination ONGC,New Delhi
Microsoft Leadership Conclave
GLOBALIZATION AND THE INDIAN ECONOMY
India was a traditionally managed, protected economy where industrial growth was largely fueled by the government sector. 1991-92: first spate of economic liberalisation Process of adjustment to the free-market economy has been through ups and downs
STRATEGIES DEPLOYED IN GOING GLOBAL
Organic and inorganic growth Adding an export component Moving up the value chain Creating niche markets Searching for new markets Global supply chaining Bringing foreign direct investment
RESEARCH ON GOING GLOBAL
CEO‟s indicate for going Global following important:
1.
2.
3. 4.
5.
6. 7.
Markets Manpower Technology Quality Management Systems Governance and Ethics Risk Management Management of Change and Organization culture
CEO‟S EXPECTATIONS
Manpower
Training for global mindset Talent management and retention strategies Global compensation strategies Insights into work ethics of different countries Competencies development Soft skills and domain knowledge training Diversity management strategies and training Social sensitivity training
HR ACTIONS FOR GLOBAL GOING
HR Planning and Forecasting Location Planning Job Analysis/Job Redesign Attraction & Selection Training & Development
Performance Management Compensation Retention Reduction/Removal
Bullies Are Everywhere
DIFFERENT FOLKS-DIFFERENT STROKES
KNOWLEDGE WORKERS
Increasing amount of “knowledge work” requires increasing number of “knowledge workers” Require special skills gained via extensive schooling and training and have a heavy impact on the success of the company Responsible for “tacit interactions”
Rely on judgment, knowledge and context
60% of US labor force engaged in tacit interactions But increasingly more jobs (positions) will require
Ms Jatinder Peters, GM(HR) and Head Coordination ONGC,New Delhi
Microsoft Leadership Conclave
GLOBALIZATION AND THE INDIAN ECONOMY
India was a traditionally managed, protected economy where industrial growth was largely fueled by the government sector. 1991-92: first spate of economic liberalisation Process of adjustment to the free-market economy has been through ups and downs
STRATEGIES DEPLOYED IN GOING GLOBAL
Organic and inorganic growth Adding an export component Moving up the value chain Creating niche markets Searching for new markets Global supply chaining Bringing foreign direct investment
RESEARCH ON GOING GLOBAL
CEO‟s indicate for going Global following important:
1.
2.
3. 4.
5.
6. 7.
Markets Manpower Technology Quality Management Systems Governance and Ethics Risk Management Management of Change and Organization culture
CEO‟S EXPECTATIONS
Manpower
Training for global mindset Talent management and retention strategies Global compensation strategies Insights into work ethics of different countries Competencies development Soft skills and domain knowledge training Diversity management strategies and training Social sensitivity training
HR ACTIONS FOR GLOBAL GOING
HR Planning and Forecasting Location Planning Job Analysis/Job Redesign Attraction & Selection Training & Development
Performance Management Compensation Retention Reduction/Removal
Bullies Are Everywhere
DIFFERENT FOLKS-DIFFERENT STROKES
KNOWLEDGE WORKERS
Increasing amount of “knowledge work” requires increasing number of “knowledge workers” Require special skills gained via extensive schooling and training and have a heavy impact on the success of the company Responsible for “tacit interactions”
Rely on judgment, knowledge and context
60% of US labor force engaged in tacit interactions But increasingly more jobs (positions) will require