SHRM Assignment: High Growth Industries

SHRM
ASSIGNMENT
•Case Study on High Growth Industries
Nitin Koul 19020341190

Nazish Kamal 19020341189
Ritik Gupta 19020341036
Pulin Goyal 19020341145
Rashmi Shenoy 19020341094
Shrishti Agarwal 19020341104
Krishan Chandan 19020341186
Neha Garg
Shouvik Lahiri
Vishnupriya 19020341171
Short Term Plan for HGI ( 0-6 Months Implementation Timeline)
Action Items What are we going to do?
Learning and Development Provide a specific description of desired training, how it is going to
help in long run and what are the skills gained , acquired, topic,
themes and content covered
Staffing Creating an Integrated Talent Management Plan with aspiring

business imperatives, gaining stakeholder experience, articulating
competency model, acting and then accomplishing
Compensation and Incentives Designing a robust compensation plan with incentive rollout
coverage and parameters to take while devising incentive strategy
Performance Management Creating an effective and adaptable Performance Management

Plan with 360-Degree Feedback mechanism and communicating all
the parameters for performance appraisal
Employee Relations Prepare the document covering all the aspects of Employee
Relations, Unions, citing all the details of Long Term Settlement Plan
Imagine Deliver Run

Brainstorming sessions for Development of KRAs and KPIs for all verticals Communication plan which
finalizing all the activities for with proper written document with well will be divided into various
an entire year with various BK defined roles and responsibilities for all the interactive sessions followed
CSR resource groups stakeholders involved by incorporating feedback
0-1 Month 1-2 Month 2-3 Month 3-5 Month 5-6 Month
HGI Short Term RoadMap(YoY)

Long term Plan for HGI ( 0-3 Years Implementation Timeline)
Action Plans
How are we going to achieve this? Plan FY1 FY2 FY3
Description of desired
training for each Business
Learning and Development Unit, learning plan for every
employee
(Duration – Two financial
Year in the form of rotations)
Staffing HGI talent management plan

for all verticals (referring
medium and completing all
the vacancies in first two
quarters of financial year)
Compensation and Incentive Communicating

Compensation and Incentive
plan in Q1 of every financial
year
Performance Management Continuous PMS Plan with

incorporation of 360* plan
Employee Relations Development of Long Term
Settlement (3 Years) with
Contractual Workforce
Time Based-Operational Plan for HGI
Detailed Action Plans
Learning & Development Staffing
First Week First Week
• Establishing linking mechanisms that engage L&D professionals in • Understanding staffing objectives in line with the strategy of the
strategy setting organization
• Understanding of the current L&D practices across all functional • Understanding the manpower requirements in each functionality
units and initiating diagnosis of the impact through HR analytics
First Month First Month

• Using the results of the diagnosis to set up a platform for L&D • Development of a recruitment strategy consisting of sources, EVP
revamp and communication processes
• Developing a Learning, Prioritization and Planning Process (LPP)
First 3 Months First 3 Months

• Definitions and adoption of a robust set of KPIs • Carrying out recruitment activities in line with the set standards
• Establishment of a robust governance body for the L&D and continuous measurement of results
department
First 6 Months First 6 Months

• Communication of the newly defined L&D requirements and • Creating Talent Pools and Leadership Pipelines for the staff with
subsequent KPIs to all stakeholders aspiring business imperatives, gaining stakeholder experience,
• Initiation of L&D initiatives articulation of competency model.
• Initiation of Agile process of rework and revamp
Time Based-Operational Plan for HGI
Detailed Action Plans
Employee Relations
First Week
• Organized Meetings with various Labour Relations In-charge officials to identify organizational practices which are causing lapses
such as lack of documentation and understand their take on the current situation
• Gaining consensus on the current Labour union contracts and what changes can be made basis availability of resources
First Month
• Individual interactions with various labour unions across different functions and department to understand their take on the
general practice of labour relations
• Understanding their needs and demands in various aspects of their employment
First 3 Months
• Creating standardized structures in place with a dedicated team to work on Labour Union Management
• Appraisal of the demands of various sub-unions and defining what best can be provided to them basis the available resources
• Long term plan formulation for the demands of each sub-union and how they can be a more integrated part of the organization
First 6 Months
• Communication and continuous deliberations with various sub-unions to come up with newer contracts with a long term
outlook providing them with satisfactory provisions as far as possible
• Communication of long term business strategies and need for a healthy labour union-employer relationship
• Documentation of the newly formed agreements and following the plan of action

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SHRM

Nitin Koul 19020341190

Staffing Creating an Integrated Talent Management Plan with aspiring

Performance Management Creating an effective and adaptable Performance Management

Imagine Deliver Run

HGI Short Term RoadMap(YoY)

Staffing HGI talent management plan

Compensation and Incentive Communicating

Performance Management Continuous PMS Plan with

First Month First Month

First 3 Months First 3 Months

First 6 Months First 6 Months

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