Download - 50th LUMS HR Forum 11 Feb 2004(2)
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"To Be! Or Not To Be!
Rehan Q. SaghirChief Executives perspective on HR
50th LUMS HR Forum Meeting
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What has been discussed in the past
Cornflakes orConflicts, by Ramiz Allahwala on East v/s WestManagement Practices in Pakistan
Demystifying Performance Management, by Asir Manzur
Adultery and HR the Missing Link, by Imran Awais Kazmi
Manners Make the Difference, by Zubia Leghari
360 Degree Feedback, by Sameera Malik
Emerging Challenges in HR, by Leon Menazez of Shell Pakistan
Energizing Employees, by Nadeem Baig
Emotional Intelligence @ Work, by Rahila Narejo
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Eli Lilly Pakistans Vision
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Companys Interests
EmployeesInterests
ManagementsInterests
HR the ultimate balancing act
Balancing Act
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PEOPLERetain Develop
Recruit
Manage
YOU have an amazing impact on People
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RECRUITTransparency Top Talent
Diversity
Motivational Fit
Warfor Talent
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Understand business need &help seek out the bestcandidate
Actively headhunt top talent
Practice Diversity in all itsdimensions
Appoint GMs nephew only ifbest person for the job
RECRUIT
Collect CVs and pass todepartment heads
Appoint GMs nephew Typecast people in roles
Recruit only from certainbackgrounds
TO BE OR NOT TO BE
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MANAGE
Performance Management
Getting the Best out ofPeople..
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MANAGECoaching/Counseling& Feedback
Comp &BenefitIncluding Reward& Recognition
Performance Management
Best Practice / Policies
Getting the Best out ofPeople..
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Audit PM/appraisal documentsfor quality & fairness
High presence in the field/shop
floor/with employees tounderstand their performance
Ensure supervisors are givingtimely & appropriate feedback
Develop & merchandise excitingincentive plans & performanceculture
Benchmark against market &industry with an aim to gaincompetitive edge
MANAGE
Set deadlines for yearly PMprocess & simply file completedappraisal form in files
Accept supervisors ratings oftheir people without challengingthem
Give everyone a 10% pay riseeach year irrespective ofperformance, pay scales,inflation, etc.
Continue with aging HR Manuals control rather than competitive
TO BE OR NOT TO BE
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DEVELOP
All of us do not have equal talent, but all of
us should have an equal opportunity to
develop our talentsJohn F. Kennedy
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DEVELOPTalentExport
Training &DevelopmentPlans
Win Win Situation(employee & employer)
Challenging Opportunities
Helping People reach theirpotential.
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RETAINCultureCareer
Path
Competitive Comp & Benefits
Reward & Recognition
Love Em orLose Em
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Understand why employeewants to leave; see if you cankeep him / her
Ensure tools, processes andrelationships in place toeffectively identify & retain keytalent
Develop innovative retention
schemes Partner with line management to
ensure people know whatoptions they have for careeradvancement
Wish employees successwhen they resign
Continue implementing same
old C&B program designed adecade ago
Leave career paths,succession planning to linemanagers
RETAIN
TO BE OR NOT TO BE
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"To Be! Or Not To Be!"
The decision isYOURS..