employer branding: innovative tm strategies

ECU 2011 Singapore - 19th & 20th October 2011G P Rao

Employer Branding:Innovative TM Strategies

M&D ofTALENT

GP RaoHead- Management Services,

Recron Malaysia Sdn Bhd

ECU 2011 Singapore - 19th & 20th October 2011G P Rao2

Our Parent Company RIL

India’s largest private sector enterprise

Revenue 58

Net Profit 4.5

Cash Profit 7.7

PBDIT 9.2

Exports 32.9

Market Cap 76.9

USD in bn


Recron Malaysia Sdn Bhd

3

• Nilai190 acres5500 employees

• Melaka 40 acres1800 employees

• Kuala LumpurHead Office200 employees

World’s Largest Integrated Polyester & Textiles ComplexSales : USD 1 bn : 91 % exports


47%

22%

28%

1%

1%

1%Nationalities

MalaysiansBanglaVietnameseIndonasianNepalOthers

Nationalities Total Employees

Malaysians 3492

Bangladeshi 1625

Vietnamese 2109

Indonasians 107

Others 64

Total 7425

Recron Malaysia : Nationality Mix of Employees


71%

14%

8%7%

Age

<35

35<40

40<45

45+

Age Mix Total Employees<35 524435<40 106740<45 57245+ 542

Total 7425

Recron Malaysia :Age Mix of employees


Levels Total Employees

Gem Mgr 38

Mgr/AM 69

SC/ASC 221

Offr/Engr etc 531

Worker Supervisors 343

Worker Leaders 975

Techn/Gen.Workers 5248

Total 7425

0%1%3%

7% 5%

13%

71%

Levels

Gem Mgr

Mgr/AM

SC/ASC

Offr/Engr etc

Worker Supervisors

Worker Leaders

Techn/Gen.Workers

Recron Malaysia :Level Mix of Employees


Recruitment & SelectionPerformance managementTrainingLeadership DevelopmentSuccession PlanningRewards ManagementCareer Management

Tale

nt M

anag

emen

t

ECU 2011 Singapore - 19th & 20th October 2011G P Rao 8

1.Aspire

2.Articulate

3. Assess

4.Accept5. Align

6.Accelerate

7.Ascent


Need to

balance

Must

Go

Must

Retain

Need toPerform more

Protect the Culture

PERFORMANCE

Employee Types

Weight Carriers

Weight Carriers

2. 1.

4. 3.


Why Employees’ staying or leaving is so critical

• People Power being the Winning Edge• Cost of Replacement is very high

– Recruitment– Loss of Productivity– Cost of Training– Public Relations Cost

• Customer acquisition & retention depends upon continuity of employees

• Attraction of Talent is higher where Talent retention is higher.

• Succession Planning succeeds• Strengthening of Intellectual Capital

10


Employees staying back

• No-option• Detention• Coercion• Pretention• Convention• Resolution• RetentionEngaged, Empowered, Excited and Enlightened Employee Ensuring Excellence

11


RewardsEmpowermentTrustEcstasyNurturing climateTransparencyInnovative atmosphereOpennessNew challenges

Why TALENTMarriageStays?


Employees leaving• Termination• Superannuation• Convention• Resolution• Induced separation• Resignation/ Voluntary separationLoss of useful resources whose replacement cost is higher and deeper

13


Sure waysto work towards divorcingTALENT

TensionApathyLopsidednessEmotional-tyrannyNegativityTimeless confusion


Indian Thoughts, Corporate Solutions

Tie upsAttractionLeverageEnthusiasmNoveltyTransformation

Akshay-patraYog-samrajyamYogdanUthsahNaveentaPunaruthaan


Innovative Retention Strategies adopted by different organisations

• Culture Fit tests• Time Off for “ Give Back” activities• Opportunities to try out entrepreneurial abilities• Continued Education• Non-financial motivation schemes• Support for Wok-life balance• Creative Destruction Ideas & “Speak out” Schemes• Involvement of Families• Reach out during distress• Long-term benefits• Informal activities/ Fun at Workplace

16


RECRON

Recruit “Aptitude” vs Experience: AttractionEmployee Involvement: AssimilationCareer Planning & Development: AccelerationRewards & Recognition: AppreciationOptimization of Strengths: AlignmentNew Challenges: Assertion

Our actions @


Company Profile

EmployeeProfile

Why PeopleLeave Why People

Stay

TMFramework

Indian Thoughts

Benchmarks

Room for Improvement

In lieu of Summar

y

What works

Transformation of Recron

1


[email protected]

Love MeMail Me

employer branding: innovative tm strategies

Documents