- an environment of commitment
- improvement-focused teams
- effective recruitment and retention
- greater teamwork
- Brand building through vision, mission, goals and values
- Building a learning organization
- People practices is everyone’s responsibility
- Organization Chart with Roles and Responsibilities
- Hiring Tracker
- Induction Processes
- Performance Appraisal
- FIRO-B & Role Efficacy
The cluster approach
The cluster programme is structured to enable organisations to formulate a clear roadmap for People Processes. Tools & Techniques are explained in a classroom session, for all cluster members. Each team has 15 days to implement learnings in the respective organization. The Anchor reviews this during a mentoring session where further inputs are given. The team takes corrective action and presents progress during the subsequent mentoring session. Three mentoring sessions are conducted at the organization premises to ensure percolation of learnings to all necessary departments, as required. The last enabling session allows for sharing and cross learning, as organizations present what they have implemented as part of the cluster. This cycle of learning and implementation lasts for 10 months, thus enabling a future-ready state for the organization.
Background
An organization catering to the automobile and engineering industry engaged with Essae Chandran Institute to set up robust and holistic people practices systems in the organization which would allow for:
| Concerns / Expectations before Cluster | Benefits after Cluster |
|---|---|
| Unmotivated workforce | Motivated workforce that takes up ownership & responsibility |
| Attrition in the system | Retention in trainees and engineers |
| Recruitment of right candidates | System to select suitable candidates |
| Lack of guidance on creating HR systems | Guidance on creating SOPs for establishing HR systems |
Insights gained
Tools Implemented